| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 252 | overtime | overtime rates;
(iii)
penalty rates;
(iv)
allowances;
(v)
remuneration; and/or
(vi)
leave; and
(b)
the arrangement meets the genuine needs of the employer and employee in
relation to one or more of the matters mentioned in paragraph (a); and
(c)
the arrangement is genuinely agreed to by the ceo and employee.
1.5.2 the ceo must ensure that the terms of the individual flexibility arrangement:
(a)
|
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 347 | flextime | the aofm does not operate a flextime or overtime pay scheme. however managers can
agree time off in lieu in circumstances where the employee is required to work longer hours
than would reasonably be expected.
section 65(1a) of the fair work act 2009 sets out the circumstances in which employees may
request a change of working arrangements. such a request should be made in writing and
will only be refused on reasonable business grounds. all such arrangements are to be
approved by the ceo.
2.2
public holidays
aofm employees will observe public holidays as prescribed by the national employment
standards under section 115 of the fair work act 2009.
aofm enterprise agreement 2015-2018
page 7 of 20
except as provided in clause 7.2 below, the public holidays to be observed by aofm
employees employed in overseas posts or missions will be determined by the head of
mission.
an employee and the ceo may agree to substitute a cultural or religious day of significance
to that employee for a public holiday.
payment for public holidays will be at the rate that would have been paid to an employee as
if that day or part day were a normal working day, unless the employee would have been
absent on that day.
where a public holiday falls during a period when an employee is absent on leave (other
than annual or paid personal or carer’s leave) there is no entitlement to receive payment as
a public holiday. payment for such a day will be in accordance with the rate that applies to
the form of leave being taken. |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 347 | overtime | the aofm does not operate a flextime or overtime pay scheme. however managers can
agree time off in lieu in circumstances where the employee is required to work longer hours
than would reasonably be expected.
section 65(1a) of the fair work act 2009 sets out the circumstances in which employees may
request a change of working arrangements. such a request should be made in writing and
will only be refused on reasonable business grounds. all such arrangements are to be
approved by the ceo.
2.2
public holidays
aofm employees will observe public holidays as prescribed by the national employment
standards under section 115 of the fair work act 2009.
aofm enterprise agreement 2015-2018
page 7 of 20
except as provided in clause 7.2 below, the public holidays to be observed by aofm
employees employed in overseas posts or missions will be determined by the head of
mission.
an employee and the ceo may agree to substitute a cultural or religious day of significance
to that employee for a public holiday.
payment for public holidays will be at the rate that would have been paid to an employee as
if that day or part day were a normal working day, unless the employee would have been
absent on that day.
where a public holiday falls during a period when an employee is absent on leave (other
than annual or paid personal or carer’s leave) there is no entitlement to receive payment as
a public holiday. payment for such a day will be in accordance with the rate that applies to
the form of leave being taken. |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 416 | study assistance | study assistance
the aofm will consider applications for assistance from employees who are planning to
undertake programs of tertiary study that will contribute to their professional development
and the work of the aofm. study assistance in the form of financial support or leave is at
the discretion of the aofm. further information on administration of study assistance may
be found in the aofm’s employment policies and procedures as varied from time to time.
part 3
3.1
– performance management and remuneration
principles
salary rates as at the commencement of this agreement are shown at schedule 1, which
references a continuation of the existing aofm broadband structure.
the application of salary rates to individual employees will be subject to performance as
appraised under the aofm’s performance management system (section 3.3).
3.2
salary rates
notwithstanding clauses 3.3 and 3.4, the salary rates under this agreement will be as
follows:
3.2.1 on commencement of this agreement as shown in schedule 1 (which represents
a 2.5% increase over the salary rates in effect just prior to commencement of this
agreement);
3.2.2 a further 1.0% increase will apply from the first pay after the first anniversary of
this agreement; and |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 419 | professional development | undertake programs of tertiary study that will contribute to their professional development
and the work of the aofm. study assistance in the form of financial support or leave is at
the discretion of the aofm. further information on administration of study assistance may
be found in the aofm’s employment policies and procedures as varied from time to time.
part 3
3.1
– performance management and remuneration
principles
salary rates as at the commencement of this agreement are shown at schedule 1, which
references a continuation of the existing aofm broadband structure.
the application of salary rates to individual employees will be subject to performance as
appraised under the aofm’s performance management system (section 3.3).
3.2
salary rates
notwithstanding clauses 3.3 and 3.4, the salary rates under this agreement will be as
follows:
3.2.1 on commencement of this agreement as shown in schedule 1 (which represents
a 2.5% increase over the salary rates in effect just prior to commencement of this
agreement);
3.2.2 a further 1.0% increase will apply from the first pay after the first anniversary of
this agreement; and
3.2.3 a further 1.0% increase will apply from the first pay after the second anniversary
of this agreement.
3.3 |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 420 | study assistance | and the work of the aofm. study assistance in the form of financial support or leave is at
the discretion of the aofm. further information on administration of study assistance may
be found in the aofm’s employment policies and procedures as varied from time to time.
part 3
3.1
– performance management and remuneration
principles
salary rates as at the commencement of this agreement are shown at schedule 1, which
references a continuation of the existing aofm broadband structure.
the application of salary rates to individual employees will be subject to performance as
appraised under the aofm’s performance management system (section 3.3).
3.2
salary rates
notwithstanding clauses 3.3 and 3.4, the salary rates under this agreement will be as
follows:
3.2.1 on commencement of this agreement as shown in schedule 1 (which represents
a 2.5% increase over the salary rates in effect just prior to commencement of this
agreement);
3.2.2 a further 1.0% increase will apply from the first pay after the first anniversary of
this agreement; and
3.2.3 a further 1.0% increase will apply from the first pay after the second anniversary
of this agreement.
3.3
|
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 421 | study assistance | the discretion of the aofm. further information on administration of study assistance may
be found in the aofm’s employment policies and procedures as varied from time to time.
part 3
3.1
– performance management and remuneration
principles
salary rates as at the commencement of this agreement are shown at schedule 1, which
references a continuation of the existing aofm broadband structure.
the application of salary rates to individual employees will be subject to performance as
appraised under the aofm’s performance management system (section 3.3).
3.2
salary rates
notwithstanding clauses 3.3 and 3.4, the salary rates under this agreement will be as
follows:
3.2.1 on commencement of this agreement as shown in schedule 1 (which represents
a 2.5% increase over the salary rates in effect just prior to commencement of this
agreement);
3.2.2 a further 1.0% increase will apply from the first pay after the first anniversary of
this agreement; and
3.2.3 a further 1.0% increase will apply from the first pay after the second anniversary
of this agreement.
3.3
performance management |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 461 | salary advancement | salary advancement through a classification can only occur where an employee’s
performance is satisfactory and consistently meets the relevant standard.
an employee can only advance through the broadband where sufficient work is available at
the higher classification level, the employee has gained the necessary skill and proficiencies
to perform the more complex work and performance is satisfactory.
aofm enterprise agreement 2015-2018
page 9 of 20
the ceo has the discretion to determine remuneration having regard to special skills and
experience, and/or recruitment and retention. this discretion includes the ability to make
reversible salary increases in conjunction with the usual performance appraisal assessment
cycle.
3.4
salary on recruitment or promotion
the salary of an employee recruited to the aofm, or promoted within it, will be determined
by the ceo taking into account the employee’s relevant experience and skills, and the
aofm’s recruitment needs.
3.5
payment of salary
employees will be paid in arrears fortnightly (fortnightly pay = annual salary x 12 / 313).
salaries will be paid by electronic funds transfer into a financial institution account of the
employee’s choice, unless otherwise agreed with the ceo. part-time employees will be paid
pro-rata.
the parties agree that, where an overpayment of salary or allowances occurs, a deduction |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 533 | travel | travel
expenses in relation to all business travel for transport, accommodation, meals and
incidentals will either be incurred directly by aofm, or covered by way of a travel
allowance. domestic travel allowance rates are those determined from time to time by the
commissioner of taxation as reasonable allowance amounts, given an employee’s
remuneration, for the relevant tax year. international travel allowance rates will be
determined with reference to those used by the department of the treasury.
4.3
relocation
an employee required by aofm to move within australia to take up a position with aofm
may be assisted with the expense of relocation. the ceo may approve payments to assist
with reasonable relocation expenses.
if an employee leaves the aofm through resignation, voluntary move, promotion or
termination for misconduct within two years of receiving a benefit under this clause, that
employee will be required to pay back pro-rata (on a monthly basis to the nearest completed
month), any relocation benefits received. employees acknowledge that such prorata amounts
can be treated as an overpayment of salary under clause 3.5.
4.4
overseas conditions
part 7 of this agreement covers terms and conditions for long-term postings (more than six
months) to foreign countries under australian government-funded programs.
except where covered by part 7, the conditions of service and additional allowances for
aofm employees serving in overseas posts will be established by the ceo for the employee
prior to deployment and will depend on the country and the government program applying
to the overseas service. |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 535 | travel | expenses in relation to all business travel for transport, accommodation, meals and
incidentals will either be incurred directly by aofm, or covered by way of a travel
allowance. domestic travel allowance rates are those determined from time to time by the
commissioner of taxation as reasonable allowance amounts, given an employee’s
remuneration, for the relevant tax year. international travel allowance rates will be
determined with reference to those used by the department of the treasury.
4.3
relocation
an employee required by aofm to move within australia to take up a position with aofm
may be assisted with the expense of relocation. the ceo may approve payments to assist
with reasonable relocation expenses.
if an employee leaves the aofm through resignation, voluntary move, promotion or
termination for misconduct within two years of receiving a benefit under this clause, that
employee will be required to pay back pro-rata (on a monthly basis to the nearest completed
month), any relocation benefits received. employees acknowledge that such prorata amounts
can be treated as an overpayment of salary under clause 3.5.
4.4
overseas conditions
part 7 of this agreement covers terms and conditions for long-term postings (more than six
months) to foreign countries under australian government-funded programs.
except where covered by part 7, the conditions of service and additional allowances for
aofm employees serving in overseas posts will be established by the ceo for the employee
prior to deployment and will depend on the country and the government program applying
to the overseas service.
for the period of overseas work, aofm will ensure that employees are appropriately
insured commensurate with the political and social environment of the country to which |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 536 | travel | incidentals will either be incurred directly by aofm, or covered by way of a travel
allowance. domestic travel allowance rates are those determined from time to time by the
commissioner of taxation as reasonable allowance amounts, given an employee’s
remuneration, for the relevant tax year. international travel allowance rates will be
determined with reference to those used by the department of the treasury.
4.3
relocation
an employee required by aofm to move within australia to take up a position with aofm
may be assisted with the expense of relocation. the ceo may approve payments to assist
with reasonable relocation expenses.
if an employee leaves the aofm through resignation, voluntary move, promotion or
termination for misconduct within two years of receiving a benefit under this clause, that
employee will be required to pay back pro-rata (on a monthly basis to the nearest completed
month), any relocation benefits received. employees acknowledge that such prorata amounts
can be treated as an overpayment of salary under clause 3.5.
4.4
overseas conditions
part 7 of this agreement covers terms and conditions for long-term postings (more than six
months) to foreign countries under australian government-funded programs.
except where covered by part 7, the conditions of service and additional allowances for
aofm employees serving in overseas posts will be established by the ceo for the employee
prior to deployment and will depend on the country and the government program applying
to the overseas service.
for the period of overseas work, aofm will ensure that employees are appropriately
insured commensurate with the political and social environment of the country to which
they are deployed. |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 537 | travel | allowance. domestic travel allowance rates are those determined from time to time by the
commissioner of taxation as reasonable allowance amounts, given an employee’s
remuneration, for the relevant tax year. international travel allowance rates will be
determined with reference to those used by the department of the treasury.
4.3
relocation
an employee required by aofm to move within australia to take up a position with aofm
may be assisted with the expense of relocation. the ceo may approve payments to assist
with reasonable relocation expenses.
if an employee leaves the aofm through resignation, voluntary move, promotion or
termination for misconduct within two years of receiving a benefit under this clause, that
employee will be required to pay back pro-rata (on a monthly basis to the nearest completed
month), any relocation benefits received. employees acknowledge that such prorata amounts
can be treated as an overpayment of salary under clause 3.5.
4.4
overseas conditions
part 7 of this agreement covers terms and conditions for long-term postings (more than six
months) to foreign countries under australian government-funded programs.
except where covered by part 7, the conditions of service and additional allowances for
aofm employees serving in overseas posts will be established by the ceo for the employee
prior to deployment and will depend on the country and the government program applying
to the overseas service.
for the period of overseas work, aofm will ensure that employees are appropriately
insured commensurate with the political and social environment of the country to which
they are deployed.
whilst on deployment the employee will be entitled to conditions and allowances on those |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 537 | travel allowance | allowance. domestic travel allowance rates are those determined from time to time by the
commissioner of taxation as reasonable allowance amounts, given an employee’s
remuneration, for the relevant tax year. international travel allowance rates will be
determined with reference to those used by the department of the treasury.
4.3
relocation
an employee required by aofm to move within australia to take up a position with aofm
may be assisted with the expense of relocation. the ceo may approve payments to assist
with reasonable relocation expenses.
if an employee leaves the aofm through resignation, voluntary move, promotion or
termination for misconduct within two years of receiving a benefit under this clause, that
employee will be required to pay back pro-rata (on a monthly basis to the nearest completed
month), any relocation benefits received. employees acknowledge that such prorata amounts
can be treated as an overpayment of salary under clause 3.5.
4.4
overseas conditions
part 7 of this agreement covers terms and conditions for long-term postings (more than six
months) to foreign countries under australian government-funded programs.
except where covered by part 7, the conditions of service and additional allowances for
aofm employees serving in overseas posts will be established by the ceo for the employee
prior to deployment and will depend on the country and the government program applying
to the overseas service.
for the period of overseas work, aofm will ensure that employees are appropriately
insured commensurate with the political and social environment of the country to which
they are deployed.
whilst on deployment the employee will be entitled to conditions and allowances on those |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 539 | travel | remuneration, for the relevant tax year. international travel allowance rates will be
determined with reference to those used by the department of the treasury.
4.3
relocation
an employee required by aofm to move within australia to take up a position with aofm
may be assisted with the expense of relocation. the ceo may approve payments to assist
with reasonable relocation expenses.
if an employee leaves the aofm through resignation, voluntary move, promotion or
termination for misconduct within two years of receiving a benefit under this clause, that
employee will be required to pay back pro-rata (on a monthly basis to the nearest completed
month), any relocation benefits received. employees acknowledge that such prorata amounts
can be treated as an overpayment of salary under clause 3.5.
4.4
overseas conditions
part 7 of this agreement covers terms and conditions for long-term postings (more than six
months) to foreign countries under australian government-funded programs.
except where covered by part 7, the conditions of service and additional allowances for
aofm employees serving in overseas posts will be established by the ceo for the employee
prior to deployment and will depend on the country and the government program applying
to the overseas service.
for the period of overseas work, aofm will ensure that employees are appropriately
insured commensurate with the political and social environment of the country to which
they are deployed.
whilst on deployment the employee will be entitled to conditions and allowances on those
terms and at rates determined by the sponsoring agency from time to time.
4.5 |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 539 | travel allowance | remuneration, for the relevant tax year. international travel allowance rates will be
determined with reference to those used by the department of the treasury.
4.3
relocation
an employee required by aofm to move within australia to take up a position with aofm
may be assisted with the expense of relocation. the ceo may approve payments to assist
with reasonable relocation expenses.
if an employee leaves the aofm through resignation, voluntary move, promotion or
termination for misconduct within two years of receiving a benefit under this clause, that
employee will be required to pay back pro-rata (on a monthly basis to the nearest completed
month), any relocation benefits received. employees acknowledge that such prorata amounts
can be treated as an overpayment of salary under clause 3.5.
4.4
overseas conditions
part 7 of this agreement covers terms and conditions for long-term postings (more than six
months) to foreign countries under australian government-funded programs.
except where covered by part 7, the conditions of service and additional allowances for
aofm employees serving in overseas posts will be established by the ceo for the employee
prior to deployment and will depend on the country and the government program applying
to the overseas service.
for the period of overseas work, aofm will ensure that employees are appropriately
insured commensurate with the political and social environment of the country to which
they are deployed.
whilst on deployment the employee will be entitled to conditions and allowances on those
terms and at rates determined by the sponsoring agency from time to time.
4.5 |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 600 | travel | approved business related travel by private vehicle.
further details of the administration of these payments and the rates that apply may be
found in the aofm’s employment policies and procedures as varied from time to time.
part 5
5.1
– leave
general
approvals of annual, long service and defence leave are subject to aofm’s operational
requirements.
where an employee is absent from duty and the period of absence was not authorised (as
per aofm leave application procedures), all pay and allowances may cease to be available
until the employee resumes duty or is granted leave depending on the ceo’s satisfaction as
to the reason(s) for the unauthorised leave. an unauthorised absence does not count as
service for any purpose.
leave accrues and is debited on the basis of an employee’s ordinary hours of work (taking
account of clause 2.4 for part-time employees).
5.2
annual leave
annual leave will accrue (on calendar days’ service) at a rate of twenty (20) days per year
for a full-time employee and on a pro-rata basis for part-time employees. annual leave will
be credited and can be applied for as it accrues.
a manager may grant annual leave at half pay for absences of at least one week. half-pay
leave will reduce the annual leave balance by the relevant pro-rata amount. |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 696 | maternity leave | an employee is entitled to maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973.
aofm enterprise agreement 2015-2018
page 13 of 20
an employee may be granted up to an additional four weeks paid leave continuous with an
entitlement to paid maternity leave under the maternity leave (commonwealth employees) act
1973, which will be administered for all purposes as if it were maternity leave under this
act.
an employee is entitled to ten (10) days paid parenting leave at or close to the time their
spouse or partner gives birth to a child, or assumes parental responsibility for an adopted or
foster care child. this leave may be granted at half-pay.
after twelve (12) months continuous service an employee is entitled to paid leave for the
purposes of adopting a child where:
5.4.1 the adoptive child is under sixteen (16) years of age on the day of the placement;
and
5.4.2 the adoptive child did not previously live with the employee for a period of six
(6) months or more before the day of placement; and
5.4.3 the adoptive child is not a child or step-child of the employee or the employee’s
partner, unless the child has not been in the custody and care of the employee or
the employee’s partner for a significant period of time.
after twelve (12) months service an employee is entitled to paid leave for the purposes of
fostering a child in circumstances such as those under the children and young people act 2008
legislation in the australian capital territory.
adoption leave or fostering leave must be taken as a single unbroken period at or close to
the date of placement and may be taken for any period requested by the employee up to
sixteen weeks.
an employee may elect to spread the maximum payment of sixteen (16) weeks for |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 704 | maternity leave | entitlement to paid maternity leave under the maternity leave (commonwealth employees) act
1973, which will be administered for all purposes as if it were maternity leave under this
act.
an employee is entitled to ten (10) days paid parenting leave at or close to the time their
spouse or partner gives birth to a child, or assumes parental responsibility for an adopted or
foster care child. this leave may be granted at half-pay.
after twelve (12) months continuous service an employee is entitled to paid leave for the
purposes of adopting a child where:
5.4.1 the adoptive child is under sixteen (16) years of age on the day of the placement;
and
5.4.2 the adoptive child did not previously live with the employee for a period of six
(6) months or more before the day of placement; and
5.4.3 the adoptive child is not a child or step-child of the employee or the employee’s
partner, unless the child has not been in the custody and care of the employee or
the employee’s partner for a significant period of time.
after twelve (12) months service an employee is entitled to paid leave for the purposes of
fostering a child in circumstances such as those under the children and young people act 2008
legislation in the australian capital territory.
adoption leave or fostering leave must be taken as a single unbroken period at or close to
the date of placement and may be taken for any period requested by the employee up to
sixteen weeks.
an employee may elect to spread the maximum payment of sixteen (16) weeks for
maternity, adoption or fostering leave over a period up to thirty-two (32) weeks under this
clause, but the employee cannot receive in aggregate more than the equivalent of sixteen (16)
weeks full pay for any such period. any period of leave under this clause in excess of
sixteen (16) weeks will not count as service for any purpose.
eligible employees may also access unpaid leave for parenting associated purposes
described above. such unpaid leave will be subject to the same conditions as unpaid
parental leave entitlements under the fair work act 2009.
at the end of any period of leave granted under this section, aofm will make all reasonable |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 705 | maternity leave | 1973, which will be administered for all purposes as if it were maternity leave under this
act.
an employee is entitled to ten (10) days paid parenting leave at or close to the time their
spouse or partner gives birth to a child, or assumes parental responsibility for an adopted or
foster care child. this leave may be granted at half-pay.
after twelve (12) months continuous service an employee is entitled to paid leave for the
purposes of adopting a child where:
5.4.1 the adoptive child is under sixteen (16) years of age on the day of the placement;
and
5.4.2 the adoptive child did not previously live with the employee for a period of six
(6) months or more before the day of placement; and
5.4.3 the adoptive child is not a child or step-child of the employee or the employee’s
partner, unless the child has not been in the custody and care of the employee or
the employee’s partner for a significant period of time.
after twelve (12) months service an employee is entitled to paid leave for the purposes of
fostering a child in circumstances such as those under the children and young people act 2008
legislation in the australian capital territory.
adoption leave or fostering leave must be taken as a single unbroken period at or close to
the date of placement and may be taken for any period requested by the employee up to
sixteen weeks.
an employee may elect to spread the maximum payment of sixteen (16) weeks for
maternity, adoption or fostering leave over a period up to thirty-two (32) weeks under this
clause, but the employee cannot receive in aggregate more than the equivalent of sixteen (16)
weeks full pay for any such period. any period of leave under this clause in excess of
sixteen (16) weeks will not count as service for any purpose.
eligible employees may also access unpaid leave for parenting associated purposes
described above. such unpaid leave will be subject to the same conditions as unpaid
parental leave entitlements under the fair work act 2009.
at the end of any period of leave granted under this section, aofm will make all reasonable
effort for the employee to return to the position that he or she held prior to the leave. where |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 732 | parental leave | parental leave entitlements under the fair work act 2009.
at the end of any period of leave granted under this section, aofm will make all reasonable
effort for the employee to return to the position that he or she held prior to the leave. where
this is not possible for business reasons, or this position no longer exists, the employee will
be placed in a position for which the employee is qualified and suited nearest in pay to that
held prior to the leave.
5.5
jury service
the ceo may grant an employee paid leave to attend jury service in accordance with the
provisions for leave for jury service in the national employment standards in the fair work
act 2009.
leave for jury service will count as service for all purposes.
aofm enterprise agreement 2015-2018
page 14 of 20
5.6
leave for defence purposes
an employee may be granted leave (with or without pay) to enable the employee to fulfil
australian defence force (adf) reserve and continuous full time service (cfts) or cadet
force obligations.
note:
the entitlement to leave for reserve service is prescribed under the defence reserve service
(protection) act 2001.
|
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 782 | long service leave | long service leave is provided in accordance with the long service leave (commonwealth
employees act) 1976. the minimum period of long service leave which may be taken on each
occasion is seven (7) calendar days at full pay or fourteen (14) calendar days at half-pay.
paid compassionate leave of up to two (2) days on each occasion may be granted for the
purposes of spending time with an immediate family member or member of an employee’s
household who has a personal illness, or injury, that poses a serious threat to his or her life.
this leave is approved on a case by case basis and does not accrue or accumulate.
paid bereavement leave of up to three (3) days may be granted in the event of the death of a
person who is related to an employee or who is a member of an employee’s household. this
leave is approved on a case by case basis and does not accrue or accumulate.
the ceo may grant leave to an employee, either with or without pay, in circumstances not
provided for elsewhere in this agreement for a purpose that the ceo considers to be in the
interests of the agency or the employee, and having regard to operational requirements.
this leave is approved on a case by case basis and does not accrue or accumulate (nor will it
be paid out on termination).
aofm enterprise agreement 2015-2018
page 15 of 20
miscellaneous leave may be approved for employees with community service or emergency
services duties including for regular training, all emergency services responses, reasonable
recovery time and ceremonial duties, or for cultural, and ceremonial purposes.
5.8
preservation of leave entitlements and portability of leave
new aofm employees recruited directly from another aps agency, provided there is no
break in continuity of service, will have their accrued credits of annual leave and
personal/carer’s leave transferred to the aofm. this recognition will also result in the |
| Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt | 783 | long service leave | employees act) 1976. the minimum period of long service leave which may be taken on each
occasion is seven (7) calendar days at full pay or fourteen (14) calendar days at half-pay.
paid compassionate leave of up to two (2) days on each occasion may be granted for the
purposes of spending time with an immediate family member or member of an employee’s
household who has a personal illness, or injury, that poses a serious threat to his or her life.
this leave is approved on a case by case basis and does not accrue or accumulate.
paid bereavement leave of up to three (3) days may be granted in the event of the death of a
person who is related to an employee or who is a member of an employee’s household. this
leave is approved on a case by case basis and does not accrue or accumulate.
the ceo may grant leave to an employee, either with or without pay, in circumstances not
provided for elsewhere in this agreement for a purpose that the ceo considers to be in the
interests of the agency or the employee, and having regard to operational requirements.
this leave is approved on a case by case basis and does not accrue or accumulate (nor will it
be paid out on termination).
aofm enterprise agreement 2015-2018
page 15 of 20
miscellaneous leave may be approved for employees with community service or emergency
services duties including for regular training, all emergency services responses, reasonable
recovery time and ceremonial duties, or for cultural, and ceremonial purposes.
5.8
preservation of leave entitlements and portability of leave
new aofm employees recruited directly from another aps agency, provided there is no
break in continuity of service, will have their accrued credits of annual leave and
personal/carer’s leave transferred to the aofm. this recognition will also result in the
adjustment of the personal/carer’s leave accrual anniversary. |
| productivity commission-enterprise-agreement-2017-2020.txt | 137 | salary packaging | salary packaging
16
3
employee benefits and allowances
17
enterprise agreement 2017 – 2020
2
3.1
first aid allowance
17
3.2
travel
17
3.3
additional caring costs
|
| productivity commission-enterprise-agreement-2017-2020.txt | 159 | travel | travel
17
3.3
additional caring costs
17
3.4
relocation
17
4
hours and organisation of work
18
4.1
support for flexible work arrangements
18
4.2
|
| productivity commission-enterprise-agreement-2017-2020.txt | 183 | flexible work arrangements | support for flexible work arrangements
18
4.2
standard hours of work
18
4.3
attendance arrangements
18
4.4
flextime
19
4.5
reversion to standard day
20
4.6
|
| productivity commission-enterprise-agreement-2017-2020.txt | 201 | flextime | flextime
19
4.5
reversion to standard day
20
4.6
executive level hours and time off in-lieu
20
4.7
overtime
21
4.8
part-time employment
21
4.9
|
| productivity commission-enterprise-agreement-2017-2020.txt | 219 | overtime | overtime
21
4.8
part-time employment
21
4.9
home-based work
22
5
leave
23
5.1
portability of leave
23
5.2
|
| productivity commission-enterprise-agreement-2017-2020.txt | 261 | long service leave | long service leave
25
5.5
personal leave
25
5.6
compassionate leave
26
5.7
paid parental leave
27
5.8
unpaid parental leave
28
enterprise agreement 2017 – 2020
|
| productivity commission-enterprise-agreement-2017-2020.txt | 279 | parental leave | paid parental leave
27
5.8
unpaid parental leave
28
enterprise agreement 2017 – 2020
3
5.9
returning from any type of parental leave
28
5.10
defence reservist leave
28
5.11
community service (emergency management) leave
|
| productivity commission-enterprise-agreement-2017-2020.txt | 285 | parental leave | unpaid parental leave
28
enterprise agreement 2017 – 2020
3
5.9
returning from any type of parental leave
28
5.10
defence reservist leave
28
5.11
community service (emergency management) leave
29
5.12
miscellaneous leave
|
| productivity commission-enterprise-agreement-2017-2020.txt | 295 | parental leave | returning from any type of parental leave
28
5.10
defence reservist leave
28
5.11
community service (emergency management) leave
29
5.12
miscellaneous leave
29
5.13
public holidays
29
5.14
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1028 | salary advancement | cent from the top of the range will receive a salary advancement to the top of the
range.
2.3.4
employees rated ‘needs improvement’ in either of the six monthly performance
assessments immediately prior to the increase becoming due, shall receive half of
the relevant increase in base salary. employees assessed as ‘needs improvement’
in both appraisal periods are not eligible for any increase.
2.4
superannuation
2.4.1
the commission will make compulsory employer contributions as required by the
applicable legislation and fund requirements.
2.4.2
where employer contributions are to an accumulation superannuation fund, the
employer contribution will be 15.4% of the fortnightly superannuation
contribution salary [or ordinary time earnings]. this will not be reduced by any
other contributions made through salary sacrifice arrangements. this clause does
not apply where a superannuation fund cannot accept non-mandated employer
superannuation contributions.
2.4.3
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1153 | parental leave | compassionate, miscellaneous, adoptive, maternity or parental leave or payment
for public holidays on which the employee is not rostered to work.
2.9
salary packaging
2.9.1
employees have access to salary packaging arrangements. further information is
available in the commission’s flexible remuneration guidelines.
2.9.2
where an employee takes up the option of salary packaging on a ‘salary sacrifice’
basis, the employee’s salary for purposes of superannuation, severance and
termination payments (and any other purpose) will be determined as if the salary
sacrifice arrangement had not been entered into.
enterprise agreement 2017 – 2020
16
3 employee benefits and allowances
3.1
first aid allowance
3.1.1
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1158 | salary packaging | salary packaging
2.9.1
employees have access to salary packaging arrangements. further information is
available in the commission’s flexible remuneration guidelines.
2.9.2
where an employee takes up the option of salary packaging on a ‘salary sacrifice’
basis, the employee’s salary for purposes of superannuation, severance and
termination payments (and any other purpose) will be determined as if the salary
sacrifice arrangement had not been entered into.
enterprise agreement 2017 – 2020
16
3 employee benefits and allowances
3.1
first aid allowance
3.1.1
an employee will be paid a fortnightly allowance of $22.66 if he or she holds a
current first aid certificate and the chairman has authorised the employee to
perform incidental first aid officer duties. this allowance will be adjusted at 12
and 18 months from commencement of this agreement, in line with the general
wage increases included at clause 2.3.1. |
| productivity commission-enterprise-agreement-2017-2020.txt | 1162 | salary packaging | employees have access to salary packaging arrangements. further information is
available in the commission’s flexible remuneration guidelines.
2.9.2
where an employee takes up the option of salary packaging on a ‘salary sacrifice’
basis, the employee’s salary for purposes of superannuation, severance and
termination payments (and any other purpose) will be determined as if the salary
sacrifice arrangement had not been entered into.
enterprise agreement 2017 – 2020
16
3 employee benefits and allowances
3.1
first aid allowance
3.1.1
an employee will be paid a fortnightly allowance of $22.66 if he or she holds a
current first aid certificate and the chairman has authorised the employee to
perform incidental first aid officer duties. this allowance will be adjusted at 12
and 18 months from commencement of this agreement, in line with the general
wage increases included at clause 2.3.1.
3.1.2
part-time employees will be entitled to pro-rata payment based on their approved |
| productivity commission-enterprise-agreement-2017-2020.txt | 1167 | salary packaging | where an employee takes up the option of salary packaging on a ‘salary sacrifice’
basis, the employee’s salary for purposes of superannuation, severance and
termination payments (and any other purpose) will be determined as if the salary
sacrifice arrangement had not been entered into.
enterprise agreement 2017 – 2020
16
3 employee benefits and allowances
3.1
first aid allowance
3.1.1
an employee will be paid a fortnightly allowance of $22.66 if he or she holds a
current first aid certificate and the chairman has authorised the employee to
perform incidental first aid officer duties. this allowance will be adjusted at 12
and 18 months from commencement of this agreement, in line with the general
wage increases included at clause 2.3.1.
3.1.2
part-time employees will be entitled to pro-rata payment based on their approved
weekly hours of duty.
3.2
travel |
| productivity commission-enterprise-agreement-2017-2020.txt | 1196 | travel | travel
3.2.1
the commission will meet reasonable expenses (in relation to accommodation,
meals, incidentals and transportation), as determined by the chairman. further
information is available in the travel policy.
3.2.2
rates of allowance may be varied in accordance with ato advice.
3.3
additional caring costs
employees, who have child care responsibilities, and are directed to undertake
overnight travel away from their home locality, may apply for reimbursement of
additional costs for commercial child caring services where the normal child caring
arrangements are not available. such arrangements are subject to pre-approval by
the delegate approving the directed travel.
3.4
relocation
reasonable relocation and accommodation expenses, as determined by the
chairman, will be paid. further information is available in the commission’s policy
on relocation conditions.
enterprise agreement 2017 – 2020
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1202 | travel | information is available in the travel policy.
3.2.2
rates of allowance may be varied in accordance with ato advice.
3.3
additional caring costs
employees, who have child care responsibilities, and are directed to undertake
overnight travel away from their home locality, may apply for reimbursement of
additional costs for commercial child caring services where the normal child caring
arrangements are not available. such arrangements are subject to pre-approval by
the delegate approving the directed travel.
3.4
relocation
reasonable relocation and accommodation expenses, as determined by the
chairman, will be paid. further information is available in the commission’s policy
on relocation conditions.
enterprise agreement 2017 – 2020
17
4
hours and organisation of work
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1212 | travel | overnight travel away from their home locality, may apply for reimbursement of
additional costs for commercial child caring services where the normal child caring
arrangements are not available. such arrangements are subject to pre-approval by
the delegate approving the directed travel.
3.4
relocation
reasonable relocation and accommodation expenses, as determined by the
chairman, will be paid. further information is available in the commission’s policy
on relocation conditions.
enterprise agreement 2017 – 2020
17
4
hours and organisation of work
4.1 support for flexible work arrangements
4.1.1
flexible work arrangements allow employees to balance professional and personal
commitments, while providing the commission with the flexibility needed to meet
corporate objectives.
4.1.2
employees and their manager will work together to manage workloads and |
| productivity commission-enterprise-agreement-2017-2020.txt | 1215 | travel | the delegate approving the directed travel.
3.4
relocation
reasonable relocation and accommodation expenses, as determined by the
chairman, will be paid. further information is available in the commission’s policy
on relocation conditions.
enterprise agreement 2017 – 2020
17
4
hours and organisation of work
4.1 support for flexible work arrangements
4.1.1
flexible work arrangements allow employees to balance professional and personal
commitments, while providing the commission with the flexibility needed to meet
corporate objectives.
4.1.2
employees and their manager will work together to manage workloads and
working hours. managers will take into account employee preferences regarding
hours of attendance, subject to operational needs.
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1232 | flexible work arrangements | 4.1 support for flexible work arrangements
4.1.1
flexible work arrangements allow employees to balance professional and personal
commitments, while providing the commission with the flexibility needed to meet
corporate objectives.
4.1.2
employees and their manager will work together to manage workloads and
working hours. managers will take into account employee preferences regarding
hours of attendance, subject to operational needs.
4.1.3
all employees, including executive level employees, are able to work flexible
hours. subject to agreement with their manager, they may choose start, finish and
break times, and may vary hours of attendance to manage personal commitments.
variations in attendance times and short-term absences may be agreed without
the need for a leave application.
4.1.4
the commission will make all reasonable attempts to accommodate requests to
work flexibly, although arrangements must suit the type of work performed and
operational requirements. requests will only be refused on reasonable business
grounds and provided to the employee in writing.
4.2 standard hours of work
4.2.1 |
| productivity commission-enterprise-agreement-2017-2020.txt | 1235 | flexible work arrangements | flexible work arrangements allow employees to balance professional and personal
commitments, while providing the commission with the flexibility needed to meet
corporate objectives.
4.1.2
employees and their manager will work together to manage workloads and
working hours. managers will take into account employee preferences regarding
hours of attendance, subject to operational needs.
4.1.3
all employees, including executive level employees, are able to work flexible
hours. subject to agreement with their manager, they may choose start, finish and
break times, and may vary hours of attendance to manage personal commitments.
variations in attendance times and short-term absences may be agreed without
the need for a leave application.
4.1.4
the commission will make all reasonable attempts to accommodate requests to
work flexibly, although arrangements must suit the type of work performed and
operational requirements. requests will only be refused on reasonable business
grounds and provided to the employee in writing.
4.2 standard hours of work
4.2.1
the hours for a full-time employee are 150 hours over a four-week settlement
period. |
| productivity commission-enterprise-agreement-2017-2020.txt | 1269 | bandwidth | per week) between the bandwidth times of 8.00am to 6.00pm, monday to
friday,which includes nine minutes per day in recognition of the christmas
closedown at clause 5.14.
4.2.3
the standard core hours for attendance are 9.30am to 12.00pm and 2.00pm to
4.00pm.
4.3 attendance arrangements
4.3.1
attendance arrangements may be agreed between managers and employees
having regard to the following:
enterprise agreement 2017 – 2020
18
a)
the need for adequate staffing of all areas of the commission to meet
operational requirements during the standard day;
b)
employees’ personal and family commitments;
c)
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1300 | overtime | period in excess of 10 hours is overtime, or ‘time off in lieu’ accrual), nor
more than five hours without a meal break of a minimum of 30 minutes;
d)
the need to ensure that employees are productively employed and
effectively supervised where appropriate; and
e)
any physical limitations (such as access to buildings and associated costs of
occupation, health and safety, and security considerations). in this regard,
employees should provide managers with prior advice of their intentions to
work before 6.00am or after 9.00pm monday to friday, or at any times on
weekends or public holidays.
the attendance arrangements for part-time employees will be agreed between
the employee and the manager on an individual basis.
4.3.2
managers can require employees to attend and work the standard day within the
bandwidth hours. the timing of meetings, training sessions and the like will be
scheduled during and around core hours as far as operationally practicable.
4.3.3
a manager may request an employee to work reasonable additional hours. an
employee may refuse to work additional hours if they are unreasonable. in
determining whether additional hours are reasonable or unreasonable, managers
and employees must take account of factors outlined in s. 62(3) of the act. |
| productivity commission-enterprise-agreement-2017-2020.txt | 1321 | bandwidth | bandwidth hours. the timing of meetings, training sessions and the like will be
scheduled during and around core hours as far as operationally practicable.
4.3.3
a manager may request an employee to work reasonable additional hours. an
employee may refuse to work additional hours if they are unreasonable. in
determining whether additional hours are reasonable or unreasonable, managers
and employees must take account of factors outlined in s. 62(3) of the act.
4.3.4
all employees are required to record their times of attendance in a manner
determined by the chairman.
4.4
flextime
4.4.1
aps level 1–6 staff may participate in the flextime scheme. this scheme allows
hours worked in excess of 37 hours and 30 minutes per week to be banked as
credit on a 1-for-1 basis for time off at a later stage.
4.4.2
the maximum flextime carry over credit is 37 hours and 30 minutes (five days),
and the maximum flextime carry over debit is not to exceed 15 hours (two days),
unless: |
| productivity commission-enterprise-agreement-2017-2020.txt | 1338 | flextime | flextime
4.4.1
aps level 1–6 staff may participate in the flextime scheme. this scheme allows
hours worked in excess of 37 hours and 30 minutes per week to be banked as
credit on a 1-for-1 basis for time off at a later stage.
4.4.2
the maximum flextime carry over credit is 37 hours and 30 minutes (five days),
and the maximum flextime carry over debit is not to exceed 15 hours (two days),
unless:
a)
the employee has brought a potential excess flextime accumulation to the
attention of their manager prior to the end of the settlement period; and
enterprise agreement 2017 – 2020
19
b)
the manager and the employee have put in place a strategy to reduce the
accumulated amount to the maximum accumulation by the end of the next
settlement period.
for part-time employees, the maximum credit carry-over will equate to the agreed
weekly hours of work. for part-time employees, the maximum debit carry-over |
| productivity commission-enterprise-agreement-2017-2020.txt | 1342 | flextime | aps level 1–6 staff may participate in the flextime scheme. this scheme allows
hours worked in excess of 37 hours and 30 minutes per week to be banked as
credit on a 1-for-1 basis for time off at a later stage.
4.4.2
the maximum flextime carry over credit is 37 hours and 30 minutes (five days),
and the maximum flextime carry over debit is not to exceed 15 hours (two days),
unless:
a)
the employee has brought a potential excess flextime accumulation to the
attention of their manager prior to the end of the settlement period; and
enterprise agreement 2017 – 2020
19
b)
the manager and the employee have put in place a strategy to reduce the
accumulated amount to the maximum accumulation by the end of the next
settlement period.
for part-time employees, the maximum credit carry-over will equate to the agreed
weekly hours of work. for part-time employees, the maximum debit carry-over
will equate to 40 per cent of the maximum credit carry-over.
4.4.3
absence from duty on flextime is subject to prior approval by the employee’s |
| productivity commission-enterprise-agreement-2017-2020.txt | 1348 | flextime | the maximum flextime carry over credit is 37 hours and 30 minutes (five days),
and the maximum flextime carry over debit is not to exceed 15 hours (two days),
unless:
a)
the employee has brought a potential excess flextime accumulation to the
attention of their manager prior to the end of the settlement period; and
enterprise agreement 2017 – 2020
19
b)
the manager and the employee have put in place a strategy to reduce the
accumulated amount to the maximum accumulation by the end of the next
settlement period.
for part-time employees, the maximum credit carry-over will equate to the agreed
weekly hours of work. for part-time employees, the maximum debit carry-over
will equate to 40 per cent of the maximum credit carry-over.
4.4.3
absence from duty on flextime is subject to prior approval by the employee’s
manager and the commission’s operational requirements. excluding other forms
of approved leave, absences under agreed flextime attendance arrangements
must not exceed five days during a four-week settlement period.
4.4.4
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1349 | flextime | and the maximum flextime carry over debit is not to exceed 15 hours (two days),
unless:
a)
the employee has brought a potential excess flextime accumulation to the
attention of their manager prior to the end of the settlement period; and
enterprise agreement 2017 – 2020
19
b)
the manager and the employee have put in place a strategy to reduce the
accumulated amount to the maximum accumulation by the end of the next
settlement period.
for part-time employees, the maximum credit carry-over will equate to the agreed
weekly hours of work. for part-time employees, the maximum debit carry-over
will equate to 40 per cent of the maximum credit carry-over.
4.4.3
absence from duty on flextime is subject to prior approval by the employee’s
manager and the commission’s operational requirements. excluding other forms
of approved leave, absences under agreed flextime attendance arrangements
must not exceed five days during a four-week settlement period.
4.4.4
credits accumulated cannot be cashed out. |
| productivity commission-enterprise-agreement-2017-2020.txt | 1353 | flextime | the employee has brought a potential excess flextime accumulation to the
attention of their manager prior to the end of the settlement period; and
enterprise agreement 2017 – 2020
19
b)
the manager and the employee have put in place a strategy to reduce the
accumulated amount to the maximum accumulation by the end of the next
settlement period.
for part-time employees, the maximum credit carry-over will equate to the agreed
weekly hours of work. for part-time employees, the maximum debit carry-over
will equate to 40 per cent of the maximum credit carry-over.
4.4.3
absence from duty on flextime is subject to prior approval by the employee’s
manager and the commission’s operational requirements. excluding other forms
of approved leave, absences under agreed flextime attendance arrangements
must not exceed five days during a four-week settlement period.
4.4.4
credits accumulated cannot be cashed out.
4.5
reversion to standard day |
| productivity commission-enterprise-agreement-2017-2020.txt | 1371 | flextime | absence from duty on flextime is subject to prior approval by the employee’s
manager and the commission’s operational requirements. excluding other forms
of approved leave, absences under agreed flextime attendance arrangements
must not exceed five days during a four-week settlement period.
4.4.4
credits accumulated cannot be cashed out.
4.5
reversion to standard day
4.5.1
the chairman may revert an employee to a 7 hour and 30 minutes standard day
for a period where:
a)
it is necessary to meet essential work requirements; or
b)
it is reasonable because an employee has failed to comply with the agreed
attendance arrangements.
4.6
executive level hours and time off in-lieu
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1373 | flextime | of approved leave, absences under agreed flextime attendance arrangements
must not exceed five days during a four-week settlement period.
4.4.4
credits accumulated cannot be cashed out.
4.5
reversion to standard day
4.5.1
the chairman may revert an employee to a 7 hour and 30 minutes standard day
for a period where:
a)
it is necessary to meet essential work requirements; or
b)
it is reasonable because an employee has failed to comply with the agreed
attendance arrangements.
4.6
executive level hours and time off in-lieu
4.6.1
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1416 | bandwidth | and public holidays and those on worked outside bandwidth hours (between
8.00am to 6.00pm, monday to friday).
4.6.3
further information regarding toil can be obtained from the flexible working
arrangements guidelines.
enterprise agreement 2017 – 2020
20
4.7
overtime
4.7.1
with opportunities for flexible working hours by all employees, the parties to this
agreement will endeavour to minimise the need for overtime.
4.7.2
overtime is to be worked by the prior direction of the chairman, or where
circumstances do not permit prior direction, subsequently approved in writing by
the chairman.
4.7.3
employees can be directed to attend outside agreed attendance arrangements |
| productivity commission-enterprise-agreement-2017-2020.txt | 1430 | overtime | overtime
4.7.1
with opportunities for flexible working hours by all employees, the parties to this
agreement will endeavour to minimise the need for overtime.
4.7.2
overtime is to be worked by the prior direction of the chairman, or where
circumstances do not permit prior direction, subsequently approved in writing by
the chairman.
4.7.3
employees can be directed to attend outside agreed attendance arrangements
when necessary for operational requirements. any such directed duty outside
8.00am to 6.00pm (excluding public holidays) or in excess of 7 hours 30 minutes
on a day (pro rata for part time employees), will be considered as overtime, except
for directed duty where it is agreed that toil will apply.
4.7.4
the rate of payment for all overtime will be time-and-a-half of the employee’s
current salary plus any allowances in the nature of salary.
4.7.5
as an alternative to paid overtime, an employee may choose time-off-in-lieu at the
rate of one and one-half hours for each hour of directed overtime worked. |
| productivity commission-enterprise-agreement-2017-2020.txt | 1435 | overtime | agreement will endeavour to minimise the need for overtime.
4.7.2
overtime is to be worked by the prior direction of the chairman, or where
circumstances do not permit prior direction, subsequently approved in writing by
the chairman.
4.7.3
employees can be directed to attend outside agreed attendance arrangements
when necessary for operational requirements. any such directed duty outside
8.00am to 6.00pm (excluding public holidays) or in excess of 7 hours 30 minutes
on a day (pro rata for part time employees), will be considered as overtime, except
for directed duty where it is agreed that toil will apply.
4.7.4
the rate of payment for all overtime will be time-and-a-half of the employee’s
current salary plus any allowances in the nature of salary.
4.7.5
as an alternative to paid overtime, an employee may choose time-off-in-lieu at the
rate of one and one-half hours for each hour of directed overtime worked.
4.8
part-time employment
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1439 | overtime | overtime is to be worked by the prior direction of the chairman, or where
circumstances do not permit prior direction, subsequently approved in writing by
the chairman.
4.7.3
employees can be directed to attend outside agreed attendance arrangements
when necessary for operational requirements. any such directed duty outside
8.00am to 6.00pm (excluding public holidays) or in excess of 7 hours 30 minutes
on a day (pro rata for part time employees), will be considered as overtime, except
for directed duty where it is agreed that toil will apply.
4.7.4
the rate of payment for all overtime will be time-and-a-half of the employee’s
current salary plus any allowances in the nature of salary.
4.7.5
as an alternative to paid overtime, an employee may choose time-off-in-lieu at the
rate of one and one-half hours for each hour of directed overtime worked.
4.8
part-time employment
4.8.1
part-time employment is defined as a person regularly working less than
150 hours per four-week settlement period by prior arrangement. requests for |
| productivity commission-enterprise-agreement-2017-2020.txt | 1448 | overtime | on a day (pro rata for part time employees), will be considered as overtime, except
for directed duty where it is agreed that toil will apply.
4.7.4
the rate of payment for all overtime will be time-and-a-half of the employee’s
current salary plus any allowances in the nature of salary.
4.7.5
as an alternative to paid overtime, an employee may choose time-off-in-lieu at the
rate of one and one-half hours for each hour of directed overtime worked.
4.8
part-time employment
4.8.1
part-time employment is defined as a person regularly working less than
150 hours per four-week settlement period by prior arrangement. requests for
part-time work will be considered by management with a view to reaching an
outcome that meets both the commission’s operational needs and the
employee’s personal needs as far as is practicable.
4.8.2
part-time work may be requested by any employee who has completed at least 12
months of continuous qualifying service, other than casual employees. the
chairman may waive this requirement in exceptional circumstances. |
| productivity commission-enterprise-agreement-2017-2020.txt | 1453 | overtime | the rate of payment for all overtime will be time-and-a-half of the employee’s
current salary plus any allowances in the nature of salary.
4.7.5
as an alternative to paid overtime, an employee may choose time-off-in-lieu at the
rate of one and one-half hours for each hour of directed overtime worked.
4.8
part-time employment
4.8.1
part-time employment is defined as a person regularly working less than
150 hours per four-week settlement period by prior arrangement. requests for
part-time work will be considered by management with a view to reaching an
outcome that meets both the commission’s operational needs and the
employee’s personal needs as far as is practicable.
4.8.2
part-time work may be requested by any employee who has completed at least 12
months of continuous qualifying service, other than casual employees. the
chairman may waive this requirement in exceptional circumstances.
4.8.3
the chairman may engage employees on a part-time basis where the duties to be
performed do not justify full-time employment or where there are difficulties |
| productivity commission-enterprise-agreement-2017-2020.txt | 1458 | overtime | as an alternative to paid overtime, an employee may choose time-off-in-lieu at the
rate of one and one-half hours for each hour of directed overtime worked.
4.8
part-time employment
4.8.1
part-time employment is defined as a person regularly working less than
150 hours per four-week settlement period by prior arrangement. requests for
part-time work will be considered by management with a view to reaching an
outcome that meets both the commission’s operational needs and the
employee’s personal needs as far as is practicable.
4.8.2
part-time work may be requested by any employee who has completed at least 12
months of continuous qualifying service, other than casual employees. the
chairman may waive this requirement in exceptional circumstances.
4.8.3
the chairman may engage employees on a part-time basis where the duties to be
performed do not justify full-time employment or where there are difficulties
attracting full-time staff to perform the required duties. existing employees will
not be required to convert to part-time hours without their agreement.
4.8.4
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1459 | overtime | rate of one and one-half hours for each hour of directed overtime worked.
4.8
part-time employment
4.8.1
part-time employment is defined as a person regularly working less than
150 hours per four-week settlement period by prior arrangement. requests for
part-time work will be considered by management with a view to reaching an
outcome that meets both the commission’s operational needs and the
employee’s personal needs as far as is practicable.
4.8.2
part-time work may be requested by any employee who has completed at least 12
months of continuous qualifying service, other than casual employees. the
chairman may waive this requirement in exceptional circumstances.
4.8.3
the chairman may engage employees on a part-time basis where the duties to be
performed do not justify full-time employment or where there are difficulties
attracting full-time staff to perform the required duties. existing employees will
not be required to convert to part-time hours without their agreement.
4.8.4
a request for part-time work may be for a finite period. a part-time employee who |
| productivity commission-enterprise-agreement-2017-2020.txt | 1559 | long service leave | provisions for the recognition of prior service for long service leave purposes are
set out in the long service leave (commonwealth employees) act 1976.
5.2 annual leave
5.2.1
full-time employees will be credited progressively with 20 days annual leave
throughout each year. credits will not accrue for ‘periods of leave without pay not
to count as service’ where the aggregate of these periods exceeds 30 calendar
days in the year of accrual. pro rata adjustments will be made for part-time
employees.
5.2.2
annual leave is subject to prior approval by the employee’s manager.
enterprise agreement 2017 – 2020
23
5.2.3
on application, employees may be granted annual leave at half pay to a maximum
of 16 weeks of absence in any one calendar year — such leave counts as service
for all purposes. when an employee takes leave at half pay, the leave credits
deducted will be half that of the total leave period taken.
5.2.4
an employee may make a written agreement with their manager to cash out a |
| productivity commission-enterprise-agreement-2017-2020.txt | 1560 | long service leave | set out in the long service leave (commonwealth employees) act 1976.
5.2 annual leave
5.2.1
full-time employees will be credited progressively with 20 days annual leave
throughout each year. credits will not accrue for ‘periods of leave without pay not
to count as service’ where the aggregate of these periods exceeds 30 calendar
days in the year of accrual. pro rata adjustments will be made for part-time
employees.
5.2.2
annual leave is subject to prior approval by the employee’s manager.
enterprise agreement 2017 – 2020
23
5.2.3
on application, employees may be granted annual leave at half pay to a maximum
of 16 weeks of absence in any one calendar year — such leave counts as service
for all purposes. when an employee takes leave at half pay, the leave credits
deducted will be half that of the total leave period taken.
5.2.4
an employee may make a written agreement with their manager to cash out a
particular amount of annual leave, provided that after cash out the employee’s |
| productivity commission-enterprise-agreement-2017-2020.txt | 1617 | long service leave | eligible for compassionate leave while on annual leave or long service leave and
who produces satisfactory evidence may apply for this alternate form of leave.
annual leave or long service leave will be re-credited to the extent of the period
of other leave granted.
5.3 purchased leave
5.3.1
the chairman may approve an application from an employee to purchase
additional leave of up to four weeks per year, to count as service.
5.3.2
leave is purchased at the rate of the employee’s ongoing salary and allowances at
the date that the purchase is approved. higher duties allowance is not included in
the purchase cost and will not be paid to the employee during periods of
purchased leave. deductions are taken from fortnightly salary in equal instalments
over the course of a year or a lesser period if requested by the employee.
enterprise agreement 2017 – 2020
24
5.3.3
where an employee ceases employment with the commission and, at the date of
cessation, they have paid for purchased leave that has not been used, the
outstanding balance will be reimbursed at the rate at which the leave was
purchased.
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1619 | long service leave | annual leave or long service leave will be re-credited to the extent of the period
of other leave granted.
5.3 purchased leave
5.3.1
the chairman may approve an application from an employee to purchase
additional leave of up to four weeks per year, to count as service.
5.3.2
leave is purchased at the rate of the employee’s ongoing salary and allowances at
the date that the purchase is approved. higher duties allowance is not included in
the purchase cost and will not be paid to the employee during periods of
purchased leave. deductions are taken from fortnightly salary in equal instalments
over the course of a year or a lesser period if requested by the employee.
enterprise agreement 2017 – 2020
24
5.3.3
where an employee ceases employment with the commission and, at the date of
cessation, they have paid for purchased leave that has not been used, the
outstanding balance will be reimbursed at the rate at which the leave was
purchased.
5.3.4
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1654 | long service leave | long service leave
5.4.1
an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
5.4.2
the minimum period during which long service leave can be taken is seven
calendar days (or 14 calendar days at half pay). long service leave cannot be
broken with other periods of leave, except as otherwise provided by legislation.
5.5 personal leave
5.5.1
employees are entitled to 18 days paid personal leave credits per year of service
(pro rata for part-time employees) which may be used for either:
a)
personal illness or injury (including attendance at medical appointments); or
b)
to provide care or support to an immediate family or household member (or
a person for whom the employee has caring responsibility) who has a
personal illness or injury or unexpected emergency; or
c)
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1658 | long service leave | an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
5.4.2
the minimum period during which long service leave can be taken is seven
calendar days (or 14 calendar days at half pay). long service leave cannot be
broken with other periods of leave, except as otherwise provided by legislation.
5.5 personal leave
5.5.1
employees are entitled to 18 days paid personal leave credits per year of service
(pro rata for part-time employees) which may be used for either:
a)
personal illness or injury (including attendance at medical appointments); or
b)
to provide care or support to an immediate family or household member (or
a person for whom the employee has caring responsibility) who has a
personal illness or injury or unexpected emergency; or
c)
other approved purposes, up to a maximum three days per year.
personal leave must not be used where it would adversely affect the employee's
entitlement under the nes. further information is available in the commission’s |
| productivity commission-enterprise-agreement-2017-2020.txt | 1663 | long service leave | the minimum period during which long service leave can be taken is seven
calendar days (or 14 calendar days at half pay). long service leave cannot be
broken with other periods of leave, except as otherwise provided by legislation.
5.5 personal leave
5.5.1
employees are entitled to 18 days paid personal leave credits per year of service
(pro rata for part-time employees) which may be used for either:
a)
personal illness or injury (including attendance at medical appointments); or
b)
to provide care or support to an immediate family or household member (or
a person for whom the employee has caring responsibility) who has a
personal illness or injury or unexpected emergency; or
c)
other approved purposes, up to a maximum three days per year.
personal leave must not be used where it would adversely affect the employee's
entitlement under the nes. further information is available in the commission’s
leave policy.
5.5.2
personal leave is credited as follows:
a) |
| productivity commission-enterprise-agreement-2017-2020.txt | 1664 | long service leave | calendar days (or 14 calendar days at half pay). long service leave cannot be
broken with other periods of leave, except as otherwise provided by legislation.
5.5 personal leave
5.5.1
employees are entitled to 18 days paid personal leave credits per year of service
(pro rata for part-time employees) which may be used for either:
a)
personal illness or injury (including attendance at medical appointments); or
b)
to provide care or support to an immediate family or household member (or
a person for whom the employee has caring responsibility) who has a
personal illness or injury or unexpected emergency; or
c)
other approved purposes, up to a maximum three days per year.
personal leave must not be used where it would adversely affect the employee's
entitlement under the nes. further information is available in the commission’s
leave policy.
5.5.2
personal leave is credited as follows:
a)
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1809 | parental leave | 5.7 paid parental leave
5.7.1
employees who are pregnant, or give birth, are covered by the provisions of the
maternity leave (commonwealth employees) act 1973 (ml act).
5.7.2
employees with an entitlement to paid leave under the ml act are provided with
an additional four weeks of paid leave, to be taken continuous with a period of
paid maternity leave provided by the ml act.
5.7.3
employees who adopt or permanently foster a child and who have, or will have, a
responsibility for the care of that child, are entitled to up to 52 weeks of parental
leave commencing from the time of placement of the child. where the employee
is the primary care giver to the child and they satisfy the same qualifying
requirements as those required to receive paid leave in accordance with the ml
act, up to 16 weeks of that leave will be paid leave.
5.7.4
employees who are eligible for paid leave under clauses 5.7.1 to 5.7.3 may elect
to have the payment spread over a maximum 32 weeks at a rate of no less than
enterprise agreement 2017 – 2020
27
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1813 | maternity leave | maternity leave (commonwealth employees) act 1973 (ml act).
5.7.2
employees with an entitlement to paid leave under the ml act are provided with
an additional four weeks of paid leave, to be taken continuous with a period of
paid maternity leave provided by the ml act.
5.7.3
employees who adopt or permanently foster a child and who have, or will have, a
responsibility for the care of that child, are entitled to up to 52 weeks of parental
leave commencing from the time of placement of the child. where the employee
is the primary care giver to the child and they satisfy the same qualifying
requirements as those required to receive paid leave in accordance with the ml
act, up to 16 weeks of that leave will be paid leave.
5.7.4
employees who are eligible for paid leave under clauses 5.7.1 to 5.7.3 may elect
to have the payment spread over a maximum 32 weeks at a rate of no less than
enterprise agreement 2017 – 2020
27
half of normal salary. where payment is spread over a longer period, a maximum
of 16 weeks will count as service.
5.7.5
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1819 | maternity leave | paid maternity leave provided by the ml act.
5.7.3
employees who adopt or permanently foster a child and who have, or will have, a
responsibility for the care of that child, are entitled to up to 52 weeks of parental
leave commencing from the time of placement of the child. where the employee
is the primary care giver to the child and they satisfy the same qualifying
requirements as those required to receive paid leave in accordance with the ml
act, up to 16 weeks of that leave will be paid leave.
5.7.4
employees who are eligible for paid leave under clauses 5.7.1 to 5.7.3 may elect
to have the payment spread over a maximum 32 weeks at a rate of no less than
enterprise agreement 2017 – 2020
27
half of normal salary. where payment is spread over a longer period, a maximum
of 16 weeks will count as service.
5.7.5
an employee who is not entitled to paid maternity leave or paid adoption /
fostering leave is entitled to two weeks of paid partner leave on the occasion of
their spouse or de-facto partner giving birth, or upon the occasion of their
adopting or permanently fostering a child.
5.8 unpaid parental leave |
| productivity commission-enterprise-agreement-2017-2020.txt | 1843 | maternity leave | an employee who is not entitled to paid maternity leave or paid adoption /
fostering leave is entitled to two weeks of paid partner leave on the occasion of
their spouse or de-facto partner giving birth, or upon the occasion of their
adopting or permanently fostering a child.
5.8 unpaid parental leave
5.8.1
ongoing employees are entitled to leave of absence without pay for a maximum
of 52 weeks to care for their new child.
5.8.2
unpaid maternity or parental leave will not count as service for any purpose
except for any unpaid leave taken during the first 12 weeks.
5.8.3
an employee may request his or her employer to agree to an extension of unpaid
parental leave for the employee for a further period of up to 12 months
immediately following the end of the available parental leave period.
5.9 returning from any type of parental leave
5.9.1
employees returning to work after a period of parental leave will be assigned to
the duties previously performed where available.
5.9.2
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1848 | parental leave | 5.8 unpaid parental leave
5.8.1
ongoing employees are entitled to leave of absence without pay for a maximum
of 52 weeks to care for their new child.
5.8.2
unpaid maternity or parental leave will not count as service for any purpose
except for any unpaid leave taken during the first 12 weeks.
5.8.3
an employee may request his or her employer to agree to an extension of unpaid
parental leave for the employee for a further period of up to 12 months
immediately following the end of the available parental leave period.
5.9 returning from any type of parental leave
5.9.1
employees returning to work after a period of parental leave will be assigned to
the duties previously performed where available.
5.9.2
an employee returning to duty from parental leave will have the right to access
part time work in accordance with the part time provisions of this agreement.
5.10 defence reservist leave
5.10.1 |
| productivity commission-enterprise-agreement-2017-2020.txt | 1856 | parental leave | unpaid maternity or parental leave will not count as service for any purpose
except for any unpaid leave taken during the first 12 weeks.
5.8.3
an employee may request his or her employer to agree to an extension of unpaid
parental leave for the employee for a further period of up to 12 months
immediately following the end of the available parental leave period.
5.9 returning from any type of parental leave
5.9.1
employees returning to work after a period of parental leave will be assigned to
the duties previously performed where available.
5.9.2
an employee returning to duty from parental leave will have the right to access
part time work in accordance with the part time provisions of this agreement.
5.10 defence reservist leave
5.10.1
an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time service
(cfts) or cadet force obligations.
5.10.2
an employee is entitled to leave with pay, of up to four weeks during each financial |
| productivity commission-enterprise-agreement-2017-2020.txt | 1862 | parental leave | parental leave for the employee for a further period of up to 12 months
immediately following the end of the available parental leave period.
5.9 returning from any type of parental leave
5.9.1
employees returning to work after a period of parental leave will be assigned to
the duties previously performed where available.
5.9.2
an employee returning to duty from parental leave will have the right to access
part time work in accordance with the part time provisions of this agreement.
5.10 defence reservist leave
5.10.1
an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time service
(cfts) or cadet force obligations.
5.10.2
an employee is entitled to leave with pay, of up to four weeks during each financial
year and an additional two weeks paid leave in the first year of adf reserve
service, for the purpose of fulfilling service in the adf reserve. with the exception
of the additional two weeks in the first year of service, leave can be accumulated
and taken over a period of two years.
5.10.3 |
| productivity commission-enterprise-agreement-2017-2020.txt | 1863 | parental leave | immediately following the end of the available parental leave period.
5.9 returning from any type of parental leave
5.9.1
employees returning to work after a period of parental leave will be assigned to
the duties previously performed where available.
5.9.2
an employee returning to duty from parental leave will have the right to access
part time work in accordance with the part time provisions of this agreement.
5.10 defence reservist leave
5.10.1
an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time service
(cfts) or cadet force obligations.
5.10.2
an employee is entitled to leave with pay, of up to four weeks during each financial
year and an additional two weeks paid leave in the first year of adf reserve
service, for the purpose of fulfilling service in the adf reserve. with the exception
of the additional two weeks in the first year of service, leave can be accumulated
and taken over a period of two years.
5.10.3
|
| productivity commission-enterprise-agreement-2017-2020.txt | 1865 | parental leave | 5.9 returning from any type of parental leave
5.9.1
employees returning to work after a period of parental leave will be assigned to
the duties previously performed where available.
5.9.2
an employee returning to duty from parental leave will have the right to access
part time work in accordance with the part time provisions of this agreement.
5.10 defence reservist leave
5.10.1
an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time service
(cfts) or cadet force obligations.
5.10.2
an employee is entitled to leave with pay, of up to four weeks during each financial
year and an additional two weeks paid leave in the first year of adf reserve
service, for the purpose of fulfilling service in the adf reserve. with the exception
of the additional two weeks in the first year of service, leave can be accumulated
and taken over a period of two years.
5.10.3
an employee who is an officer or instructor of cadets in a cadet force may be
granted paid leave of up to three weeks each financial year to perform duties as |
| productivity commission-enterprise-agreement-2017-2020.txt | 1868 | parental leave | employees returning to work after a period of parental leave will be assigned to
the duties previously performed where available.
5.9.2
an employee returning to duty from parental leave will have the right to access
part time work in accordance with the part time provisions of this agreement.
5.10 defence reservist leave
5.10.1
an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time service
(cfts) or cadet force obligations.
5.10.2
an employee is entitled to leave with pay, of up to four weeks during each financial
year and an additional two weeks paid leave in the first year of adf reserve
service, for the purpose of fulfilling service in the adf reserve. with the exception
of the additional two weeks in the first year of service, leave can be accumulated
and taken over a period of two years.
5.10.3
an employee who is an officer or instructor of cadets in a cadet force may be
granted paid leave of up to three weeks each financial year to perform duties as
an officer or instructor of cadets. for these purposes ‘cadet force’ means the
enterprise agreement 2017 – 2020 |
| productivity commission-enterprise-agreement-2017-2020.txt | 1873 | parental leave | an employee returning to duty from parental leave will have the right to access
part time work in accordance with the part time provisions of this agreement.
5.10 defence reservist leave
5.10.1
an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time service
(cfts) or cadet force obligations.
5.10.2
an employee is entitled to leave with pay, of up to four weeks during each financial
year and an additional two weeks paid leave in the first year of adf reserve
service, for the purpose of fulfilling service in the adf reserve. with the exception
of the additional two weeks in the first year of service, leave can be accumulated
and taken over a period of two years.
5.10.3
an employee who is an officer or instructor of cadets in a cadet force may be
granted paid leave of up to three weeks each financial year to perform duties as
an officer or instructor of cadets. for these purposes ‘cadet force’ means the
enterprise agreement 2017 – 2020
28
australian navy cadets, australian army cadets, or the australian air force
cadets. |
| productivity commission-enterprise-agreement-2017-2020.txt | 1982 | long service leave | with the entitlement for that form of leave (e.g. if on long service leave on half
pay, payment is on half pay).
5.13.6
public holidays, during annual leave or personal leave, are not deducted from
annual leave credits or personal leave credits.
5.13.7
no payment is made for public holidays occurring during leave without pay.
5.13.8
part-time employees will observe only those public holidays which fall on their
designated days of work.
5.14 christmas closedown
5.14.1
the commission will close its normal operations from close of business on the last
working day before christmas, with business resuming on the first working day
after new year’s day (‘christmas closedown’).
5.14.2
employees will be provided with time off work for the working days in the
christmas closedown and will be paid in accordance with their ordinary hours of
work. there will be no requirement to take annual leave or use accrued flextime
over this period. |
| productivity commission-enterprise-agreement-2017-2020.txt | 2010 | flextime | work. there will be no requirement to take annual leave or use accrued flextime
over this period.
enterprise agreement 2017 – 2020
30
5.14.3
however, where an employee would otherwise be absent on leave on that day,
the rate of payment will be in accordance with the payment for that leave
entitlement, e.g. if the employee is absent on long service leave at half pay,
payment for the day will also be at half pay.
5.15 unauthorised absence
5.15.1
where an employee is absent from work without approval, e.g. without the
express approval of their supervisor, or not in accordance with a term of this
agreement, the absence will be treated as an ‘unauthorised absence’ and will not
count as service for any purpose under this agreement, including remuneration
and leave accrual.
6
studies assistance
6.1.1
the chairman may provide studies assistance to eligible employees. further |
| productivity commission-enterprise-agreement-2017-2020.txt | 2021 | long service leave | entitlement, e.g. if the employee is absent on long service leave at half pay,
payment for the day will also be at half pay.
5.15 unauthorised absence
5.15.1
where an employee is absent from work without approval, e.g. without the
express approval of their supervisor, or not in accordance with a term of this
agreement, the absence will be treated as an ‘unauthorised absence’ and will not
count as service for any purpose under this agreement, including remuneration
and leave accrual.
6
studies assistance
6.1.1
the chairman may provide studies assistance to eligible employees. further
information is available in the overseas development award, post-graduate study
awards and studies assistance policy documents.
enterprise agreement 2017 – 2020
31
7
redeployment, retirement and
redundancy provisions |
| productivity commission-enterprise-agreement-2017-2020.txt | 2224 | long service leave | b) government service as defined in s. 10 of the long service leave
(commonwealth employees) act 1976;
c) service with a commonwealth body (other than service with a joint
commonwealth-state body corporate) in which the commonwealth has a
controlling interest which is recognised for long service leave purposes;
d) service with the australian defence forces;
e) aps service immediately preceding deemed resignation under repealed s. 49
of the public service act 1922, if the service has not previously been
recognised for severance pay purposes; and
f) service in another organisation where:
i.
an employee moved from the aps to that organisation with a transfer
of function; or
ii.
an employee engaged by that organisation on work within a function
is engaged in the aps as a result of the transfer of that function to the
aps; and
iii.
such service is recognised for long service leave purposes.
7.8 income maintenance
7.8.1
where an excess employee is reduced in classification, the employee will be
eligible for income maintenance payments for the balance of the applicable |
| productivity commission-enterprise-agreement-2017-2020.txt | 2228 | long service leave | controlling interest which is recognised for long service leave purposes;
d) service with the australian defence forces;
e) aps service immediately preceding deemed resignation under repealed s. 49
of the public service act 1922, if the service has not previously been
recognised for severance pay purposes; and
f) service in another organisation where:
i.
an employee moved from the aps to that organisation with a transfer
of function; or
ii.
an employee engaged by that organisation on work within a function
is engaged in the aps as a result of the transfer of that function to the
aps; and
iii.
such service is recognised for long service leave purposes.
7.8 income maintenance
7.8.1
where an excess employee is reduced in classification, the employee will be
eligible for income maintenance payments for the balance of the applicable
retention period set out in clause 7.5.
enterprise agreement 2017 – 2020
|
| productivity commission-enterprise-agreement-2017-2020.txt | 2247 | long service leave | such service is recognised for long service leave purposes.
7.8 income maintenance
7.8.1
where an excess employee is reduced in classification, the employee will be
eligible for income maintenance payments for the balance of the applicable
retention period set out in clause 7.5.
enterprise agreement 2017 – 2020
35
7.8.2
income maintenance payments are the amounts payable to maintain the level of
salary and allowances being paid to the excess employee on the date the
employee is notified as an excess employee or the date immediately prior to being
reduced in classification, whichever is the later.
7.9 non-reviewable under this agreement
7.9.1
termination of, or a decision to terminate employment, cannot be reviewed under
the dispute prevention and settlement procedures in clause 1.7 of this agreement.
7.9.2
nothing in this agreement prevents the chairman from terminating the
employment of an employee for serious misconduct subject to compliance with |
| ABSEnterpriseAgreement2019_Signed (1).txt | 701 | long service leave | long service leave (commonwealth employees) act 1976;
maternity leave (commonwealth employees) act 1973;
superannuation act 1976;
superannuation act 1990;
superannuation act 2005;
superannuation guarantee (administration) act 1992;
superannuation benefits (supervisory mechanisms) act 1990;
superannuation (productivity benefit) act 1988;
safety, rehabilitation and compensation act 1988;
work health and safety act 2011;
paid parental leave act 2010;
privacy act 1988;
public service act 1999; and
public employment (consequential and transitional) amendment act 1999.
1
4.
guidelines and policies
4.1
the parties to this agreement acknowledge that the employment provisions in this
agreement are supported by abs guidelines, policies and procedures. any
guidelines, policies or procedures referred to in this agreement are not incorporated
into, and do not form part of, this agreement. if there is any inconsistency between
the guidelines, policies and procedures and the terms of this agreement, the terms
of this agreement will prevail.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 702 | maternity leave | maternity leave (commonwealth employees) act 1973;
superannuation act 1976;
superannuation act 1990;
superannuation act 2005;
superannuation guarantee (administration) act 1992;
superannuation benefits (supervisory mechanisms) act 1990;
superannuation (productivity benefit) act 1988;
safety, rehabilitation and compensation act 1988;
work health and safety act 2011;
paid parental leave act 2010;
privacy act 1988;
public service act 1999; and
public employment (consequential and transitional) amendment act 1999.
1
4.
guidelines and policies
4.1
the parties to this agreement acknowledge that the employment provisions in this
agreement are supported by abs guidelines, policies and procedures. any
guidelines, policies or procedures referred to in this agreement are not incorporated
into, and do not form part of, this agreement. if there is any inconsistency between
the guidelines, policies and procedures and the terms of this agreement, the terms
of this agreement will prevail.
4.2 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 711 | parental leave | paid parental leave act 2010;
privacy act 1988;
public service act 1999; and
public employment (consequential and transitional) amendment act 1999.
1
4.
guidelines and policies
4.1
the parties to this agreement acknowledge that the employment provisions in this
agreement are supported by abs guidelines, policies and procedures. any
guidelines, policies or procedures referred to in this agreement are not incorporated
into, and do not form part of, this agreement. if there is any inconsistency between
the guidelines, policies and procedures and the terms of this agreement, the terms
of this agreement will prevail.
4.2
the abs and its employees agree that guidelines supporting the operation of this
agreement will be available to all employees. changes to guidelines supporting the
operation of this agreement will only be made following a reasonable period of
consultation. any final decision on guidelines will be determined by the australian
statistician.
5.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 866 | salary advancement | assessment for salary advancement
12.1
the following two point scale will be used for assessment for salary advancement
purposes:
performance expectations met or
exceeded
meeting all or most performance
expectations and may be exceeding,
or significantly exceeding, expectations
in some, most or all areas.
performance expectations not met
performing below performance
expectations.
12.2
an employee who has been advised in writing of concerns with their performance
and has been provided with a reasonable opportunity to improve their performance
to the required standard and has not yet achieved the required standard at the time
of assessment for salary advancement purposes, must be assessed as
performance expectations not met.
13.
salary advancement for aps1 - el1 employees |
| ABSEnterpriseAgreement2019_Signed (1).txt | 870 | salary advancement | the following two point scale will be used for assessment for salary advancement
purposes:
performance expectations met or
exceeded
meeting all or most performance
expectations and may be exceeding,
or significantly exceeding, expectations
in some, most or all areas.
performance expectations not met
performing below performance
expectations.
12.2
an employee who has been advised in writing of concerns with their performance
and has been provided with a reasonable opportunity to improve their performance
to the required standard and has not yet achieved the required standard at the time
of assessment for salary advancement purposes, must be assessed as
performance expectations not met.
13.
salary advancement for aps1 - el1 employees
13.1
salary advancement within the aps1 to el1 classifications will occur from the |
| ABSEnterpriseAgreement2019_Signed (1).txt | 890 | salary advancement | of assessment for salary advancement purposes, must be assessed as
performance expectations not met.
13.
salary advancement for aps1 - el1 employees
13.1
salary advancement within the aps1 to el1 classifications will occur from the
beginning of the first full pay period in july each year, provided an employee is
assessed as performance expectations met or exceeded.
13.2
subject to the maximum of the salary range not being exceeded, employees who
are assessed as performance expectations met or exceeded will have their salaries
increased by one pay point or its equivalent. where employees’ salaries are below
pay point 2 prior to salary advancement, the equivalent of a pay point increase
equals the difference between pay point 1 and pay point 2 of the relevant salary
range.
13.3
employees whose salaries are above pay point 2 and below pay point 3, and who
are assessed as performance expectations met or exceeded, will receive the
amount that takes them to pay point 3 of the relevant salary range.
14.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 895 | salary advancement | salary advancement for aps1 - el1 employees
13.1
salary advancement within the aps1 to el1 classifications will occur from the
beginning of the first full pay period in july each year, provided an employee is
assessed as performance expectations met or exceeded.
13.2
subject to the maximum of the salary range not being exceeded, employees who
are assessed as performance expectations met or exceeded will have their salaries
increased by one pay point or its equivalent. where employees’ salaries are below
pay point 2 prior to salary advancement, the equivalent of a pay point increase
equals the difference between pay point 1 and pay point 2 of the relevant salary
range.
13.3
employees whose salaries are above pay point 2 and below pay point 3, and who
are assessed as performance expectations met or exceeded, will receive the
amount that takes them to pay point 3 of the relevant salary range.
14.
salary advancement for el2 employees
14.1
salary advancement within the el2 classification will occur from the beginning of the |
| ABSEnterpriseAgreement2019_Signed (1).txt | 899 | salary advancement | salary advancement within the aps1 to el1 classifications will occur from the
beginning of the first full pay period in july each year, provided an employee is
assessed as performance expectations met or exceeded.
13.2
subject to the maximum of the salary range not being exceeded, employees who
are assessed as performance expectations met or exceeded will have their salaries
increased by one pay point or its equivalent. where employees’ salaries are below
pay point 2 prior to salary advancement, the equivalent of a pay point increase
equals the difference between pay point 1 and pay point 2 of the relevant salary
range.
13.3
employees whose salaries are above pay point 2 and below pay point 3, and who
are assessed as performance expectations met or exceeded, will receive the
amount that takes them to pay point 3 of the relevant salary range.
14.
salary advancement for el2 employees
14.1
salary advancement within the el2 classification will occur from the beginning of the
first full pay period in july each year, provided an employee is assessed as
performance expectations met or exceeded.
14.2 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 908 | salary advancement | pay point 2 prior to salary advancement, the equivalent of a pay point increase
equals the difference between pay point 1 and pay point 2 of the relevant salary
range.
13.3
employees whose salaries are above pay point 2 and below pay point 3, and who
are assessed as performance expectations met or exceeded, will receive the
amount that takes them to pay point 3 of the relevant salary range.
14.
salary advancement for el2 employees
14.1
salary advancement within the el2 classification will occur from the beginning of the
first full pay period in july each year, provided an employee is assessed as
performance expectations met or exceeded.
14.2
an el2 employee cannot progress beyond pay point 3 unless the criteria set out in
clause 15.1 have been satisfied.
14.3
subject to pay point 3 not being exceeded, el2 employees who are assessed as
performance expectations met or exceeded will have their salaries increased by
one pay point or its equivalent. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 920 | salary advancement | salary advancement for el2 employees
14.1
salary advancement within the el2 classification will occur from the beginning of the
first full pay period in july each year, provided an employee is assessed as
performance expectations met or exceeded.
14.2
an el2 employee cannot progress beyond pay point 3 unless the criteria set out in
clause 15.1 have been satisfied.
14.3
subject to pay point 3 not being exceeded, el2 employees who are assessed as
performance expectations met or exceeded will have their salaries increased by
one pay point or its equivalent.
14.4
employees whose salaries are above pay point 2 and below pay point 3, and who
are assessed as performance expectations met or exceeded, will receive the
amount that takes them to pay point 3 of the relevant salary range.
4
15.
el2 additional pay point |
| ABSEnterpriseAgreement2019_Signed (1).txt | 924 | salary advancement | salary advancement within the el2 classification will occur from the beginning of the
first full pay period in july each year, provided an employee is assessed as
performance expectations met or exceeded.
14.2
an el2 employee cannot progress beyond pay point 3 unless the criteria set out in
clause 15.1 have been satisfied.
14.3
subject to pay point 3 not being exceeded, el2 employees who are assessed as
performance expectations met or exceeded will have their salaries increased by
one pay point or its equivalent.
14.4
employees whose salaries are above pay point 2 and below pay point 3, and who
are assessed as performance expectations met or exceeded, will receive the
amount that takes them to pay point 3 of the relevant salary range.
4
15.
el2 additional pay point
15.1
for an el2 employee to advance beyond pay point 3, the following criteria must be |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1012 | long service leave | reimbursement nature and long service leave which is administered in accordance
with the long service leave (commonwealth employees) act 1976.
21.
graduate abs broadband
21.1
graduates engaged to the graduate abs (gradabs) broadband will be paid in
accordance with the salary rates in attachment a. further information on the
gradabs broadband is in clauses 190.1 to 193.1.
5
22.
cadet/trainee aps
22.1
salary rates applicable to cadet aps and trainee aps employees are specified in
attachment a. cadet aps and trainee aps employees receive the general salary
increase. the salary advancement provisions in clauses 13.1 to 13.3 do not apply,
as employees advance to operational classifications on successful completion of
training.
23.
non-ongoing employees loading in lieu of leave |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1013 | long service leave | with the long service leave (commonwealth employees) act 1976.
21.
graduate abs broadband
21.1
graduates engaged to the graduate abs (gradabs) broadband will be paid in
accordance with the salary rates in attachment a. further information on the
gradabs broadband is in clauses 190.1 to 193.1.
5
22.
cadet/trainee aps
22.1
salary rates applicable to cadet aps and trainee aps employees are specified in
attachment a. cadet aps and trainee aps employees receive the general salary
increase. the salary advancement provisions in clauses 13.1 to 13.3 do not apply,
as employees advance to operational classifications on successful completion of
training.
23.
non-ongoing employees loading in lieu of leave
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1035 | salary advancement | increase. the salary advancement provisions in clauses 13.1 to 13.3 do not apply,
as employees advance to operational classifications on successful completion of
training.
23.
non-ongoing employees loading in lieu of leave
23.1
a non-ongoing employee engaged on an irregular or intermittent contract will be
paid a loading of 20.0% on their hourly rate of pay in lieu of leave and public
holidays on which the employee is not rostered to work, except that the employee is
entitled to leave in accordance with relevant legislation including but not limited to
the following:
a. paid long service leave which is accrued in accordance with the long service
leave (commonwealth employees) act 1976;
b. unpaid family and domestic violence leave of five days consistent with the fair
work act 2009;
c. unpaid compassionate leave of two days per occasion consistent with the fair
work act 2009;
d. unpaid carer’s leave of two days per occasion consistent with the fair work act
2009; and
e. unpaid parental leave if the employee has continuous employment of more than
12 months and has an ongoing expectation of employment, consistent with the
fair work act 2009.
24.
supported wage system |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1050 | long service leave | a. paid long service leave which is accrued in accordance with the long service
leave (commonwealth employees) act 1976;
b. unpaid family and domestic violence leave of five days consistent with the fair
work act 2009;
c. unpaid compassionate leave of two days per occasion consistent with the fair
work act 2009;
d. unpaid carer’s leave of two days per occasion consistent with the fair work act
2009; and
e. unpaid parental leave if the employee has continuous employment of more than
12 months and has an ongoing expectation of employment, consistent with the
fair work act 2009.
24.
supported wage system
24.1
supported wage rates (attachment d) apply to an employee with a disability who is
eligible for consideration under the supported wage system.
6
salary including on engagement, promotion, higher duties, transfer
or reduction
25.
salary on engagement
25.1 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1058 | parental leave | e. unpaid parental leave if the employee has continuous employment of more than
12 months and has an ongoing expectation of employment, consistent with the
fair work act 2009.
24.
supported wage system
24.1
supported wage rates (attachment d) apply to an employee with a disability who is
eligible for consideration under the supported wage system.
6
salary including on engagement, promotion, higher duties, transfer
or reduction
25.
salary on engagement
25.1
on engagement, employees will be paid at the minimum of the relevant salary
range.
26.
salary on promotion and higher duties
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1097 | salary advancement | assessment for salary advancement purposes (as detailed in abs guidelines);
or
d. where the employee’s nominal salary prior to promotion or temporary
assignment to duties at a higher level, exceeds the maximum of the relevant
abs salary range, their salary will be determined by the australian statistician,
but will be not less than their current nominal salary. at that time, the australian
statistician will specify whether the employee will be maintained on that salary
until such time as the salary differential is absorbed by abs salary increases or,
that the employee’s salary will be adjusted by abs salary increases.
27.
transfer at level
27.1
ongoing employees who transfer at level within the abs will transfer at their nominal
salary.
27.2
ongoing employees who transfer from another aps agency will transfer at their
nominal salary.
27.3
where the nominal salary of an ongoing employee who transfers from another aps
agency is below the minimum of the relevant abs salary range, it will be increased
to align with the minimum of the relevant abs salary range.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1192 | overtime | ii. overtime rates;
iii. penalty rates;
iv. allowances;
v. remuneration; and/or
vi. leave; and
b. the arrangement meets the genuine needs of the employer and employee in
relation to one or more of the matters mentioned in paragraph (a); and
c. the arrangement is genuinely agreed to by the australian statistician and
employee.
32.2
the australian statistician must ensure that the terms of the individual flexibility
arrangement:
a. are about permitted matters under section 172 of the fair work act 2009; and
b. are not unlawful terms under section 194 of the fair work act 2009; and
c. result in the employee being better off overall than the employee would be if no
arrangement was made.
32.3
the australian statistician must ensure that the individual flexibility arrangement:
a. is in writing; and
b. includes the name of the employer and employee; and
c. is signed by the australian statistician and employee and if the employee is
under 18 years of age, signed by a parent or guardian of the employee; and
d. includes details of:
i. the terms of the enterprise agreement that will be varied by the
arrangement; and
ii. how the arrangement will vary the effect of the terms; and |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1300 | parental leave | be paid to accumulation schemes during periods of paid and unpaid parental leave
(including pregnancy, adoption and foster parent's leave).
38.2
the abs will make superannuation contributions in respect of an employee's salary
which is sacrificed, as if the salary sacrificing arrangements had not been entered
into.
39.
eligible funds
39.1
the abs will make superannuation payments to any eligible superannuation fund
nominated by an employee, provided that it accepts payment via electronic funds
transfer.
40.
additional information
40.1
further information about superannuation is available in abs guidelines.
10
salary packaging |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1329 | salary packaging | salary packaging
41.
salary packaging
41.1
the abs will offer salary packaging to employees, consistent with australian tax
office rulings. costs associated with salary packaging will be the responsibility of
the employee.
41.2
where an employee takes up the option of salary packaging on a salary sacrifice
basis, the employee's salary for the purposes of superannuation, severance and
termination payments will be determined as if the salary sacrifice arrangement had
not been entered into.
42.
additional information
42.1
further information about salary packaging is available in abs guidelines.
11
section d – capability, development and
performance management |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1332 | salary packaging | salary packaging
41.1
the abs will offer salary packaging to employees, consistent with australian tax
office rulings. costs associated with salary packaging will be the responsibility of
the employee.
41.2
where an employee takes up the option of salary packaging on a salary sacrifice
basis, the employee's salary for the purposes of superannuation, severance and
termination payments will be determined as if the salary sacrifice arrangement had
not been entered into.
42.
additional information
42.1
further information about salary packaging is available in abs guidelines.
11
section d – capability, development and
performance management
development and performance framework
43.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1336 | salary packaging | the abs will offer salary packaging to employees, consistent with australian tax
office rulings. costs associated with salary packaging will be the responsibility of
the employee.
41.2
where an employee takes up the option of salary packaging on a salary sacrifice
basis, the employee's salary for the purposes of superannuation, severance and
termination payments will be determined as if the salary sacrifice arrangement had
not been entered into.
42.
additional information
42.1
further information about salary packaging is available in abs guidelines.
11
section d – capability, development and
performance management
development and performance framework
43.
principles
43.1
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1337 | salary packaging | office rulings. costs associated with salary packaging will be the responsibility of
the employee.
41.2
where an employee takes up the option of salary packaging on a salary sacrifice
basis, the employee's salary for the purposes of superannuation, severance and
termination payments will be determined as if the salary sacrifice arrangement had
not been entered into.
42.
additional information
42.1
further information about salary packaging is available in abs guidelines.
11
section d – capability, development and
performance management
development and performance framework
43.
principles
43.1
effective development and performance management is fundamental to the |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1342 | salary packaging | where an employee takes up the option of salary packaging on a salary sacrifice
basis, the employee's salary for the purposes of superannuation, severance and
termination payments will be determined as if the salary sacrifice arrangement had
not been entered into.
42.
additional information
42.1
further information about salary packaging is available in abs guidelines.
11
section d – capability, development and
performance management
development and performance framework
43.
principles
43.1
effective development and performance management is fundamental to the
achievement of productivity improvement, and a culture of continuous improvement.
43.2
the abs development and performance framework is designed to increase |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1353 | salary packaging | further information about salary packaging is available in abs guidelines.
11
section d – capability, development and
performance management
development and performance framework
43.
principles
43.1
effective development and performance management is fundamental to the
achievement of productivity improvement, and a culture of continuous improvement.
43.2
the abs development and performance framework is designed to increase
organisational performance by supporting all employees to maximise their
performance through individual development, job satisfaction and positive, trusted
working relationships.
43.3
all ongoing employees will actively participate in the abs development and
performance framework. the framework aims to:
a.
b.
c. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1397 | salary advancement | guide salary advancement.
43.4
the framework supports regular discussions between employees and their line
managers for the purposes of providing feedback on performance and discussing
personal development needs.
43.5
the framework operates over a twelve month cycle, with mid cycle and end of cycle
reviews. this formalises the regular feedback and communication that occurs as part
of everyday business between line managers and employees.
43.6
non-ongoing employees on irregular or intermittent contracts are not required to have
a formal development and performance agreement but must be made aware of work
related expectations and receive regular feedback on their performance.
43.7
non-ongoing employees (except those on irregular or intermittent contracts), whose
continuous employment in the abs will extend for six months or more, will participate
in the framework, and in doing so may be eligible to be assessed for salary
advancement purposes as provided under clauses 13.1 to 14.4.
12
managing underperformance |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1547 | flextime | flextime
50.
flextime
50.1
flextime is a system of flexible working arrangements which enables employees
and their line managers to vary working hours, patterns and arrangements, to
provide flexibility to employees, clients and the abs.
51.
bandwidth
51.1
the bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to
friday. this may be varied to suit local needs by agreement between management
and affected employees.
52.
eligibility
52.1
all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for
employees on shiftwork, are eligible to participate.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1550 | flextime | flextime
50.1
flextime is a system of flexible working arrangements which enables employees
and their line managers to vary working hours, patterns and arrangements, to
provide flexibility to employees, clients and the abs.
51.
bandwidth
51.1
the bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to
friday. this may be varied to suit local needs by agreement between management
and affected employees.
52.
eligibility
52.1
all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for
employees on shiftwork, are eligible to participate.
53.
full time settlement period |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1554 | flextime | flextime is a system of flexible working arrangements which enables employees
and their line managers to vary working hours, patterns and arrangements, to
provide flexibility to employees, clients and the abs.
51.
bandwidth
51.1
the bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to
friday. this may be varied to suit local needs by agreement between management
and affected employees.
52.
eligibility
52.1
all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for
employees on shiftwork, are eligible to participate.
53.
full time settlement period
53.1
the settlement period for full time employees is 148 hours and 20 minutes over |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1560 | bandwidth | bandwidth
51.1
the bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to
friday. this may be varied to suit local needs by agreement between management
and affected employees.
52.
eligibility
52.1
all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for
employees on shiftwork, are eligible to participate.
53.
full time settlement period
53.1
the settlement period for full time employees is 148 hours and 20 minutes over
each four week period.
54.
part time settlement period
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1564 | flextime | the bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to
friday. this may be varied to suit local needs by agreement between management
and affected employees.
52.
eligibility
52.1
all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for
employees on shiftwork, are eligible to participate.
53.
full time settlement period
53.1
the settlement period for full time employees is 148 hours and 20 minutes over
each four week period.
54.
part time settlement period
54.1
the settlement period for part time employees is four weeks. to assist part time
employees to manage their work hours flexibly, the settlement period may be |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1564 | bandwidth | the bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to
friday. this may be varied to suit local needs by agreement between management
and affected employees.
52.
eligibility
52.1
all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for
employees on shiftwork, are eligible to participate.
53.
full time settlement period
53.1
the settlement period for full time employees is 148 hours and 20 minutes over
each four week period.
54.
part time settlement period
54.1
the settlement period for part time employees is four weeks. to assist part time
employees to manage their work hours flexibly, the settlement period may be |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1636 | flextime | employees may work reasonable additional hours on flextime, by agreement, to
meet peaks in the work program.
57.2
flextime must not be accrued where such accrual cannot be justified by the
employee's workload.
58.
maximum credit carryover
58.1
the maximum flex credit which may be carried from one settlement period to the
next is 37 hours and 5 minutes for full time employees, pro rata for part time
employees.
59.
excessive flex credits
59.1
should flex credits exceed the maximum credit carryover at the end of the
settlement period due to operational reasons, the line manager and employee will
put in place arrangements for the excess credits to be reduced to no more than the
maximum credit carryover by the end of the following settlement period.
59.2 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1641 | flextime | flextime must not be accrued where such accrual cannot be justified by the
employee's workload.
58.
maximum credit carryover
58.1
the maximum flex credit which may be carried from one settlement period to the
next is 37 hours and 5 minutes for full time employees, pro rata for part time
employees.
59.
excessive flex credits
59.1
should flex credits exceed the maximum credit carryover at the end of the
settlement period due to operational reasons, the line manager and employee will
put in place arrangements for the excess credits to be reduced to no more than the
maximum credit carryover by the end of the following settlement period.
59.2
where line managers and employees have not put in place arrangements and
excess flex credits are still not reduced to the maximum credit carryover by the end
of the following settlement period, the employee will be on flex leave from the
beginning of the subsequent settlement period until the excess flex credit is reduced |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1735 | flextime | access to flextime will be withdrawn and an employee will revert to standard hours if
a line manager considers on reasonable grounds that the:
a. employee's attendance is unsatisfactory; or
b. employee is misusing the flextime arrangements.
66.
notice of reversion
66.1
reasonable notice in writing must be given prior to reversion under clause 65.1.
67.
review of decision
67.1
the decision to withdraw access to flextime should be reviewed at regular intervals,
usually monthly but after not more than three months. access to flextime will be
restored when the circumstances applicable in clause 65.1 no longer apply.
68.
additional information
68.1
further information about flextime arrangements is available in abs guidelines. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1738 | flextime | b. employee is misusing the flextime arrangements.
66.
notice of reversion
66.1
reasonable notice in writing must be given prior to reversion under clause 65.1.
67.
review of decision
67.1
the decision to withdraw access to flextime should be reviewed at regular intervals,
usually monthly but after not more than three months. access to flextime will be
restored when the circumstances applicable in clause 65.1 no longer apply.
68.
additional information
68.1
further information about flextime arrangements is available in abs guidelines.
17
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1754 | flextime | the decision to withdraw access to flextime should be reviewed at regular intervals,
usually monthly but after not more than three months. access to flextime will be
restored when the circumstances applicable in clause 65.1 no longer apply.
68.
additional information
68.1
further information about flextime arrangements is available in abs guidelines.
17
hours of work
69.
ordinary hours of work
69.1
the ordinary hours of work for full time abs employees are 7 hours 25 minutes per
day. the ordinary hours of work for part time employees are the hours agreed to in
their part time work agreement.
70.
standard hours
70.1 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1755 | flextime | usually monthly but after not more than three months. access to flextime will be
restored when the circumstances applicable in clause 65.1 no longer apply.
68.
additional information
68.1
further information about flextime arrangements is available in abs guidelines.
17
hours of work
69.
ordinary hours of work
69.1
the ordinary hours of work for full time abs employees are 7 hours 25 minutes per
day. the ordinary hours of work for part time employees are the hours agreed to in
their part time work agreement.
70.
standard hours
70.1
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1764 | flextime | further information about flextime arrangements is available in abs guidelines.
17
hours of work
69.
ordinary hours of work
69.1
the ordinary hours of work for full time abs employees are 7 hours 25 minutes per
day. the ordinary hours of work for part time employees are the hours agreed to in
their part time work agreement.
70.
standard hours
70.1
the standard hours for a working day for employees, other than employees on
shiftwork, are 8:30am to 12:30pm and 1:30pm to 4:55pm monday to friday. the
standard hours for a working day for part time employees are the hours agreed to in
their part time work agreement.
71.
standard hours (shiftwork)
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1806 | long service leave | accordance with their ordinary hours of work, except long service leave which will be
provided, and administered, in accordance with the long service leave
(commonwealth employees) act 1976.
73.
flextime accrual
73.1
an employee's flextime credits and debits will be calculated in accordance with the
employee's ordinary hours of work.
christmas closedown
74.
christmas closedown
74.1
abs will close its normal operations from close of business on the last working day
before christmas, with business resuming on the first working day after new year’s
day.
74.2
employees will be provided with time off for the working days between christmas
and new year’s day and will be paid in accordance with their ordinary hours of
work. where an employee is absent on leave, payment for the christmas
closedown provision will be in accordance with the entitlement for that form of |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1807 | long service leave | provided, and administered, in accordance with the long service leave
(commonwealth employees) act 1976.
73.
flextime accrual
73.1
an employee's flextime credits and debits will be calculated in accordance with the
employee's ordinary hours of work.
christmas closedown
74.
christmas closedown
74.1
abs will close its normal operations from close of business on the last working day
before christmas, with business resuming on the first working day after new year’s
day.
74.2
employees will be provided with time off for the working days between christmas
and new year’s day and will be paid in accordance with their ordinary hours of
work. where an employee is absent on leave, payment for the christmas
closedown provision will be in accordance with the entitlement for that form of
leave. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1812 | flextime | flextime accrual
73.1
an employee's flextime credits and debits will be calculated in accordance with the
employee's ordinary hours of work.
christmas closedown
74.
christmas closedown
74.1
abs will close its normal operations from close of business on the last working day
before christmas, with business resuming on the first working day after new year’s
day.
74.2
employees will be provided with time off for the working days between christmas
and new year’s day and will be paid in accordance with their ordinary hours of
work. where an employee is absent on leave, payment for the christmas
closedown provision will be in accordance with the entitlement for that form of
leave.
74.3
there will be no deduction from annual or personal leave credits for the closedown
days. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1816 | flextime | an employee's flextime credits and debits will be calculated in accordance with the
employee's ordinary hours of work.
christmas closedown
74.
christmas closedown
74.1
abs will close its normal operations from close of business on the last working day
before christmas, with business resuming on the first working day after new year’s
day.
74.2
employees will be provided with time off for the working days between christmas
and new year’s day and will be paid in accordance with their ordinary hours of
work. where an employee is absent on leave, payment for the christmas
closedown provision will be in accordance with the entitlement for that form of
leave.
74.3
there will be no deduction from annual or personal leave credits for the closedown
days.
18
executive level employees’ flexible working arrangements and time |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1870 | overtime | overtime
77.
reasonable additional hours
77.1
the work program for an area will be managed within the patterns of attendance
under clauses 69.1 to 73.1. in exceptional circumstances where there are clear
operational requirements, an employee may be required to work reasonable
additional hours to ensure the timely delivery of the abs work program.
78.
approval to work overtime
78.1
overtime must be approved in advance, and is subject to the requirement that line
managers must have regard to the employee’s personal circumstances including
any family responsibilities, and work health and safety implications, in requiring
employees to work more than their ordinary hours of work.
79.
refusal to work overtime
79.1
an employee may refuse to work overtime where the requirement to work overtime |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1884 | overtime | approval to work overtime
78.1
overtime must be approved in advance, and is subject to the requirement that line
managers must have regard to the employee’s personal circumstances including
any family responsibilities, and work health and safety implications, in requiring
employees to work more than their ordinary hours of work.
79.
refusal to work overtime
79.1
an employee may refuse to work overtime where the requirement to work overtime
is unreasonable having regard to:
a. any risk to employee health and safety;
b. the employee's personal circumstances including any family responsibilities;
c. if 24 hours’ notice of the overtime has not been provided (this can be waived by
agreement between the line manager and employee); and
d. any other relevant matter.
19
80.
eligibility for payment
80.1 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1888 | overtime | overtime must be approved in advance, and is subject to the requirement that line
managers must have regard to the employee’s personal circumstances including
any family responsibilities, and work health and safety implications, in requiring
employees to work more than their ordinary hours of work.
79.
refusal to work overtime
79.1
an employee may refuse to work overtime where the requirement to work overtime
is unreasonable having regard to:
a. any risk to employee health and safety;
b. the employee's personal circumstances including any family responsibilities;
c. if 24 hours’ notice of the overtime has not been provided (this can be waived by
agreement between the line manager and employee); and
d. any other relevant matter.
19
80.
eligibility for payment
80.1
overtime is payable for work which is directed to be performed by aps1 to aps6,
gradabs, cadet aps, trainee aps, or el1 employees on restriction duty, and is:
a. outside the bandwidth; or |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1895 | overtime | refusal to work overtime
79.1
an employee may refuse to work overtime where the requirement to work overtime
is unreasonable having regard to:
a. any risk to employee health and safety;
b. the employee's personal circumstances including any family responsibilities;
c. if 24 hours’ notice of the overtime has not been provided (this can be waived by
agreement between the line manager and employee); and
d. any other relevant matter.
19
80.
eligibility for payment
80.1
overtime is payable for work which is directed to be performed by aps1 to aps6,
gradabs, cadet aps, trainee aps, or el1 employees on restriction duty, and is:
a. outside the bandwidth; or
b. in excess of eight and a half hours duty within the bandwidth; or
c. for part time employees where work performed exceeds 115% of their ordinary
hours on that day; or
d. in excess of an employee’s ordinary hours of work on that day and continuous
with ordinary duty and where 24 hours’ notice of the overtime has not been
provided; or
e. where an employee is required to perform emergency or restriction duty; or |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1899 | overtime | an employee may refuse to work overtime where the requirement to work overtime
is unreasonable having regard to:
a. any risk to employee health and safety;
b. the employee's personal circumstances including any family responsibilities;
c. if 24 hours’ notice of the overtime has not been provided (this can be waived by
agreement between the line manager and employee); and
d. any other relevant matter.
19
80.
eligibility for payment
80.1
overtime is payable for work which is directed to be performed by aps1 to aps6,
gradabs, cadet aps, trainee aps, or el1 employees on restriction duty, and is:
a. outside the bandwidth; or
b. in excess of eight and a half hours duty within the bandwidth; or
c. for part time employees where work performed exceeds 115% of their ordinary
hours on that day; or
d. in excess of an employee’s ordinary hours of work on that day and continuous
with ordinary duty and where 24 hours’ notice of the overtime has not been
provided; or
e. where an employee is required to perform emergency or restriction duty; or
f. on weekends and public holidays.
80.2
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1903 | overtime | c. if 24 hours’ notice of the overtime has not been provided (this can be waived by
agreement between the line manager and employee); and
d. any other relevant matter.
19
80.
eligibility for payment
80.1
overtime is payable for work which is directed to be performed by aps1 to aps6,
gradabs, cadet aps, trainee aps, or el1 employees on restriction duty, and is:
a. outside the bandwidth; or
b. in excess of eight and a half hours duty within the bandwidth; or
c. for part time employees where work performed exceeds 115% of their ordinary
hours on that day; or
d. in excess of an employee’s ordinary hours of work on that day and continuous
with ordinary duty and where 24 hours’ notice of the overtime has not been
provided; or
e. where an employee is required to perform emergency or restriction duty; or
f. on weekends and public holidays.
80.2
clause 105.1 outlines separate overtime provisions for employees on shiftwork.
81.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1915 | overtime | overtime is payable for work which is directed to be performed by aps1 to aps6,
gradabs, cadet aps, trainee aps, or el1 employees on restriction duty, and is:
a. outside the bandwidth; or
b. in excess of eight and a half hours duty within the bandwidth; or
c. for part time employees where work performed exceeds 115% of their ordinary
hours on that day; or
d. in excess of an employee’s ordinary hours of work on that day and continuous
with ordinary duty and where 24 hours’ notice of the overtime has not been
provided; or
e. where an employee is required to perform emergency or restriction duty; or
f. on weekends and public holidays.
80.2
clause 105.1 outlines separate overtime provisions for employees on shiftwork.
81.
rates of payment
81.1
the hourly rates for payment of overtime are:
a. monday to saturday - time and one half;
b. sunday - double time;
c. public holidays - time and one half for the overtime duty that falls within standard
hours (noting that the employee will already be paid for the public holiday);
d. public holidays - double time for the overtime duty that falls outside standard
hours; and
e. christmas closedown days - double time. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1917 | bandwidth | a. outside the bandwidth; or
b. in excess of eight and a half hours duty within the bandwidth; or
c. for part time employees where work performed exceeds 115% of their ordinary
hours on that day; or
d. in excess of an employee’s ordinary hours of work on that day and continuous
with ordinary duty and where 24 hours’ notice of the overtime has not been
provided; or
e. where an employee is required to perform emergency or restriction duty; or
f. on weekends and public holidays.
80.2
clause 105.1 outlines separate overtime provisions for employees on shiftwork.
81.
rates of payment
81.1
the hourly rates for payment of overtime are:
a. monday to saturday - time and one half;
b. sunday - double time;
c. public holidays - time and one half for the overtime duty that falls within standard
hours (noting that the employee will already be paid for the public holiday);
d. public holidays - double time for the overtime duty that falls outside standard
hours; and
e. christmas closedown days - double time.
82. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1918 | bandwidth | b. in excess of eight and a half hours duty within the bandwidth; or
c. for part time employees where work performed exceeds 115% of their ordinary
hours on that day; or
d. in excess of an employee’s ordinary hours of work on that day and continuous
with ordinary duty and where 24 hours’ notice of the overtime has not been
provided; or
e. where an employee is required to perform emergency or restriction duty; or
f. on weekends and public holidays.
80.2
clause 105.1 outlines separate overtime provisions for employees on shiftwork.
81.
rates of payment
81.1
the hourly rates for payment of overtime are:
a. monday to saturday - time and one half;
b. sunday - double time;
c. public holidays - time and one half for the overtime duty that falls within standard
hours (noting that the employee will already be paid for the public holiday);
d. public holidays - double time for the overtime duty that falls outside standard
hours; and
e. christmas closedown days - double time.
82.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1922 | overtime | with ordinary duty and where 24 hours’ notice of the overtime has not been
provided; or
e. where an employee is required to perform emergency or restriction duty; or
f. on weekends and public holidays.
80.2
clause 105.1 outlines separate overtime provisions for employees on shiftwork.
81.
rates of payment
81.1
the hourly rates for payment of overtime are:
a. monday to saturday - time and one half;
b. sunday - double time;
c. public holidays - time and one half for the overtime duty that falls within standard
hours (noting that the employee will already be paid for the public holiday);
d. public holidays - double time for the overtime duty that falls outside standard
hours; and
e. christmas closedown days - double time.
82.
minimum payments
82.1
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1929 | overtime | clause 105.1 outlines separate overtime provisions for employees on shiftwork.
81.
rates of payment
81.1
the hourly rates for payment of overtime are:
a. monday to saturday - time and one half;
b. sunday - double time;
c. public holidays - time and one half for the overtime duty that falls within standard
hours (noting that the employee will already be paid for the public holiday);
d. public holidays - double time for the overtime duty that falls outside standard
hours; and
e. christmas closedown days - double time.
82.
minimum payments
82.1
where an eligible aps1 to aps6, gradabs, cadet aps or trainee aps employee
is required to work overtime which is not continuous with ordinary duty (but not
emergency duty or restriction duty), the minimum overtime payment for each
separate overtime attendance is three hours at the prescribed overtime rate.
82.2
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1937 | overtime | the hourly rates for payment of overtime are:
a. monday to saturday - time and one half;
b. sunday - double time;
c. public holidays - time and one half for the overtime duty that falls within standard
hours (noting that the employee will already be paid for the public holiday);
d. public holidays - double time for the overtime duty that falls outside standard
hours; and
e. christmas closedown days - double time.
82.
minimum payments
82.1
where an eligible aps1 to aps6, gradabs, cadet aps or trainee aps employee
is required to work overtime which is not continuous with ordinary duty (but not
emergency duty or restriction duty), the minimum overtime payment for each
separate overtime attendance is three hours at the prescribed overtime rate.
82.2
for employees on restriction duty, the following minimum payments apply:
a. where the employee is not required to attend work, one hour; and
b. where the employee is required to attend work, three hours for the first attendance
on any one day and an additional one hour for any subsequent attendances on
that day. reasonable travel time is included in attendance time.
83.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1940 | overtime | c. public holidays - time and one half for the overtime duty that falls within standard
hours (noting that the employee will already be paid for the public holiday);
d. public holidays - double time for the overtime duty that falls outside standard
hours; and
e. christmas closedown days - double time.
82.
minimum payments
82.1
where an eligible aps1 to aps6, gradabs, cadet aps or trainee aps employee
is required to work overtime which is not continuous with ordinary duty (but not
emergency duty or restriction duty), the minimum overtime payment for each
separate overtime attendance is three hours at the prescribed overtime rate.
82.2
for employees on restriction duty, the following minimum payments apply:
a. where the employee is not required to attend work, one hour; and
b. where the employee is required to attend work, three hours for the first attendance
on any one day and an additional one hour for any subsequent attendances on
that day. reasonable travel time is included in attendance time.
83.
emergency duty
83.1 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1942 | overtime | d. public holidays - double time for the overtime duty that falls outside standard
hours; and
e. christmas closedown days - double time.
82.
minimum payments
82.1
where an eligible aps1 to aps6, gradabs, cadet aps or trainee aps employee
is required to work overtime which is not continuous with ordinary duty (but not
emergency duty or restriction duty), the minimum overtime payment for each
separate overtime attendance is three hours at the prescribed overtime rate.
82.2
for employees on restriction duty, the following minimum payments apply:
a. where the employee is not required to attend work, one hour; and
b. where the employee is required to attend work, three hours for the first attendance
on any one day and an additional one hour for any subsequent attendances on
that day. reasonable travel time is included in attendance time.
83.
emergency duty
83.1
where an eligible employee is required to perform emergency duty at a time when |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1953 | overtime | is required to work overtime which is not continuous with ordinary duty (but not
emergency duty or restriction duty), the minimum overtime payment for each
separate overtime attendance is three hours at the prescribed overtime rate.
82.2
for employees on restriction duty, the following minimum payments apply:
a. where the employee is not required to attend work, one hour; and
b. where the employee is required to attend work, three hours for the first attendance
on any one day and an additional one hour for any subsequent attendances on
that day. reasonable travel time is included in attendance time.
83.
emergency duty
83.1
where an eligible employee is required to perform emergency duty at a time when
they would not ordinarily have been on duty, and no notice was given before
ceasing ordinary duty, overtime will be paid at double time and include payment for
reasonable travelling time. the minimum overtime payment of three hours will apply.
20
84.
restriction duty
84.1 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1954 | overtime | emergency duty or restriction duty), the minimum overtime payment for each
separate overtime attendance is three hours at the prescribed overtime rate.
82.2
for employees on restriction duty, the following minimum payments apply:
a. where the employee is not required to attend work, one hour; and
b. where the employee is required to attend work, three hours for the first attendance
on any one day and an additional one hour for any subsequent attendances on
that day. reasonable travel time is included in attendance time.
83.
emergency duty
83.1
where an eligible employee is required to perform emergency duty at a time when
they would not ordinarily have been on duty, and no notice was given before
ceasing ordinary duty, overtime will be paid at double time and include payment for
reasonable travelling time. the minimum overtime payment of three hours will apply.
20
84.
restriction duty
84.1
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1955 | overtime | separate overtime attendance is three hours at the prescribed overtime rate.
82.2
for employees on restriction duty, the following minimum payments apply:
a. where the employee is not required to attend work, one hour; and
b. where the employee is required to attend work, three hours for the first attendance
on any one day and an additional one hour for any subsequent attendances on
that day. reasonable travel time is included in attendance time.
83.
emergency duty
83.1
where an eligible employee is required to perform emergency duty at a time when
they would not ordinarily have been on duty, and no notice was given before
ceasing ordinary duty, overtime will be paid at double time and include payment for
reasonable travelling time. the minimum overtime payment of three hours will apply.
20
84.
restriction duty
84.1
where an aps1 to aps6 employee, gradabs, or el1 employee who has been |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1963 | travel | that day. reasonable travel time is included in attendance time.
83.
emergency duty
83.1
where an eligible employee is required to perform emergency duty at a time when
they would not ordinarily have been on duty, and no notice was given before
ceasing ordinary duty, overtime will be paid at double time and include payment for
reasonable travelling time. the minimum overtime payment of three hours will apply.
20
84.
restriction duty
84.1
where an aps1 to aps6 employee, gradabs, or el1 employee who has been
restricted under clauses 245.1 to 246.3, is required to perform extra duty in
connection with that restriction duty, overtime will be paid.
85.
flex time/time off in lieu option
85.1 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1973 | overtime | ceasing ordinary duty, overtime will be paid at double time and include payment for
reasonable travelling time. the minimum overtime payment of three hours will apply.
20
84.
restriction duty
84.1
where an aps1 to aps6 employee, gradabs, or el1 employee who has been
restricted under clauses 245.1 to 246.3, is required to perform extra duty in
connection with that restriction duty, overtime will be paid.
85.
flex time/time off in lieu option
85.1
employees may take overtime as flextime, or time off in lieu, calculated at the
applicable overtime rate.
86.
minimum break after extra duty
86.1
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1974 | travel | reasonable travelling time. the minimum overtime payment of three hours will apply.
20
84.
restriction duty
84.1
where an aps1 to aps6 employee, gradabs, or el1 employee who has been
restricted under clauses 245.1 to 246.3, is required to perform extra duty in
connection with that restriction duty, overtime will be paid.
85.
flex time/time off in lieu option
85.1
employees may take overtime as flextime, or time off in lieu, calculated at the
applicable overtime rate.
86.
minimum break after extra duty
86.1
employees are entitled to eight consecutive hours off duty plus reasonable travelling |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1974 | overtime | reasonable travelling time. the minimum overtime payment of three hours will apply.
20
84.
restriction duty
84.1
where an aps1 to aps6 employee, gradabs, or el1 employee who has been
restricted under clauses 245.1 to 246.3, is required to perform extra duty in
connection with that restriction duty, overtime will be paid.
85.
flex time/time off in lieu option
85.1
employees may take overtime as flextime, or time off in lieu, calculated at the
applicable overtime rate.
86.
minimum break after extra duty
86.1
employees are entitled to eight consecutive hours off duty plus reasonable travelling |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1986 | overtime | connection with that restriction duty, overtime will be paid.
85.
flex time/time off in lieu option
85.1
employees may take overtime as flextime, or time off in lieu, calculated at the
applicable overtime rate.
86.
minimum break after extra duty
86.1
employees are entitled to eight consecutive hours off duty plus reasonable travelling
time between the end of duty on any day and the commencement of duty on the
next day. employees will not be required to resume duty until they have had such a
break.
87.
additional information
87.1
further information about overtime arrangements is available in abs guidelines.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 1994 | flextime | employees may take overtime as flextime, or time off in lieu, calculated at the
applicable overtime rate.
86.
minimum break after extra duty
86.1
employees are entitled to eight consecutive hours off duty plus reasonable travelling
time between the end of duty on any day and the commencement of duty on the
next day. employees will not be required to resume duty until they have had such a
break.
87.
additional information
87.1
further information about overtime arrangements is available in abs guidelines.
flexible work arrangements
88.
flexible work arrangements
88.1
an employee who meets the criteria specified in section 65 of the fair work act |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1994 | overtime | employees may take overtime as flextime, or time off in lieu, calculated at the
applicable overtime rate.
86.
minimum break after extra duty
86.1
employees are entitled to eight consecutive hours off duty plus reasonable travelling
time between the end of duty on any day and the commencement of duty on the
next day. employees will not be required to resume duty until they have had such a
break.
87.
additional information
87.1
further information about overtime arrangements is available in abs guidelines.
flexible work arrangements
88.
flexible work arrangements
88.1
an employee who meets the criteria specified in section 65 of the fair work act |
| ABSEnterpriseAgreement2019_Signed (1).txt | 1995 | overtime | applicable overtime rate.
86.
minimum break after extra duty
86.1
employees are entitled to eight consecutive hours off duty plus reasonable travelling
time between the end of duty on any day and the commencement of duty on the
next day. employees will not be required to resume duty until they have had such a
break.
87.
additional information
87.1
further information about overtime arrangements is available in abs guidelines.
flexible work arrangements
88.
flexible work arrangements
88.1
an employee who meets the criteria specified in section 65 of the fair work act
2009, may request flexible working arrangements, including part-time hours. the |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2003 | travel | employees are entitled to eight consecutive hours off duty plus reasonable travelling
time between the end of duty on any day and the commencement of duty on the
next day. employees will not be required to resume duty until they have had such a
break.
87.
additional information
87.1
further information about overtime arrangements is available in abs guidelines.
flexible work arrangements
88.
flexible work arrangements
88.1
an employee who meets the criteria specified in section 65 of the fair work act
2009, may request flexible working arrangements, including part-time hours. the
employee is not eligible to make this request unless they have completed at least 12
months of continuous qualifying service (the australian statistician may waive this
requirement in exceptional circumstances).
88.2
a casual employee engaged for irregular or intermittent duties may only request
flexible work arrangements if the employee: |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2014 | overtime | further information about overtime arrangements is available in abs guidelines.
flexible work arrangements
88.
flexible work arrangements
88.1
an employee who meets the criteria specified in section 65 of the fair work act
2009, may request flexible working arrangements, including part-time hours. the
employee is not eligible to make this request unless they have completed at least 12
months of continuous qualifying service (the australian statistician may waive this
requirement in exceptional circumstances).
88.2
a casual employee engaged for irregular or intermittent duties may only request
flexible work arrangements if the employee:
a. is a long term casual employee immediately before making the request; and
b. has reasonable expectation of continuing employment on a regular and
systematic basis.
note: ‘long term casual employee’ is defined at s.12 of the fair work act 2009
88.3
a request made in accordance with clause 88.1 must be in writing and set out details
of the change sought and the reasons for the change. the australian statistician will
respond in writing to the request within 21 days and will only refuse on reasonable
business grounds. where the request is refused, the response will include reasons for |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2016 | flexible work arrangements | flexible work arrangements
88.
flexible work arrangements
88.1
an employee who meets the criteria specified in section 65 of the fair work act
2009, may request flexible working arrangements, including part-time hours. the
employee is not eligible to make this request unless they have completed at least 12
months of continuous qualifying service (the australian statistician may waive this
requirement in exceptional circumstances).
88.2
a casual employee engaged for irregular or intermittent duties may only request
flexible work arrangements if the employee:
a. is a long term casual employee immediately before making the request; and
b. has reasonable expectation of continuing employment on a regular and
systematic basis.
note: ‘long term casual employee’ is defined at s.12 of the fair work act 2009
88.3
a request made in accordance with clause 88.1 must be in writing and set out details
of the change sought and the reasons for the change. the australian statistician will
respond in writing to the request within 21 days and will only refuse on reasonable
business grounds. where the request is refused, the response will include reasons for
the refusal.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 2019 | flexible work arrangements | flexible work arrangements
88.1
an employee who meets the criteria specified in section 65 of the fair work act
2009, may request flexible working arrangements, including part-time hours. the
employee is not eligible to make this request unless they have completed at least 12
months of continuous qualifying service (the australian statistician may waive this
requirement in exceptional circumstances).
88.2
a casual employee engaged for irregular or intermittent duties may only request
flexible work arrangements if the employee:
a. is a long term casual employee immediately before making the request; and
b. has reasonable expectation of continuing employment on a regular and
systematic basis.
note: ‘long term casual employee’ is defined at s.12 of the fair work act 2009
88.3
a request made in accordance with clause 88.1 must be in writing and set out details
of the change sought and the reasons for the change. the australian statistician will
respond in writing to the request within 21 days and will only refuse on reasonable
business grounds. where the request is refused, the response will include reasons for
the refusal.
88.4
for the purposes of this clause: |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2032 | flexible work arrangements | flexible work arrangements if the employee:
a. is a long term casual employee immediately before making the request; and
b. has reasonable expectation of continuing employment on a regular and
systematic basis.
note: ‘long term casual employee’ is defined at s.12 of the fair work act 2009
88.3
a request made in accordance with clause 88.1 must be in writing and set out details
of the change sought and the reasons for the change. the australian statistician will
respond in writing to the request within 21 days and will only refuse on reasonable
business grounds. where the request is refused, the response will include reasons for
the refusal.
88.4
for the purposes of this clause:
a. ‘qualifying service’ means service that is recognised for redundancy pay
purposes;
b. ‘casual’ means an employee engaged on an irregular or intermittent basis.
21
part time working arrangements
89.
principle
89.1
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 2153 | flextime | flextime arrangements or time off in lieu. exceptions will be subject to specific
approval having regard to operational requirements.
96.
job sharing
96.1
job sharing arrangements may be established between two employees subject to
operational requirements. job sharing may be initiated by employees or line
managers.
97.
additional information
97.1
further information about part time working arrangements is available in abs
guidelines.
teleworking
98.
principle
98.1
in line with abs' commitment to flexible work arrangements, abs is committed to |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2182 | flexible work arrangements | in line with abs' commitment to flexible work arrangements, abs is committed to
providing employees with access to teleworking.
99.
approval
99.1
the australian statistician will agree to reasonable requests for employees to
telework on either a regular, temporary or intermittent basis, subject to operational
requirements, suitability of the work and appropriate risk controls.
100.
termination of teleworking arrangements
100.1
an employee may terminate telework arrangements by giving reasonable notice.
101.
additional information
101.1
further information about teleworking is available in abs guidelines.
23 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2256 | overtime | overtime
105.1
shiftworkers will be subject to general conditions for payment of overtime and
emergency duty. duty will be considered overtime where it is performed outside the
normal rostered ordinary hours of duty on that day, or in excess of the weekly hours
of ordinary duty.
106.
break between shift cycles
106.1
shift rosters will be continuous, and provide for two days break between shift cycles.
107.
additional annual leave credit
107.1
employees, who work an eligible shift roster, accrue additional annual leave at the
rate of one week per annum, which will accrue on a monthly basis. an eligible shift
roster is one which, projected over a 12 month period, contains rostered shifts on at
least ten sundays and public holidays.
24
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 2260 | overtime | shiftworkers will be subject to general conditions for payment of overtime and
emergency duty. duty will be considered overtime where it is performed outside the
normal rostered ordinary hours of duty on that day, or in excess of the weekly hours
of ordinary duty.
106.
break between shift cycles
106.1
shift rosters will be continuous, and provide for two days break between shift cycles.
107.
additional annual leave credit
107.1
employees, who work an eligible shift roster, accrue additional annual leave at the
rate of one week per annum, which will accrue on a monthly basis. an eligible shift
roster is one which, projected over a 12 month period, contains rostered shifts on at
least ten sundays and public holidays.
24
section f – leave
108.
general principles |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2261 | overtime | emergency duty. duty will be considered overtime where it is performed outside the
normal rostered ordinary hours of duty on that day, or in excess of the weekly hours
of ordinary duty.
106.
break between shift cycles
106.1
shift rosters will be continuous, and provide for two days break between shift cycles.
107.
additional annual leave credit
107.1
employees, who work an eligible shift roster, accrue additional annual leave at the
rate of one week per annum, which will accrue on a monthly basis. an eligible shift
roster is one which, projected over a 12 month period, contains rostered shifts on at
least ten sundays and public holidays.
24
section f – leave
108.
general principles
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 2364 | long service leave | consistent with the provisions of the long service leave (commonwealth
employees) act 1976, service for long service leave will be recognised if the break
in service is not more than 12 months.
annual leave
112.
purpose
112.1
annual leave is provided so that employees will have a consistent break from work
each year. annual leave is subject to availability of accrued leave and approval in
advance. employees are encouraged to use their annual leave entitlement in a
manner which avoids the substantial accumulation of annual leave.
113.
accrual
113.1
annual leave will accrue at the rate of 20 days (i.e. four weeks) for each full year
worked and pro rata for part time employees. annual leave accrues daily and may
be accessed as it accrues.
114.
half pay option
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 2365 | long service leave | employees) act 1976, service for long service leave will be recognised if the break
in service is not more than 12 months.
annual leave
112.
purpose
112.1
annual leave is provided so that employees will have a consistent break from work
each year. annual leave is subject to availability of accrued leave and approval in
advance. employees are encouraged to use their annual leave entitlement in a
manner which avoids the substantial accumulation of annual leave.
113.
accrual
113.1
annual leave will accrue at the rate of 20 days (i.e. four weeks) for each full year
worked and pro rata for part time employees. annual leave accrues daily and may
be accessed as it accrues.
114.
half pay option
114.1 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2633 | long service leave | service except for long service leave purposes.
131.3
on the provision of suitable documentary evidence, two days per occasion of unpaid
personal leave will be granted for caring purposes where paid personal leave has
been exhausted.
131.4
non-ongoing employees who receive a loading in lieu of paid leave will have access
to unpaid personal leave for caring purposes of two days per occasion consistent
with the fair work act 2009.
132.
additional information
132.1
further information about personal leave is available in abs guidelines.
29
133.
other leave approval
133.1
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 2835 | travel | b. reasonable travelling time associated with the activity; and
c. reasonable recovery time.
141.2
employees who engage in an eligible community service activity have access to
reasonable periods of unpaid leave for:
a. regular training; and
b. ceremonial duties.
142.
notification to line managers
142.1
employees must notify their line manager as soon as practicable of their absence,
or their intention to be absent and the expected period of the absence.
143.
additional information
143.1
further information on community service leave is available in abs guidelines.
compassionate leave
144.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 2896 | parental leave | a. parental, foster parent or adoption purposes (refer also to parental leave
clauses 152.1 to 162.1);
b. accompanying a spouse on a posting;
c. personal development or training;
d. long term carer's responsibilities;
e. employment in the interest of the abs or the aps;
f. days of cultural, ceremonial or religious significance; and
g. community and volunteer purposes.
147.
approval
147.1
lwop may be granted if it is considered reasonable in the circumstances having
regard to:
a.
b.
c.
d.
the reason for the proposed leave;
the employee's length of service;
the employee's recent leave history; and
operational needs of the work area and the abs.
148.
supporting evidence |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2958 | parental leave | parental leave
152.
purpose
152.1
parental leave is a combination of paid and unpaid leave available to eligible
employees for a period of up to two years in relation to the birth, adoption or
fostering of a child.
33
152.2
employees may also apply for other forms of leave, such as annual leave or long
service leave, in accordance with the provisions of this agreement and/or relevant
legislation.
153.
pregnancy leave
153.1
employees covered by this agreement may be eligible for leave in accordance with
the maternity leave (commonwealth employees) act 1973 (in this agreement,
referred to as ‘pregnancy leave’), including up to 12 weeks paid leave.
153.2 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2965 | parental leave | parental leave is a combination of paid and unpaid leave available to eligible
employees for a period of up to two years in relation to the birth, adoption or
fostering of a child.
33
152.2
employees may also apply for other forms of leave, such as annual leave or long
service leave, in accordance with the provisions of this agreement and/or relevant
legislation.
153.
pregnancy leave
153.1
employees covered by this agreement may be eligible for leave in accordance with
the maternity leave (commonwealth employees) act 1973 (in this agreement,
referred to as ‘pregnancy leave’), including up to 12 weeks paid leave.
153.2
pregnancy leave is available to an employee for their absence from the workplace
associated with the birth of their child/children.
154.
additional four weeks |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2984 | maternity leave | the maternity leave (commonwealth employees) act 1973 (in this agreement,
referred to as ‘pregnancy leave’), including up to 12 weeks paid leave.
153.2
pregnancy leave is available to an employee for their absence from the workplace
associated with the birth of their child/children.
154.
additional four weeks
154.1
employees eligible to receive paid leave under the maternity leave
(commonwealth employees) act 1973 are entitled to receive an additional four
weeks of paid leave under this agreement. that is, eligible employees receive a
total of up to 16 weeks of paid leave.
155.
adoption leave
155.1
the australian statistician will grant an employee, who has service that would
qualify an employee for paid leave under the maternity leave (commonwealth
employees) act 1973, leave on full pay for a period of up to 16 weeks for the
purposes of adopting an eligible adoptive child. adoption leave counts as service
for all purposes. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 2998 | maternity leave | employees eligible to receive paid leave under the maternity leave
(commonwealth employees) act 1973 are entitled to receive an additional four
weeks of paid leave under this agreement. that is, eligible employees receive a
total of up to 16 weeks of paid leave.
155.
adoption leave
155.1
the australian statistician will grant an employee, who has service that would
qualify an employee for paid leave under the maternity leave (commonwealth
employees) act 1973, leave on full pay for a period of up to 16 weeks for the
purposes of adopting an eligible adoptive child. adoption leave counts as service
for all purposes.
156.
pre-adoption leave
156.1
employees (including non-ongoing employees who receive a loading in lieu of paid
leave) are entitled to up to two days of unpaid pre-adoption leave to attend any
interviews or examinations required in order to obtain approval for the adoption of an
eligible adoptive child. employees are not entitled to take a period of unpaid
pre-adoption leave if:
a. they could instead take some other form of leave; and
b. the abs directs them to take some other form of leave. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3010 | maternity leave | qualify an employee for paid leave under the maternity leave (commonwealth
employees) act 1973, leave on full pay for a period of up to 16 weeks for the
purposes of adopting an eligible adoptive child. adoption leave counts as service
for all purposes.
156.
pre-adoption leave
156.1
employees (including non-ongoing employees who receive a loading in lieu of paid
leave) are entitled to up to two days of unpaid pre-adoption leave to attend any
interviews or examinations required in order to obtain approval for the adoption of an
eligible adoptive child. employees are not entitled to take a period of unpaid
pre-adoption leave if:
a. they could instead take some other form of leave; and
b. the abs directs them to take some other form of leave.
157.
foster parent’s leave
157.1
the australian statistician will grant an employee, who has service that would
qualify an employee for paid leave under the maternity leave (commonwealth
employees) act 1973, leave on full pay for a period of up to 16 weeks where the
employee has assumed long term responsibility arising from the placement of an
eligible foster child through a permanent fostering arrangement under the relevant |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3036 | maternity leave | qualify an employee for paid leave under the maternity leave (commonwealth
employees) act 1973, leave on full pay for a period of up to 16 weeks where the
employee has assumed long term responsibility arising from the placement of an
eligible foster child through a permanent fostering arrangement under the relevant
state or territory child welfare law.
34
158.
pregnancy, adoption leave and foster parent’s leave on half
salary
158.1
employees who are eligible for paid pregnancy, adoption or foster parent’s leave
may elect to have the payment for that leave spread over a maximum of 32 weeks
at a rate of half normal salary. any period beyond the first 16 weeks does not count
as service for any purpose and this arrangement does not extend the total period of
paid or unpaid pregnancy, adoption or foster parent’s leave available.
159.
additional pregnancy leave, adoption leave and foster
parent’s leave without pay
159.1
employees with a minimum continuous period of 12 months aps service may take
up to a total of two years continuous paid and unpaid leave, immediately following |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3091 | parental leave | return to work after parental leave
161.1
on ending parental or pregnancy leave, an employee is entitled to return to:
a. the employee’s pre-parental/pregnancy leave duties; or
b. those duties no longer exists – an available position for which the employee is
qualified and suited at the same classification and pay as applied pre-parental/
pregnancy leave. where this is not practical, other duties will be sought.
161.2
for the purposes of clause 161.1, duties means those performed:
a. if the employee was moved to safe duties because of the pregnancy –
immediately before the move; or
b. if the employee began working part-time because of the pregnancy –
immediately before the part-time employment began; or
c. otherwise – immediately before the employee commenced pregnancy or
parental leave.
162.
additional information
162.1
further information about parental leave is available in abs guidelines.
35
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 3109 | parental leave | parental leave.
162.
additional information
162.1
further information about parental leave is available in abs guidelines.
35
163.
long service leave (lsl) long service leave
163.1
an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976. the minimum period during which
long service leave can be taken is seven calendar days at full pay (or 14 calendar
days at half pay). long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
164.
additional information
164.1
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 3117 | parental leave | further information about parental leave is available in abs guidelines.
35
163.
long service leave (lsl) long service leave
163.1
an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976. the minimum period during which
long service leave can be taken is seven calendar days at full pay (or 14 calendar
days at half pay). long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
164.
additional information
164.1
further information about lsl arrangements is available in abs guidelines.
absence without approval
165.
absence without approval
165.1 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3123 | long service leave | long service leave (lsl) long service leave
163.1
an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976. the minimum period during which
long service leave can be taken is seven calendar days at full pay (or 14 calendar
days at half pay). long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
164.
additional information
164.1
further information about lsl arrangements is available in abs guidelines.
absence without approval
165.
absence without approval
165.1
where an employee is absent from duty without approval:
a. if the absence occurs as part of industrial action, it will be without pay and will
not count as service for any purpose; and
b. if the absence occurs for any other reason, the employee’s line manager may
require the employee to make up time, or may require an absence of 30 minutes |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3127 | long service leave | an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976. the minimum period during which
long service leave can be taken is seven calendar days at full pay (or 14 calendar
days at half pay). long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
164.
additional information
164.1
further information about lsl arrangements is available in abs guidelines.
absence without approval
165.
absence without approval
165.1
where an employee is absent from duty without approval:
a. if the absence occurs as part of industrial action, it will be without pay and will
not count as service for any purpose; and
b. if the absence occurs for any other reason, the employee’s line manager may
require the employee to make up time, or may require an absence of 30 minutes
or more to be taken without pay in which case the absence will not count as
service for any purpose.
166. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3129 | long service leave | long service leave can be taken is seven calendar days at full pay (or 14 calendar
days at half pay). long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
164.
additional information
164.1
further information about lsl arrangements is available in abs guidelines.
absence without approval
165.
absence without approval
165.1
where an employee is absent from duty without approval:
a. if the absence occurs as part of industrial action, it will be without pay and will
not count as service for any purpose; and
b. if the absence occurs for any other reason, the employee’s line manager may
require the employee to make up time, or may require an absence of 30 minutes
or more to be taken without pay in which case the absence will not count as
service for any purpose.
166.
effect on salary and benefits |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3130 | long service leave | days at half pay). long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
164.
additional information
164.1
further information about lsl arrangements is available in abs guidelines.
absence without approval
165.
absence without approval
165.1
where an employee is absent from duty without approval:
a. if the absence occurs as part of industrial action, it will be without pay and will
not count as service for any purpose; and
b. if the absence occurs for any other reason, the employee’s line manager may
require the employee to make up time, or may require an absence of 30 minutes
or more to be taken without pay in which case the absence will not count as
service for any purpose.
166.
effect on salary and benefits
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 3276 | long service leave | annual leave, long service leave, or flex leave will be re-credited to the extent of
the period of personal, compassionate or community service leave granted.
172.3
long service leave will only be re-credited in full days for the period specified on
the suitable documentary evidence. weekends will not be re-credited unless the
documentary evidence specifically covers those dates.
37
173.
other legislated leave provisions
173.1
other forms of legislated leave will be recognised.
38
section g – healthy workplace
work health and safety (whs)
174.
commitment to a safe and healthy work environment
174.1
the abs is committed to creating and maintaining a safe and healthy work
environment. responsibilities are outlined in the work health and safety act 2011. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3281 | long service leave | long service leave will only be re-credited in full days for the period specified on
the suitable documentary evidence. weekends will not be re-credited unless the
documentary evidence specifically covers those dates.
37
173.
other legislated leave provisions
173.1
other forms of legislated leave will be recognised.
38
section g – healthy workplace
work health and safety (whs)
174.
commitment to a safe and healthy work environment
174.1
the abs is committed to creating and maintaining a safe and healthy work
environment. responsibilities are outlined in the work health and safety act 2011.
influenza vaccinations
175.
influenza vaccination program |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3318 | influenza vaccine | cost of the influenza vaccine.
support for employees
176.
employee assistance program
176.1
abs will provide employees and their families with access to confidential,
professional employee counselling assistance to help them to resolve personal
and/or work related problems.
177.
eyesight testing
177.1
an employee whose job involves screen based work may seek an eyesight test
once every two years, and be reimbursed in accordance with specified limits.
178.
spectacle reimbursement
178.1
where spectacles and lenses are prescribed for operating screen based
equipment, the employee will be reimbursed up to $100.00 for single vision lenses |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3387 | study leave | a. paid study leave up to six hours per week (pro rata for part time employees);
b. agreed additional leave in the form of flextime, or time off, or annual leave or
leave without pay;
c. paid study leave up to ten hours per week for aboriginal and torres strait
islander students, students with a disability, and students who meet an identified
objective of the abs workplace diversity program; and
d. financial support in some circumstances to assist students, including aboriginal
and torres strait islander students, with some or all of their course fees.
182.
support for full time study
182.1
leave without pay may be granted to employees for the purpose of full time study.
183.
professional association membership fees
183.1
payment for professional association membership fees will be made where it is an
essential requirement for the performance of an employee’s duties e.g. maintenance
of mandatory qualifications. in other circumstances, the abs may pay for personal
professional association membership costs, or facilitate corporate membership,
where such membership is considered to provide a direct benefit to the abs. this
will be determined on a case by case basis.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 3388 | flextime | b. agreed additional leave in the form of flextime, or time off, or annual leave or
leave without pay;
c. paid study leave up to ten hours per week for aboriginal and torres strait
islander students, students with a disability, and students who meet an identified
objective of the abs workplace diversity program; and
d. financial support in some circumstances to assist students, including aboriginal
and torres strait islander students, with some or all of their course fees.
182.
support for full time study
182.1
leave without pay may be granted to employees for the purpose of full time study.
183.
professional association membership fees
183.1
payment for professional association membership fees will be made where it is an
essential requirement for the performance of an employee’s duties e.g. maintenance
of mandatory qualifications. in other circumstances, the abs may pay for personal
professional association membership costs, or facilitate corporate membership,
where such membership is considered to provide a direct benefit to the abs. this
will be determined on a case by case basis.
184. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3390 | study leave | c. paid study leave up to ten hours per week for aboriginal and torres strait
islander students, students with a disability, and students who meet an identified
objective of the abs workplace diversity program; and
d. financial support in some circumstances to assist students, including aboriginal
and torres strait islander students, with some or all of their course fees.
182.
support for full time study
182.1
leave without pay may be granted to employees for the purpose of full time study.
183.
professional association membership fees
183.1
payment for professional association membership fees will be made where it is an
essential requirement for the performance of an employee’s duties e.g. maintenance
of mandatory qualifications. in other circumstances, the abs may pay for personal
professional association membership costs, or facilitate corporate membership,
where such membership is considered to provide a direct benefit to the abs. this
will be determined on a case by case basis.
184.
additional information |
| ABSEnterpriseAgreement2019_Signed (1).txt | 3592 | flexible work arrangements | flexible work arrangements
195.1
in keeping with the abs commitment to work/life balance, flexible working
arrangements such as part time work and the use of a variety of leave provisions
can be suitable for use by mature age employees. employees are encouraged to
explore these flexibilities as a means of extending their working lives and to assist
their transition to retirement.
195.2
subject to operational requirements, managers will favourably consider flexible
working arrangements as a means of retaining mature age employees who might
otherwise choose to leave the abs.
196.
additional information
196.1
further information is available in the mature age employee strategy and abs
guidelines.
separation from the australian public service (aps)
197.
resignation from the aps
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 3797 | overtime | for the unexpired part of the notice period, including provision for overtime where it
could be reasonably expected that it would have applied.
208.
redundancy benefit
208.1
an employee who accepts an offer of a voluntary redundancy with a redundancy
benefit and whose employment is terminated by the australian statistician under
section 29 of the public service act 1999 on the grounds that the employee is
excess to the requirements of the abs, is entitled to payment of a redundancy
benefit of an amount equal to two weeks’ salary for each completed year of
continuous service, plus a pro rata payment for completed months of service,
subject to any minimum amount the employee is entitled to under the national
employment standards (nes).
208.2
the minimum sum payable will be four weeks’ salary and the maximum will be 48
weeks’ salary.
208.3
the redundancy benefit will be calculated on a pro rata basis for any period where
an employee has worked part-time hours during their period of service and the
employee has less than 24 years full-time service, subject to any minimum amount
the employee is entitled to under the nes.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 3917 | travel | the excess employee will be reimbursed for reasonable travel and incidental
expenses incurred in seeking alternative employment where the costs are not met
by the prospective employer.
214.3
an excess employee required to move household to a new locality on redeployment
will be entitled to reimbursement of reasonable costs incurred.
215.
restriction on involuntary redundancy
215.1
an excess employee will not have their employment involuntarily terminated if they
have:
a. not been invited to elect to accept voluntary redundancy; or
b. elected voluntary redundancy; or
c. elected to accept voluntary redundancy but the australian statistician refused to
approve it.
215.2
further, where a redundancy situation affects a number of employees engaged in
the same work at the same level and at the same location, and those employees
have been invited to elect to accept voluntary redundancy, the australian statistician
will not involuntarily terminate any employees if there are employees engaged in
that work at that level at that location who have elected to be voluntarily terminated,
been refused and still wish to accept voluntary redundancy. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4069 | travel | section j – travel and allowances
higher duties allowance (hda)
225.
payment of hda
225.1
provisions relating to hda are in clauses 187.1 to 189.1.
official travel (domestic)
226.
principle
226.1
employees will have access to reasonable standards of travel, accommodation and
meals and be compensated for additional expenses which are required while
travelling on official business on behalf of the abs.
227.
payment of travel costs
227.1
accommodation and taxi fares will be paid on an actual cost basis using an
australian government credit card. employees will be provided with a prepaid
allowance for meals and incidentals. other reasonable travel costs as determined by |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4079 | travel | official travel (domestic)
226.
principle
226.1
employees will have access to reasonable standards of travel, accommodation and
meals and be compensated for additional expenses which are required while
travelling on official business on behalf of the abs.
227.
payment of travel costs
227.1
accommodation and taxi fares will be paid on an actual cost basis using an
australian government credit card. employees will be provided with a prepaid
allowance for meals and incidentals. other reasonable travel costs as determined by
the australian statistician will be reimbursed.
228.
travel rates
228.1
current rates for travel related allowances are in abs guidelines. these rates will
be adjusted in line with advice provided by agreed accredited providers and other |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4086 | travel | employees will have access to reasonable standards of travel, accommodation and
meals and be compensated for additional expenses which are required while
travelling on official business on behalf of the abs.
227.
payment of travel costs
227.1
accommodation and taxi fares will be paid on an actual cost basis using an
australian government credit card. employees will be provided with a prepaid
allowance for meals and incidentals. other reasonable travel costs as determined by
the australian statistician will be reimbursed.
228.
travel rates
228.1
current rates for travel related allowances are in abs guidelines. these rates will
be adjusted in line with advice provided by agreed accredited providers and other
recognised sources.
229.
part day travel
229.1 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4088 | travel | travelling on official business on behalf of the abs.
227.
payment of travel costs
227.1
accommodation and taxi fares will be paid on an actual cost basis using an
australian government credit card. employees will be provided with a prepaid
allowance for meals and incidentals. other reasonable travel costs as determined by
the australian statistician will be reimbursed.
228.
travel rates
228.1
current rates for travel related allowances are in abs guidelines. these rates will
be adjusted in line with advice provided by agreed accredited providers and other
recognised sources.
229.
part day travel
229.1
an employee who is required to be absent from their usual place of work on official |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4092 | travel | payment of travel costs
227.1
accommodation and taxi fares will be paid on an actual cost basis using an
australian government credit card. employees will be provided with a prepaid
allowance for meals and incidentals. other reasonable travel costs as determined by
the australian statistician will be reimbursed.
228.
travel rates
228.1
current rates for travel related allowances are in abs guidelines. these rates will
be adjusted in line with advice provided by agreed accredited providers and other
recognised sources.
229.
part day travel
229.1
an employee who is required to be absent from their usual place of work on official
business for a period of not less than ten hours, but who is not absent overnight, will
be paid an allowance of $40.00 which will apply during the life of the agreement.
230. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4098 | travel | allowance for meals and incidentals. other reasonable travel costs as determined by
the australian statistician will be reimbursed.
228.
travel rates
228.1
current rates for travel related allowances are in abs guidelines. these rates will
be adjusted in line with advice provided by agreed accredited providers and other
recognised sources.
229.
part day travel
229.1
an employee who is required to be absent from their usual place of work on official
business for a period of not less than ten hours, but who is not absent overnight, will
be paid an allowance of $40.00 which will apply during the life of the agreement.
230.
recognition of travel time
230.1
where an employee is required to undertake official travel within the bandwidth, time |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4103 | travel | travel rates
228.1
current rates for travel related allowances are in abs guidelines. these rates will
be adjusted in line with advice provided by agreed accredited providers and other
recognised sources.
229.
part day travel
229.1
an employee who is required to be absent from their usual place of work on official
business for a period of not less than ten hours, but who is not absent overnight, will
be paid an allowance of $40.00 which will apply during the life of the agreement.
230.
recognition of travel time
230.1
where an employee is required to undertake official travel within the bandwidth, time
will be recorded as work hours.
230.2
where an employee who is eligible for flextime is required to undertake official travel |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4107 | travel | current rates for travel related allowances are in abs guidelines. these rates will
be adjusted in line with advice provided by agreed accredited providers and other
recognised sources.
229.
part day travel
229.1
an employee who is required to be absent from their usual place of work on official
business for a period of not less than ten hours, but who is not absent overnight, will
be paid an allowance of $40.00 which will apply during the life of the agreement.
230.
recognition of travel time
230.1
where an employee is required to undertake official travel within the bandwidth, time
will be recorded as work hours.
230.2
where an employee who is eligible for flextime is required to undertake official travel
outside the bandwidth, the associated travel time may be claimed as flextime at
single time rate.
231. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4113 | travel | part day travel
229.1
an employee who is required to be absent from their usual place of work on official
business for a period of not less than ten hours, but who is not absent overnight, will
be paid an allowance of $40.00 which will apply during the life of the agreement.
230.
recognition of travel time
230.1
where an employee is required to undertake official travel within the bandwidth, time
will be recorded as work hours.
230.2
where an employee who is eligible for flextime is required to undertake official travel
outside the bandwidth, the associated travel time may be claimed as flextime at
single time rate.
231.
class of travel
231.1
where required to travel on official abs business within australia and new zealand, |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4123 | travel | recognition of travel time
230.1
where an employee is required to undertake official travel within the bandwidth, time
will be recorded as work hours.
230.2
where an employee who is eligible for flextime is required to undertake official travel
outside the bandwidth, the associated travel time may be claimed as flextime at
single time rate.
231.
class of travel
231.1
where required to travel on official abs business within australia and new zealand,
employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4123 | recognition of travel time | recognition of travel time
230.1
where an employee is required to undertake official travel within the bandwidth, time
will be recorded as work hours.
230.2
where an employee who is eligible for flextime is required to undertake official travel
outside the bandwidth, the associated travel time may be claimed as flextime at
single time rate.
231.
class of travel
231.1
where required to travel on official abs business within australia and new zealand,
employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4127 | travel | where an employee is required to undertake official travel within the bandwidth, time
will be recorded as work hours.
230.2
where an employee who is eligible for flextime is required to undertake official travel
outside the bandwidth, the associated travel time may be claimed as flextime at
single time rate.
231.
class of travel
231.1
where required to travel on official abs business within australia and new zealand,
employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4127 | bandwidth | where an employee is required to undertake official travel within the bandwidth, time
will be recorded as work hours.
230.2
where an employee who is eligible for flextime is required to undertake official travel
outside the bandwidth, the associated travel time may be claimed as flextime at
single time rate.
231.
class of travel
231.1
where required to travel on official abs business within australia and new zealand,
employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4132 | flextime | where an employee who is eligible for flextime is required to undertake official travel
outside the bandwidth, the associated travel time may be claimed as flextime at
single time rate.
231.
class of travel
231.1
where required to travel on official abs business within australia and new zealand,
employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus
reasonable travelling time between the arrival at their destination and the
commencement of duty on the next day.
233.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4132 | travel | where an employee who is eligible for flextime is required to undertake official travel
outside the bandwidth, the associated travel time may be claimed as flextime at
single time rate.
231.
class of travel
231.1
where required to travel on official abs business within australia and new zealand,
employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus
reasonable travelling time between the arrival at their destination and the
commencement of duty on the next day.
233.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4133 | flextime | outside the bandwidth, the associated travel time may be claimed as flextime at
single time rate.
231.
class of travel
231.1
where required to travel on official abs business within australia and new zealand,
employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus
reasonable travelling time between the arrival at their destination and the
commencement of duty on the next day.
233.
airline lounge memberships |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4133 | travel | outside the bandwidth, the associated travel time may be claimed as flextime at
single time rate.
231.
class of travel
231.1
where required to travel on official abs business within australia and new zealand,
employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus
reasonable travelling time between the arrival at their destination and the
commencement of duty on the next day.
233.
airline lounge memberships |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4133 | bandwidth | outside the bandwidth, the associated travel time may be claimed as flextime at
single time rate.
231.
class of travel
231.1
where required to travel on official abs business within australia and new zealand,
employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus
reasonable travelling time between the arrival at their destination and the
commencement of duty on the next day.
233.
airline lounge memberships |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4138 | travel | class of travel
231.1
where required to travel on official abs business within australia and new zealand,
employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus
reasonable travelling time between the arrival at their destination and the
commencement of duty on the next day.
233.
airline lounge memberships
233.1
frequent travellers will be entitled to one airline lounge membership per annum.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4142 | travel | where required to travel on official abs business within australia and new zealand,
employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus
reasonable travelling time between the arrival at their destination and the
commencement of duty on the next day.
233.
airline lounge memberships
233.1
frequent travellers will be entitled to one airline lounge membership per annum.
234.
reimbursement of additional caring costs
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4143 | travel | employees will be entitled to economy class air travel or an alternate mode of travel
where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus
reasonable travelling time between the arrival at their destination and the
commencement of duty on the next day.
233.
airline lounge memberships
233.1
frequent travellers will be entitled to one airline lounge membership per annum.
234.
reimbursement of additional caring costs
234.1 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4144 | travel | where group travel makes this more cost effective or where air travel is not
available. employees must also follow government and abs policy when air flights
are being booked.
50
232.
minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus
reasonable travelling time between the arrival at their destination and the
commencement of duty on the next day.
233.
airline lounge memberships
233.1
frequent travellers will be entitled to one airline lounge membership per annum.
234.
reimbursement of additional caring costs
234.1
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4152 | travel | minimum break after evening travel
232.1
where possible, employees should have eight consecutive hours off duty plus
reasonable travelling time between the arrival at their destination and the
commencement of duty on the next day.
233.
airline lounge memberships
233.1
frequent travellers will be entitled to one airline lounge membership per annum.
234.
reimbursement of additional caring costs
234.1
employees with caring responsibilities, who are required to travel outside the
bandwidth, will be entitled to reimbursement of costs for commercial caring services
where the normal caring arrangements are not available.
235.
additional information
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4157 | travel | reasonable travelling time between the arrival at their destination and the
commencement of duty on the next day.
233.
airline lounge memberships
233.1
frequent travellers will be entitled to one airline lounge membership per annum.
234.
reimbursement of additional caring costs
234.1
employees with caring responsibilities, who are required to travel outside the
bandwidth, will be entitled to reimbursement of costs for commercial caring services
where the normal caring arrangements are not available.
235.
additional information
235.1
further information about official travel including airline lounge membership and
domestic travel is in abs guidelines.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4166 | travel | frequent travellers will be entitled to one airline lounge membership per annum.
234.
reimbursement of additional caring costs
234.1
employees with caring responsibilities, who are required to travel outside the
bandwidth, will be entitled to reimbursement of costs for commercial caring services
where the normal caring arrangements are not available.
235.
additional information
235.1
further information about official travel including airline lounge membership and
domestic travel is in abs guidelines.
official travel (international)
236.
international travel
236.1
where required to undertake international travel, other than to new zealand, on
official abs business, employees will be entitled to business class air travel. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4174 | travel | employees with caring responsibilities, who are required to travel outside the
bandwidth, will be entitled to reimbursement of costs for commercial caring services
where the normal caring arrangements are not available.
235.
additional information
235.1
further information about official travel including airline lounge membership and
domestic travel is in abs guidelines.
official travel (international)
236.
international travel
236.1
where required to undertake international travel, other than to new zealand, on
official abs business, employees will be entitled to business class air travel.
236.2
information for employees required to undertake international travel is in abs
guidelines.
international assignments
237. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4175 | bandwidth | bandwidth, will be entitled to reimbursement of costs for commercial caring services
where the normal caring arrangements are not available.
235.
additional information
235.1
further information about official travel including airline lounge membership and
domestic travel is in abs guidelines.
official travel (international)
236.
international travel
236.1
where required to undertake international travel, other than to new zealand, on
official abs business, employees will be entitled to business class air travel.
236.2
information for employees required to undertake international travel is in abs
guidelines.
international assignments
237.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4184 | travel | further information about official travel including airline lounge membership and
domestic travel is in abs guidelines.
official travel (international)
236.
international travel
236.1
where required to undertake international travel, other than to new zealand, on
official abs business, employees will be entitled to business class air travel.
236.2
information for employees required to undertake international travel is in abs
guidelines.
international assignments
237.
conditions
237.1
in determining the appropriate conditions and rates, the abs may be guided by the
conditions of service extended to employees of the department of foreign affairs
and trade and material available from accredited providers.
237.2 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4185 | travel | domestic travel is in abs guidelines.
official travel (international)
236.
international travel
236.1
where required to undertake international travel, other than to new zealand, on
official abs business, employees will be entitled to business class air travel.
236.2
information for employees required to undertake international travel is in abs
guidelines.
international assignments
237.
conditions
237.1
in determining the appropriate conditions and rates, the abs may be guided by the
conditions of service extended to employees of the department of foreign affairs
and trade and material available from accredited providers.
237.2
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4187 | travel | official travel (international)
236.
international travel
236.1
where required to undertake international travel, other than to new zealand, on
official abs business, employees will be entitled to business class air travel.
236.2
information for employees required to undertake international travel is in abs
guidelines.
international assignments
237.
conditions
237.1
in determining the appropriate conditions and rates, the abs may be guided by the
conditions of service extended to employees of the department of foreign affairs
and trade and material available from accredited providers.
237.2
further information about international assignments and entitlements is in abs
guidelines. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4190 | travel | international travel
236.1
where required to undertake international travel, other than to new zealand, on
official abs business, employees will be entitled to business class air travel.
236.2
information for employees required to undertake international travel is in abs
guidelines.
international assignments
237.
conditions
237.1
in determining the appropriate conditions and rates, the abs may be guided by the
conditions of service extended to employees of the department of foreign affairs
and trade and material available from accredited providers.
237.2
further information about international assignments and entitlements is in abs
guidelines.
motor vehicle allowance (mva)
238. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4194 | travel | where required to undertake international travel, other than to new zealand, on
official abs business, employees will be entitled to business class air travel.
236.2
information for employees required to undertake international travel is in abs
guidelines.
international assignments
237.
conditions
237.1
in determining the appropriate conditions and rates, the abs may be guided by the
conditions of service extended to employees of the department of foreign affairs
and trade and material available from accredited providers.
237.2
further information about international assignments and entitlements is in abs
guidelines.
motor vehicle allowance (mva)
238.
purpose
238.1 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4195 | travel | official abs business, employees will be entitled to business class air travel.
236.2
information for employees required to undertake international travel is in abs
guidelines.
international assignments
237.
conditions
237.1
in determining the appropriate conditions and rates, the abs may be guided by the
conditions of service extended to employees of the department of foreign affairs
and trade and material available from accredited providers.
237.2
further information about international assignments and entitlements is in abs
guidelines.
motor vehicle allowance (mva)
238.
purpose
238.1
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4199 | travel | information for employees required to undertake international travel is in abs
guidelines.
international assignments
237.
conditions
237.1
in determining the appropriate conditions and rates, the abs may be guided by the
conditions of service extended to employees of the department of foreign affairs
and trade and material available from accredited providers.
237.2
further information about international assignments and entitlements is in abs
guidelines.
motor vehicle allowance (mva)
238.
purpose
238.1
mva is payable as reimbursement for motor fuel and normal wear and tear where
approval is given for an employee to use a private motor vehicle for official
purposes.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4300 | overtime | overtime meal allowance (oma)
242.
purpose
242.1
oma provides reasonable compensation to employees who are required to work
overtime beyond a prescribed meal period.
243.
prescribed meal periods
243.1
meal periods for the purposes of oma are: 7:00pm to 7:30pm, 1:00am to 1:30am,
6:30am to 7:00am and 12:30pm to 1:00pm.
244.
rate and method of adjustment
244.1
the oma rate payable from the date this agreement comes into effect is $30.60.
these rates will be adjusted annually in line with rates provided by the subscription
service provider.
restriction allowance |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4308 | overtime | overtime beyond a prescribed meal period.
243.
prescribed meal periods
243.1
meal periods for the purposes of oma are: 7:00pm to 7:30pm, 1:00am to 1:30am,
6:30am to 7:00am and 12:30pm to 1:00pm.
244.
rate and method of adjustment
244.1
the oma rate payable from the date this agreement comes into effect is $30.60.
these rates will be adjusted annually in line with rates provided by the subscription
service provider.
restriction allowance
245.
purpose
245.1
restriction allowance is payable where abs requires an aps1 to aps6 employee,
and in exceptional circumstances an el1 employee, to be contactable and available |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4361 | overtime | an employee cannot work overtime and be paid restriction allowance for the same
period.
247.
abs issue
247.1
aps1 to aps6 employees who are restricted under these provisions will be provided
with access to appropriate abs issued communications technology, where required
for operational purposes.
first aid allowance
248.
eligibility
248.1
where an employee possesses a current first aid certificate (senior first aid level
or equivalent) and has recognised first aid responsibilities within the abs, the
employee will be paid a first aid allowance of $22.57 per fortnight from the
commencement of this agreement. the rate will be increased by, and at the time of,
the general salary increases specified at clause 9.1(b) and (c) of this agreement.
249.
additional information
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4469 | travel | travel allowance (first 21 days) and rental assistance; and
bond advance, disturbance allowance (greater than 12 months), pet relocation
expenses, pre-transfer search and reunion visits.
where the abs advertises a vacancy that results in a temporary relocation of an
employee, or an employee relocates to meet the business needs of the abs, for
less than three months, relocation assistance will be provided for:
a.
b.
c.
d.
transport to new location;
temporary accommodation;
travel allowance (first 21 days) and rental assistance; and
bond advance and pre-transfer search.
253.5
where an employee relocates for personal reasons, the employee may receive
relocation assistance at the discretion of the australian statistician.
254.
access for new employees
254.1
relocation assistance will be provided to ongoing employees on engagement, for:
a. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4469 | travel allowance | travel allowance (first 21 days) and rental assistance; and
bond advance, disturbance allowance (greater than 12 months), pet relocation
expenses, pre-transfer search and reunion visits.
where the abs advertises a vacancy that results in a temporary relocation of an
employee, or an employee relocates to meet the business needs of the abs, for
less than three months, relocation assistance will be provided for:
a.
b.
c.
d.
transport to new location;
temporary accommodation;
travel allowance (first 21 days) and rental assistance; and
bond advance and pre-transfer search.
253.5
where an employee relocates for personal reasons, the employee may receive
relocation assistance at the discretion of the australian statistician.
254.
access for new employees
254.1
relocation assistance will be provided to ongoing employees on engagement, for:
a. |
| ABSEnterpriseAgreement2019_Signed (1).txt | 4483 | travel | travel allowance (first 21 days) and rental assistance; and
bond advance and pre-transfer search.
253.5
where an employee relocates for personal reasons, the employee may receive
relocation assistance at the discretion of the australian statistician.
254.
access for new employees
254.1
relocation assistance will be provided to ongoing employees on engagement, for:
a.
b.
c.
d.
transport to new location;
uplift of furniture and effects;
temporary accommodation; and
bond advance, pet relocation expenses and pre-transfer search.
254.2
on engagement, non-ongoing employees may receive relocation assistance at the
discretion of the australian statistician.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 4483 | travel allowance | travel allowance (first 21 days) and rental assistance; and
bond advance and pre-transfer search.
253.5
where an employee relocates for personal reasons, the employee may receive
relocation assistance at the discretion of the australian statistician.
254.
access for new employees
254.1
relocation assistance will be provided to ongoing employees on engagement, for:
a.
b.
c.
d.
transport to new location;
uplift of furniture and effects;
temporary accommodation; and
bond advance, pet relocation expenses and pre-transfer search.
254.2
on engagement, non-ongoing employees may receive relocation assistance at the
discretion of the australian statistician.
|
| ABSEnterpriseAgreement2019_Signed (1).txt | 5927 | long service leave | b. for long service leave, a calendar year; and
c. for personal leave, a personal leave year.
agreement means the australian bureau of statistics enterprise agreement 2019.
approved students means those employees who have completed the study support
application and had their application approved.
aps means the australian public service, and includes the australian bureau of statistics.
australian statistician means the australian statistician or delegate.
casual employee means a non-ongoing employee who is engaged on an irregular or
intermittent contract.
de facto partner means a person who, although not legally married to the employee, lives
with the employee in a relationship as a couple on a genuine domestic basis (whether the
employee and the person are of the same sex or different sexes).
eligible adoptive child means:
a. a child who is, or will be, under 16 as at the day of placement, or the expected day of
placement; and
b. a child who has not or will have not, lived continuously with the employee for a period
of six months or more as at the day of placement, or the expected day of placement;
and
c. a child who is not (otherwise than because of the adoption) a child of the employee or
the employee’s spouse or de facto partner.
eligible foster child means:
a. a child who has been placed in a fostering arrangement of at least six months, by a
person or organisation with statutory responsibility for the placement of the child; and
b. a child who is, or will be, under 16 as at the day of placement, or the expected day of
placement; and
c. a child who is not (otherwise than as a result of the permanent fostering arrangement)
a child of the employee or the employee’s spouse or de facto partner; and
d. a child who is not expected to return to their family.
65 |
| ABSEnterpriseAgreement2019_Signed (1).txt | 5977 | travel | frequent travellers means those employees who are required to undertake 12 or more
airline flights per year on abs business.
immediate family means:
a. a spouse or de facto partner of the employee irrespective of gender (including a
former spouse or de facto partner); and/or
b. any person dependant on the employee for care or support such as a relation by
blood; and/or
c. a child (including an adopted child, a step-child, foster child, or an ex-nuptial child),
parent, grandparent, grandchild or sibling of the employee; and/or
d. a child (including an adopted child, a step-child, foster child or an ex-nuptial child),
parent, grandparent, grandchild or sibling of the employee’s spouse or de facto
partner; and/or
e. traditional kinship where there is a relationship, or obligation, under the customs and
traditions of the community or group to which the employee belongs.
irregular or intermittent refers to employment where the duties to be performed are on an
'on call' basis and there is no regular pattern of hours.
nominal (salary) means the salary payable at the employee's substantive classification.
non-ongoing employee means a person engaged under section 22 of the public service
act 1999 for:
a. specified term; or
b. the duration of a specified task; or
c. duties that are irregular or intermittent.
66
ongoing employee means an employee engaged as an ongoing employee by the abs
under section 22 of the public service act 1999.
personal leave year means the period commencing on the date an employee receives their
personal leave credit and ending on the day immediately before they receive their next
personal leave credit. for most people this will be 12 months. however, leave without |
| ABSEnterpriseAgreement2019_Signed (1).txt | 6057 | travel | excess travel time
community language allowance (allowance rate
will be adjusted by, and at the time of, general
salary increases specified in clause 9.1)
tropical and temperate clothing allowances
reimbursement of fares for relative who visits sick
employee
68
attachment d
supported wage schedule
d.1 this schedule defines the conditions which will apply to employees who because of the
effects of a disability are eligible for a supported wage under the terms of this agreement.
d.2 in this schedule:
approved assessor means a person accredited by the management unit established by the
commonwealth under the supported wage system to perform assessments of an individual’s
productive capacity within the supported wage system.
assessment instrument means the tool provided for under the supported wage system that
records the assessment of the productive capacity of the person to be employed under the
supported wage system. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 508 | bandwidth | bandwidth
3.5
the bandwidth during which employees may work their ordinary hours will be 12 hours in length,
monday to friday, usually 7.00 am to 7.00 pm.
3.6
for operational requirements, the delegate may vary the starting and finishing times for the 12-hour
bandwidth for a workplace, after consultation with the affected employees in accordance with clause
2.17 to 2.23 of this agreement.
recording working hours
3.7
employees are required to record the times they commence and finish work (including breaks) each
day.
3.8
over a four-week settlement period the standard total working hours for full-time employees is 150.
3.9
part-time employees are required to record their hours based on their agreed part-time working
arrangement.
advising absence
3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised
before they would normally commence, unless it is not reasonable to do so. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 511 | bandwidth | the bandwidth during which employees may work their ordinary hours will be 12 hours in length,
monday to friday, usually 7.00 am to 7.00 pm.
3.6
for operational requirements, the delegate may vary the starting and finishing times for the 12-hour
bandwidth for a workplace, after consultation with the affected employees in accordance with clause
2.17 to 2.23 of this agreement.
recording working hours
3.7
employees are required to record the times they commence and finish work (including breaks) each
day.
3.8
over a four-week settlement period the standard total working hours for full-time employees is 150.
3.9
part-time employees are required to record their hours based on their agreed part-time working
arrangement.
advising absence
3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised
before they would normally commence, unless it is not reasonable to do so.
meal breaks
3.11 when an employee has worked for five hours continuously they must take a break of at least
30 minutes, except when their hours to be worked on that day are no more than six hours and the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 517 | bandwidth | bandwidth for a workplace, after consultation with the affected employees in accordance with clause
2.17 to 2.23 of this agreement.
recording working hours
3.7
employees are required to record the times they commence and finish work (including breaks) each
day.
3.8
over a four-week settlement period the standard total working hours for full-time employees is 150.
3.9
part-time employees are required to record their hours based on their agreed part-time working
arrangement.
advising absence
3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised
before they would normally commence, unless it is not reasonable to do so.
meal breaks
3.11 when an employee has worked for five hours continuously they must take a break of at least
30 minutes, except when their hours to be worked on that day are no more than six hours and the
employee has requested to work beyond the five-hour period.
lactation breaks
3.12 nursing mothers are entitled to take lactation breaks as and when needed. it is expected that
employees will discuss these arrangements with their manager. suitable facilities will be provided
where possible.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 567 | flextime | flextime
3.17 flextime applies to employees in classifications at the aps 1 to aps 6 levels (except those who work
on a shift roster or fixed daily hours basis) and enables employees to build up and make use of
working time credits. further information on flextime and flex leave is contained in the department’s
working arrangements policy.
3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be
carried over from one settlement period to the next. the delegate may agree to a higher carryover of
credit or debit in exceptional circumstances. managers and employees will take joint responsibility to
maintain flex credits and debits within these limits. managers will facilitate opportunities for employees
to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds
the maximum flex debit at the end of the settlement period, the excess debit may be treated as an
overpayment of salary and the department may take steps to recover the overpayment in accordance
with clause 4.46.
3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits.
3.20 in exceptional circumstances the department may require employees to work extended hours within
the bandwidth (i.e. flextime) to meet high-priority operational requirements.
3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable
bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 568 | flextime | 3.17 flextime applies to employees in classifications at the aps 1 to aps 6 levels (except those who work
on a shift roster or fixed daily hours basis) and enables employees to build up and make use of
working time credits. further information on flextime and flex leave is contained in the department’s
working arrangements policy.
3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be
carried over from one settlement period to the next. the delegate may agree to a higher carryover of
credit or debit in exceptional circumstances. managers and employees will take joint responsibility to
maintain flex credits and debits within these limits. managers will facilitate opportunities for employees
to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds
the maximum flex debit at the end of the settlement period, the excess debit may be treated as an
overpayment of salary and the department may take steps to recover the overpayment in accordance
with clause 4.46.
3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits.
3.20 in exceptional circumstances the department may require employees to work extended hours within
the bandwidth (i.e. flextime) to meet high-priority operational requirements.
3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable
bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 570 | flextime | working time credits. further information on flextime and flex leave is contained in the department’s
working arrangements policy.
3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be
carried over from one settlement period to the next. the delegate may agree to a higher carryover of
credit or debit in exceptional circumstances. managers and employees will take joint responsibility to
maintain flex credits and debits within these limits. managers will facilitate opportunities for employees
to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds
the maximum flex debit at the end of the settlement period, the excess debit may be treated as an
overpayment of salary and the department may take steps to recover the overpayment in accordance
with clause 4.46.
3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits.
3.20 in exceptional circumstances the department may require employees to work extended hours within
the bandwidth (i.e. flextime) to meet high-priority operational requirements.
3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable
bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 582 | flextime | the bandwidth (i.e. flextime) to meet high-priority operational requirements.
3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable
bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 582 | bandwidth | the bandwidth (i.e. flextime) to meet high-priority operational requirements.
3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable
bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 584 | overtime | bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 584 | bandwidth | bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 588 | travel | 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 589 | travel | employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 590 | flextime | removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider: |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 591 | flextime | 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 596 | flextime | be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a.
b.
c.
operational requirements
impact on the team and |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 596 | overtime | be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a.
b.
c.
operational requirements
impact on the team and |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 597 | flextime | when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a.
b.
c.
operational requirements
impact on the team and
any personal circumstances behind the request. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 599 | flextime | 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a.
b.
c.
operational requirements
impact on the team and
any personal circumstances behind the request.
3.31 any employee returning from parental or maternity leave will have the right to work part-time hours |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 599 | flextime provisions | 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a.
b.
c.
operational requirements
impact on the team and
any personal circumstances behind the request.
3.31 any employee returning from parental or maternity leave will have the right to work part-time hours |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 628 | maternity leave | 3.31 any employee returning from parental or maternity leave will have the right to work part-time hours
during the period within two years of the birth (or, in the case of adoption or permanent care, within
two years of the placement) of the child. beyond this period, approval will be given in accordance with
the part-time provisions of this agreement unless part-time work does not meet operational
requirements.
3.32 part-time work arrangements must be set out in a written part-time work agreement between the
employee and their manager specifying the days and hours to be worked during a settlement period.
these arrangements should be reviewed on an annual basis, at a minimum. the part-time work
agreement must ensure that any single period of attendance is no less than three hours and 45
minutes in any one day and no less than seven hours and 30 minutes in any one week.
3.33 at the expiry of a part-time work agreement the delegate will consider any request from the employee
for a new part-time work agreement in accordance with clauses 3.30 and 3.32 and subject to 3.28.
8
3.34 a part-time employee may convert to full-time hours before the expiry of their part-time work
agreement only with the delegate’s approval. part-time employees will not be required to extend or
change their part-time work arrangements or to convert to full-time hours before the expiry of their
part-time work agreement without their agreement.
job sharing
3.35 the department encourages and will facilitate the use of job-sharing arrangements where feasible.
part-time work can be used for job-sharing arrangements where both employees are at the same
classification level. all parties to the arrangement must complete a written agreement setting out the
conditions of the arrangement.
public holidays
3.36 employees will be entitled to the following public holidays:
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 684 | overtime | make-up time at times to be agreed, without entitlement to overtime payment.
3.39 an employee, other than a shiftworker, who is absent on a day or part-day that is a public holiday in
the place where the employee is based for work purposes is entitled to be paid for the part- or full-day
absence as if that day or part-day was not a public holiday, except where that employee would not
normally have worked on that day.
3.40 an employee who is on unpaid leave that includes both the working day before and the working day
after a public holiday (or consecutive public holidays) will not receive payment for this (these) public
holiday(s). the holidays occurring between christmas and new year each year will be regarded as
consecutive.
3.41 employees who receive a loading in lieu of leave entitlements (clause 4.5 of this agreement) will not
receive payment for a public holiday unless they work on the public holiday.
3.42 payment of temporary reassignment of duties allowance at a higher level for a public holiday is only
payable where the employee is in receipt of that allowance on both the working day before and the
working day after the public holiday.
9
christmas closedown
3.43 the department will close its normal operations from close of business on the last working day before
christmas and resume normal operations on the first working day after new year’s day.
3.44 employees will be provided with time off for the weekdays between christmas and new year’s day
and will be paid in accordance with their ordinary hours of work. where an employee is absent on
leave, payment for the christmas closedown provision will be in accordance with the entitlement for
that form of leave (e.g. if they are on long service leave at half pay, payment is at half pay).
3.45 there will be no deduction from annual or personal/carer’s leave credits for the closedown days.
3.46 duty performed on the weekday immediately following the boxing day public holiday or its substitute
will be paid as public holiday duty.
3.47 in cases where employees are required by their manager to work on the second or third weekday
following the boxing day public holiday or its substitute, they must be provided with two days of time
off in lieu to be taken within four weeks of new year’s day or an alternative time agreed between the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 707 | long service leave | that form of leave (e.g. if they are on long service leave at half pay, payment is at half pay).
3.45 there will be no deduction from annual or personal/carer’s leave credits for the closedown days.
3.46 duty performed on the weekday immediately following the boxing day public holiday or its substitute
will be paid as public holiday duty.
3.47 in cases where employees are required by their manager to work on the second or third weekday
following the boxing day public holiday or its substitute, they must be provided with two days of time
off in lieu to be taken within four weeks of new year’s day or an alternative time agreed between the
employee and their manager.
overtime duty
3.48 employees working at the aps 1 to aps 6 classification level who are required by their manager to
work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject
to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 716 | overtime | overtime duty
3.48 employees working at the aps 1 to aps 6 classification level who are required by their manager to
work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject
to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 718 | overtime | work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject
to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 718 | bandwidth | work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject
to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 719 | travel | to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 719 | overtime | to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 721 | overtime | 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 721 | bandwidth | 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 725 | overtime | situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 726 | flextime | the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 726 | bandwidth | the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 728 | overtime | work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 729 | overtime | 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 730 | overtime | debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 732 | travel | 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 738 | overtime | payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 739 | overtime | that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
public holidays (within |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 741 | overtime | overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
public holidays (within
ordinary hours)
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 742 | overtime | 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
public holidays (within
ordinary hours)
1½ hours for each hour worked (as employees are already |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 747 | overtime | overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
public holidays (within
ordinary hours)
1½ hours for each hour worked (as employees are already
receiving payment for the public holiday at single-time rates)
public holidays (outside
ordinary hours)
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 752 | bandwidth | (outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
public holidays (within
ordinary hours)
1½ hours for each hour worked (as employees are already
receiving payment for the public holiday at single-time rates)
public holidays (outside
ordinary hours)
2½ hours for each hour worked
minimum period for overtime payment on weekends and public holidays
3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime
on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 779 | overtime | minimum period for overtime payment on weekends and public holidays
3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime
on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate
overtime rate.
emergency duty
3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an
employee is called on duty to respond to an emergency at a time when they would not normally have
been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be
paid for the emergency duty at double their regular rate of pay. the period for which this emergency
payment will be made will include time necessarily spent travelling to and from duty. the minimum
payment under this clause will be two hours at double the regular rate of pay.
overtime for executive level employees
3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 780 | overtime | 3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime
on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate
overtime rate.
emergency duty
3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an
employee is called on duty to respond to an emergency at a time when they would not normally have
been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be
paid for the emergency duty at double their regular rate of pay. the period for which this emergency
payment will be made will include time necessarily spent travelling to and from duty. the minimum
payment under this clause will be two hours at double the regular rate of pay.
overtime for executive level employees
3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 782 | overtime | overtime rate.
emergency duty
3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an
employee is called on duty to respond to an emergency at a time when they would not normally have
been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be
paid for the emergency duty at double their regular rate of pay. the period for which this emergency
payment will be made will include time necessarily spent travelling to and from duty. the minimum
payment under this clause will be two hours at double the regular rate of pay.
overtime for executive level employees
3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 788 | travel | payment will be made will include time necessarily spent travelling to and from duty. the minimum
payment under this clause will be two hours at double the regular rate of pay.
overtime for executive level employees
3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 790 | overtime | overtime for executive level employees
3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 791 | overtime | 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 794 | overtime | 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 797 | overtime | a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 798 | overtime | b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 799 | overtime | c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten
working days notice because of the sickness or unanticipated absence of another employee. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 802 | overtime | generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten
working days notice because of the sickness or unanticipated absence of another employee.
3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days
off with another employee by mutual agreement, and the consent of the manager. shifts and rostered
days off must not be exchanged if the arrangement would entitle either employee to an overtime payment. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 813 | flextime | or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten
working days notice because of the sickness or unanticipated absence of another employee.
3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days
off with another employee by mutual agreement, and the consent of the manager. shifts and rostered
days off must not be exchanged if the arrangement would entitle either employee to an overtime payment.
3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one
day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid
one days pay at ordinary rates.
3.65 the manager may remove an employee or group of employees from a shiftwork roster to work
ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and
providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily
hours) for four years or more, salary maintenance for a three month period (including the 28 day
notice period) will be provided.
3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work
additional hours, they will receive overtime payments for all duty performed outside their rostered or
fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 814 | maternity leave | not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten
working days notice because of the sickness or unanticipated absence of another employee.
3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days
off with another employee by mutual agreement, and the consent of the manager. shifts and rostered
days off must not be exchanged if the arrangement would entitle either employee to an overtime payment.
3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one
day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid
one days pay at ordinary rates.
3.65 the manager may remove an employee or group of employees from a shiftwork roster to work
ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and
providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily
hours) for four years or more, salary maintenance for a three month period (including the 28 day
notice period) will be provided.
3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work
additional hours, they will receive overtime payments for all duty performed outside their rostered or
fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
subject to operational requirements and approval of the delegate. where an employee ceases |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 825 | overtime | by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten
working days notice because of the sickness or unanticipated absence of another employee.
3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days
off with another employee by mutual agreement, and the consent of the manager. shifts and rostered
days off must not be exchanged if the arrangement would entitle either employee to an overtime payment.
3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one
day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid
one days pay at ordinary rates.
3.65 the manager may remove an employee or group of employees from a shiftwork roster to work
ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and
providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily
hours) for four years or more, salary maintenance for a three month period (including the 28 day
notice period) will be provided.
3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work
additional hours, they will receive overtime payments for all duty performed outside their rostered or
fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
subject to operational requirements and approval of the delegate. where an employee ceases
employment with the department and their manager certifies that they were unable to access their
time in lieu credits prior to ceasing, they will receive payment for those credits.
3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation
of any allowance based on salary.
3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty
rates outlined in table 3.68.1.
12
table 3.68.1
rostered time of ordinary duty |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 831 | overtime | days off must not be exchanged if the arrangement would entitle either employee to an overtime payment.
3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one
day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid
one days pay at ordinary rates.
3.65 the manager may remove an employee or group of employees from a shiftwork roster to work
ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and
providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily
hours) for four years or more, salary maintenance for a three month period (including the 28 day
notice period) will be provided.
3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work
additional hours, they will receive overtime payments for all duty performed outside their rostered or
fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
subject to operational requirements and approval of the delegate. where an employee ceases
employment with the department and their manager certifies that they were unable to access their
time in lieu credits prior to ceasing, they will receive payment for those credits.
3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation
of any allowance based on salary.
3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty
rates outlined in table 3.68.1.
12
table 3.68.1
rostered time of ordinary duty
penalty rate
ordinary duty performed on a shift (monday–friday)
any part of which falls between 6.00 pm and 6.30 am
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 841 | overtime | additional hours, they will receive overtime payments for all duty performed outside their rostered or
fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
subject to operational requirements and approval of the delegate. where an employee ceases
employment with the department and their manager certifies that they were unable to access their
time in lieu credits prior to ceasing, they will receive payment for those credits.
3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation
of any allowance based on salary.
3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty
rates outlined in table 3.68.1.
12
table 3.68.1
rostered time of ordinary duty
penalty rate
ordinary duty performed on a shift (monday–friday)
any part of which falls between 6.00 pm and 6.30 am
15%
ordinary duty performed on saturday
50%
ordinary duty performed on sunday
100%
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 842 | overtime | fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
subject to operational requirements and approval of the delegate. where an employee ceases
employment with the department and their manager certifies that they were unable to access their
time in lieu credits prior to ceasing, they will receive payment for those credits.
3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation
of any allowance based on salary.
3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty
rates outlined in table 3.68.1.
12
table 3.68.1
rostered time of ordinary duty
penalty rate
ordinary duty performed on a shift (monday–friday)
any part of which falls between 6.00 pm and 6.30 am
15%
ordinary duty performed on saturday
50%
ordinary duty performed on sunday
100%
ordinary duty performed on a public holiday (or the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 846 | overtime | 3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation
of any allowance based on salary.
3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty
rates outlined in table 3.68.1.
12
table 3.68.1
rostered time of ordinary duty
penalty rate
ordinary duty performed on a shift (monday–friday)
any part of which falls between 6.00 pm and 6.30 am
15%
ordinary duty performed on saturday
50%
ordinary duty performed on sunday
100%
ordinary duty performed on a public holiday (or the
weekday immediately following the day observed as the
boxing day public holiday)
150% |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 890 | long service leave | and other paid leave (but not for periods of long service leave in any circumstances).
temporary reassignment to shiftwork
3.71 where an employee is temporarily reassigned to duties involving a shiftwork roster they will receive
either the relevant commuted penalty payment or if the temporary reassignment is for a short period
only they will apply for and be paid shift penalties in accordance with the shift work and fixed daily
hours clauses 3.59 to 3.68. if this shiftwork roster involves the employee working weekends as a part
of the roster (as for example in a ten days on, four days off roster) they will receive a day off for each
saturday and sunday worked as part of their rostered days off.
13
part 4 – remuneration
4.1
all references to amounts of salaries throughout this agreement apply to full-time employees. parttime employees are entitled to a pro rata amount of these salaries based on their part-time hours as
outlined in their part-time agreement.
payment of salary
4.2
employees will be paid fortnightly. the fortnightly rate of pay will be calculated using the following
formula: fortnightly pay = annual salary x 12/313.
4.3
employees will have their fortnightly salary paid by electronic funds transfer into a financial institution
account of their choice.
4.4 |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 928 | long service leave | long service leave, which is covered by the provisions of the long service leave (commonwealth
employees) act 1976. the loading is calculated in accordance with the employee’s base annual salary
rate. the employee will be paid for the time worked, rounded up to the nearest 15 minutes. the
minimum payment per attendance will be two hours.
junior rates
junior rates of pay will apply to the minimum pay point of the department’s aps 1/2 classification and
4.6
the minimum pay point of the department’s training broadband (unless otherwise stated), as follows.
table 4.6.1
age
rate of pay
under 18 years
60% of the aps 1/2 adult rate of pay
at 18 years
70% of the department’s aps 1/2 adult rate of pay
at 19 years
81% of the department’s aps 1/2 adult rate of pay
at 20 years
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1204 | overtime | ii. overtime rates
iii. penalty rates
iv. allowances
v. remuneration
vi. leave and leave loading and
b. the arrangement meets the genuine needs of the department and the employee in relation to
one or more of the matters mentioned in paragraph (a) and
c. the arrangement is genuinely agreed to by the delegate and the employee.
4.42 the delegate must ensure that the terms of the individual flexibility arrangement:
a. are about permitted matters under section 172 of the fw act and
b. are not unlawful terms under section 194 of the fw act and
c. result in the employee being better off overall than they would be if no arrangement were
made.
4.43 the delegate must ensure that the individual flexibility arrangement:
a. is in writing
b. includes the names of the employer and the employee and
c. is signed by the delegate and the employee and, if the employee is under 18 years of age,
signed by a parent or guardian of the employee and
d. includes details of
i. the terms of this agreement that will be varied by the arrangement and
ii. how the arrangement will vary the effect of the terms and
iii. how the employee will be better off overall in relation to the terms and conditions of
his or her employment as a result of the arrangement and
e. states the day on which the arrangement commences and, where applicable, when the
arrangement ceases.
4.44 the delegate must give the employee a copy of the individual flexibility arrangement within 14 days
after it is agreed.
4.45 the delegate or the employee may terminate the individual flexibility arrangement:
a. by giving no more than 28 days written notice to the other party to the arrangement or
b. at any time if the delegate and employee agree in writing. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1252 | salary packaging | salary packaging
4.48 all employees covered by this agreement can access the department’s salary packaging scheme.
the employee’s pre-sacrifice salary will be their salary for the purposes of this agreement. further
information is contained in the guidelines published by the department’s salary packaging provider.
salary progression
4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual
increase in their salary (substantive and/or acting) to the next higher pay point in their classification
level as set out in schedule 1 of this agreement, if on september 1 each year:
a. their performance is assessed at their annual performance review as at least fully effective
(further information is contained in the department’s pds policy)
b. they are not already receiving salary at the highest pay point of their substantive and, if
applicable, acting classification level(s) and
c. they have been receiving salary at their current pay point (substantive or acting level) for at
least the immediately preceding six months.
4.50 salary progression for eligible employees may occur on the first full pay period on or after 1
september each year. further information is contained in the department’s pds policy.
4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for
personal illness/injury, by defence reserve leave without pay or by work in another commonwealth
agency if the employee’s supervisor in that agency provides an assessment of the employee that
indicates satisfactory performance.
employer superannuation contributions
4.52 the department will make compulsory employer contributions as required by the applicable legislation
and fund requirements.
4.53 where employer contributions are to an accumulation superannuation fund the employer contribution
will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made
through salary sacrifice arrangements. this clause does not apply where a superannuation fund
cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions
for people aged over 75). |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1253 | salary packaging | 4.48 all employees covered by this agreement can access the department’s salary packaging scheme.
the employee’s pre-sacrifice salary will be their salary for the purposes of this agreement. further
information is contained in the guidelines published by the department’s salary packaging provider.
salary progression
4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual
increase in their salary (substantive and/or acting) to the next higher pay point in their classification
level as set out in schedule 1 of this agreement, if on september 1 each year:
a. their performance is assessed at their annual performance review as at least fully effective
(further information is contained in the department’s pds policy)
b. they are not already receiving salary at the highest pay point of their substantive and, if
applicable, acting classification level(s) and
c. they have been receiving salary at their current pay point (substantive or acting level) for at
least the immediately preceding six months.
4.50 salary progression for eligible employees may occur on the first full pay period on or after 1
september each year. further information is contained in the department’s pds policy.
4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for
personal illness/injury, by defence reserve leave without pay or by work in another commonwealth
agency if the employee’s supervisor in that agency provides an assessment of the employee that
indicates satisfactory performance.
employer superannuation contributions
4.52 the department will make compulsory employer contributions as required by the applicable legislation
and fund requirements.
4.53 where employer contributions are to an accumulation superannuation fund the employer contribution
will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made
through salary sacrifice arrangements. this clause does not apply where a superannuation fund
cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions
for people aged over 75).
4.54 the department will make superannuation contributions for employees who earn below the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1255 | salary packaging | information is contained in the guidelines published by the department’s salary packaging provider.
salary progression
4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual
increase in their salary (substantive and/or acting) to the next higher pay point in their classification
level as set out in schedule 1 of this agreement, if on september 1 each year:
a. their performance is assessed at their annual performance review as at least fully effective
(further information is contained in the department’s pds policy)
b. they are not already receiving salary at the highest pay point of their substantive and, if
applicable, acting classification level(s) and
c. they have been receiving salary at their current pay point (substantive or acting level) for at
least the immediately preceding six months.
4.50 salary progression for eligible employees may occur on the first full pay period on or after 1
september each year. further information is contained in the department’s pds policy.
4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for
personal illness/injury, by defence reserve leave without pay or by work in another commonwealth
agency if the employee’s supervisor in that agency provides an assessment of the employee that
indicates satisfactory performance.
employer superannuation contributions
4.52 the department will make compulsory employer contributions as required by the applicable legislation
and fund requirements.
4.53 where employer contributions are to an accumulation superannuation fund the employer contribution
will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made
through salary sacrifice arrangements. this clause does not apply where a superannuation fund
cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions
for people aged over 75).
4.54 the department will make superannuation contributions for employees who earn below the
superannuation guarantee minimum payment of $450 per month.
4.55 for employees who take half pay or unpaid parental leave (which includes maternity, adoption, |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1284 | parental leave | 4.55 for employees who take half pay or unpaid parental leave (which includes maternity, adoption,
supporting partner and foster parent’s leave), employer contributions (based on the employer
contribution amount in the full pay period immediately prior to commencing parental leave) will be
20
made for a period up to a maximum of 52 weeks, in accordance with the rules of the appropriate
superannuation scheme.
4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation
contributions will not be paid during periods of unpaid leave that do not count as service, unless
otherwise required by law.
4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that
allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer.
21
part 5 – allowances and reimbursements
5.1
all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2,
part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance.
overtime meal allowance
5.2
an employee is entitled to a meal allowance if the employee works more than two hours overtime duty
on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1286 | parental leave | contribution amount in the full pay period immediately prior to commencing parental leave) will be
20
made for a period up to a maximum of 52 weeks, in accordance with the rules of the appropriate
superannuation scheme.
4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation
contributions will not be paid during periods of unpaid leave that do not count as service, unless
otherwise required by law.
4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that
allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer.
21
part 5 – allowances and reimbursements
5.1
all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2,
part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance.
overtime meal allowance
5.2
an employee is entitled to a meal allowance if the employee works more than two hours overtime duty
on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3 |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1292 | parental leave | 4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation
contributions will not be paid during periods of unpaid leave that do not count as service, unless
otherwise required by law.
4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that
allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer.
21
part 5 – allowances and reimbursements
5.1
all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2,
part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance.
overtime meal allowance
5.2
an employee is entitled to a meal allowance if the employee works more than two hours overtime duty
on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1306 | overtime | overtime meal allowance
5.2
an employee is entitled to a meal allowance if the employee works more than two hours overtime duty
on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty
b. an employee with fixed daily hours, those hours, excluding public holidays and the
christmas closedown
c.
5.4
an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1309 | overtime | an employee is entitled to a meal allowance if the employee works more than two hours overtime duty
on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty
b. an employee with fixed daily hours, those hours, excluding public holidays and the
christmas closedown
c.
5.4
an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
salary for the purpose of calculation of restriction allowance will include additional remuneration paid
for temporary re-assignment at a higher level and any allowances in the nature of salary.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1310 | overtime | on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty
b. an employee with fixed daily hours, those hours, excluding public holidays and the
christmas closedown
c.
5.4
an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
salary for the purpose of calculation of restriction allowance will include additional remuneration paid
for temporary re-assignment at a higher level and any allowances in the nature of salary.
5.6 |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1311 | overtime | or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty
b. an employee with fixed daily hours, those hours, excluding public holidays and the
christmas closedown
c.
5.4
an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
salary for the purpose of calculation of restriction allowance will include additional remuneration paid
for temporary re-assignment at a higher level and any allowances in the nature of salary.
5.6
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1312 | overtime | additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty
b. an employee with fixed daily hours, those hours, excluding public holidays and the
christmas closedown
c.
5.4
an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
salary for the purpose of calculation of restriction allowance will include additional remuneration paid
for temporary re-assignment at a higher level and any allowances in the nature of salary.
5.6
an employee, other than an el employee, who is required to perform work or duties while restricted, |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1328 | flextime | an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
salary for the purpose of calculation of restriction allowance will include additional remuneration paid
for temporary re-assignment at a higher level and any allowances in the nature of salary.
5.6
an employee, other than an el employee, who is required to perform work or duties while restricted,
will be paid overtime for the hours actually worked. payment of overtime for any one day will be:
a. if the employee is not required to be recalled to the place of work, payment in accordance
with overtime provisions, the minimum payment being for one hour or
b. if the employee is recalled to the place of work, payment in accordance with overtime
provisions, the minimum payment being for three hours.
5.7
where an employee is on restriction and required to monitor and respond regularly to the radio, they
will be paid overtime for the first two hours of the restriction period.
5.8
the delegate may determine an alternative amount of the restriction allowance rate, which may
include the payment of overtime having regard to the circumstances of the restriction situation.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1342 | overtime | will be paid overtime for the hours actually worked. payment of overtime for any one day will be:
a. if the employee is not required to be recalled to the place of work, payment in accordance
with overtime provisions, the minimum payment being for one hour or
b. if the employee is recalled to the place of work, payment in accordance with overtime
provisions, the minimum payment being for three hours.
5.7
where an employee is on restriction and required to monitor and respond regularly to the radio, they
will be paid overtime for the first two hours of the restriction period.
5.8
the delegate may determine an alternative amount of the restriction allowance rate, which may
include the payment of overtime having regard to the circumstances of the restriction situation.
5.9
where more than one attendance or call is involved, the minimum payment provisions will not apply.
an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1344 | overtime | with overtime provisions, the minimum payment being for one hour or
b. if the employee is recalled to the place of work, payment in accordance with overtime
provisions, the minimum payment being for three hours.
5.7
where an employee is on restriction and required to monitor and respond regularly to the radio, they
will be paid overtime for the first two hours of the restriction period.
5.8
the delegate may determine an alternative amount of the restriction allowance rate, which may
include the payment of overtime having regard to the circumstances of the restriction situation.
5.9
where more than one attendance or call is involved, the minimum payment provisions will not apply.
an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
problems, and attendance to the employee’s place of work or another location to perform duties of up
to three hours where necessary. no other allowance is payable to employees if they receive a |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1345 | overtime | b. if the employee is recalled to the place of work, payment in accordance with overtime
provisions, the minimum payment being for three hours.
5.7
where an employee is on restriction and required to monitor and respond regularly to the radio, they
will be paid overtime for the first two hours of the restriction period.
5.8
the delegate may determine an alternative amount of the restriction allowance rate, which may
include the payment of overtime having regard to the circumstances of the restriction situation.
5.9
where more than one attendance or call is involved, the minimum payment provisions will not apply.
an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
problems, and attendance to the employee’s place of work or another location to perform duties of up
to three hours where necessary. no other allowance is payable to employees if they receive a
restriction allowance under this clause. if an employee in receipt of a restriction allowance is required |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1351 | overtime | will be paid overtime for the first two hours of the restriction period.
5.8
the delegate may determine an alternative amount of the restriction allowance rate, which may
include the payment of overtime having regard to the circumstances of the restriction situation.
5.9
where more than one attendance or call is involved, the minimum payment provisions will not apply.
an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
problems, and attendance to the employee’s place of work or another location to perform duties of up
to three hours where necessary. no other allowance is payable to employees if they receive a
restriction allowance under this clause. if an employee in receipt of a restriction allowance is required
to attend work, overtime is payable for the portion of attendances extending beyond three hours. this
allowance does not count as salary for superannuation purposes.
5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will
cease for the period when they are unavailable.
5.12 in exceptional cases where the employee on restriction is unavailable another employee may be
called as back-up and the manager may approve payment to the back-up employee at the appropriate |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1356 | overtime | include the payment of overtime having regard to the circumstances of the restriction situation.
5.9
where more than one attendance or call is involved, the minimum payment provisions will not apply.
an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
problems, and attendance to the employee’s place of work or another location to perform duties of up
to three hours where necessary. no other allowance is payable to employees if they receive a
restriction allowance under this clause. if an employee in receipt of a restriction allowance is required
to attend work, overtime is payable for the portion of attendances extending beyond three hours. this
allowance does not count as salary for superannuation purposes.
5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will
cease for the period when they are unavailable.
5.12 in exceptional cases where the employee on restriction is unavailable another employee may be
called as back-up and the manager may approve payment to the back-up employee at the appropriate
overtime rate. the minimum overtime payment in these circumstances will be three hours.
at sea allowance
5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a
taxable allowance as set out in schedule 2 of this agreement. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1361 | overtime | an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
problems, and attendance to the employee’s place of work or another location to perform duties of up
to three hours where necessary. no other allowance is payable to employees if they receive a
restriction allowance under this clause. if an employee in receipt of a restriction allowance is required
to attend work, overtime is payable for the portion of attendances extending beyond three hours. this
allowance does not count as salary for superannuation purposes.
5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will
cease for the period when they are unavailable.
5.12 in exceptional cases where the employee on restriction is unavailable another employee may be
called as back-up and the manager may approve payment to the back-up employee at the appropriate
overtime rate. the minimum overtime payment in these circumstances will be three hours.
at sea allowance
5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a
taxable allowance as set out in schedule 2 of this agreement.
camping allowance
5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing
for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the
journey to the campsite. the employee will also be reimbursed for any camping fees that are required. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1375 | overtime | to attend work, overtime is payable for the portion of attendances extending beyond three hours. this
allowance does not count as salary for superannuation purposes.
5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will
cease for the period when they are unavailable.
5.12 in exceptional cases where the employee on restriction is unavailable another employee may be
called as back-up and the manager may approve payment to the back-up employee at the appropriate
overtime rate. the minimum overtime payment in these circumstances will be three hours.
at sea allowance
5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a
taxable allowance as set out in schedule 2 of this agreement.
camping allowance
5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing
for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the
journey to the campsite. the employee will also be reimbursed for any camping fees that are required.
5.15 on the day of return from camping the employee is entitled to an additional camping allowance as set
out in schedule 2 to this agreement if they do not return to their normal locality until after 4.00 pm.
cadet allowance
5.16 cadet employees are entitled to an allowance, paid before the commencement of their course of
study, and to reimbursement for all compulsory study fees.
community language allowance
5.17 where the delegate determines that there is a need to regularly utilise an employee’s particular
language skills for communicating in languages other than english or utilise sign language skills, the
delegate may agree to the payment of a community language allowance (cla). the delegate will
determine the rate of cla payable based on three levels of competence. further information is
contained in the department’s community language allowance policy.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1381 | overtime | overtime rate. the minimum overtime payment in these circumstances will be three hours.
at sea allowance
5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a
taxable allowance as set out in schedule 2 of this agreement.
camping allowance
5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing
for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the
journey to the campsite. the employee will also be reimbursed for any camping fees that are required.
5.15 on the day of return from camping the employee is entitled to an additional camping allowance as set
out in schedule 2 to this agreement if they do not return to their normal locality until after 4.00 pm.
cadet allowance
5.16 cadet employees are entitled to an allowance, paid before the commencement of their course of
study, and to reimbursement for all compulsory study fees.
community language allowance
5.17 where the delegate determines that there is a need to regularly utilise an employee’s particular
language skills for communicating in languages other than english or utilise sign language skills, the
delegate may agree to the payment of a community language allowance (cla). the delegate will
determine the rate of cla payable based on three levels of competence. further information is
contained in the department’s community language allowance policy.
departmental liaison officer allowance
5.18 an employee who works as a departmental liaison officer in the office of the minister or assistant
minister associated with the department is entitled to be paid a departmental liaison officer
allowance.
study support |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1483 | travel | allowance. the allowance recognises the number of hours worked, hourly rate, travelling time and
recognition of disruption to personal time. where an employee in receipt of this allowance is required
to attend work, overtime is payable for the portion of attendances extending beyond two hours. this
allowance does not count as salary for superannuation purposes.
motor vehicle allowance
5.31 where the delegate considers that it will result in greater efficiency or involve less expense, they may
authorise an employee to use a private car owned or hired by the employee at their own expense for
official purposes. this will be subject to the employee providing proof that, for the period of the
journey, they have comprehensive insurance on the vehicle, that the vehicle is registered, and that
they possess a current driver’s licence. in these circumstances an employee may claim a motor
vehicle allowance in accordance with the rates per business kilometre as specified by the australian
taxation office.
travel expenses
5.32 employees required to travel for official work purposes will have their accommodation, meals and
other expenses met by the department. further information is contained in the department’s travel
policy.
administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1485 | overtime | to attend work, overtime is payable for the portion of attendances extending beyond two hours. this
allowance does not count as salary for superannuation purposes.
motor vehicle allowance
5.31 where the delegate considers that it will result in greater efficiency or involve less expense, they may
authorise an employee to use a private car owned or hired by the employee at their own expense for
official purposes. this will be subject to the employee providing proof that, for the period of the
journey, they have comprehensive insurance on the vehicle, that the vehicle is registered, and that
they possess a current driver’s licence. in these circumstances an employee may claim a motor
vehicle allowance in accordance with the rates per business kilometre as specified by the australian
taxation office.
travel expenses
5.32 employees required to travel for official work purposes will have their accommodation, meals and
other expenses met by the department. further information is contained in the department’s travel
policy.
administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1497 | travel | travel expenses
5.32 employees required to travel for official work purposes will have their accommodation, meals and
other expenses met by the department. further information is contained in the department’s travel
policy.
administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the
employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be
outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may
then approve payment of reasonable costs associated with relocation from one locality to another
upon engagement, promotion, movement or separation. further information is contained in the
department’s relocation assistance policy.
25
dependant care reimbursements
vacation assistance
5.36 where an employee with school-age or preschool-age children has an application for annual leave or
purchased leave during school holidays cancelled for operational reasons, the employee may be |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1498 | travel | 5.32 employees required to travel for official work purposes will have their accommodation, meals and
other expenses met by the department. further information is contained in the department’s travel
policy.
administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the
employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be
outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may
then approve payment of reasonable costs associated with relocation from one locality to another
upon engagement, promotion, movement or separation. further information is contained in the
department’s relocation assistance policy.
25
dependant care reimbursements
vacation assistance
5.36 where an employee with school-age or preschool-age children has an application for annual leave or
purchased leave during school holidays cancelled for operational reasons, the employee may be
eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1499 | travel | other expenses met by the department. further information is contained in the department’s travel
policy.
administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the
employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be
outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may
then approve payment of reasonable costs associated with relocation from one locality to another
upon engagement, promotion, movement or separation. further information is contained in the
department’s relocation assistance policy.
25
dependant care reimbursements
vacation assistance
5.36 where an employee with school-age or preschool-age children has an application for annual leave or
purchased leave during school holidays cancelled for operational reasons, the employee may be
eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in
schedule 2 as a per child per day rate. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1501 | travel | administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the
employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be
outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may
then approve payment of reasonable costs associated with relocation from one locality to another
upon engagement, promotion, movement or separation. further information is contained in the
department’s relocation assistance policy.
25
dependant care reimbursements
vacation assistance
5.36 where an employee with school-age or preschool-age children has an application for annual leave or
purchased leave during school holidays cancelled for operational reasons, the employee may be
eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in
schedule 2 as a per child per day rate.
extra dependant care costs
5.37 in recognition of dependant care responsibilities, the delegate may authorise reimbursement of |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1502 | travel | 5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the
employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be
outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may
then approve payment of reasonable costs associated with relocation from one locality to another
upon engagement, promotion, movement or separation. further information is contained in the
department’s relocation assistance policy.
25
dependant care reimbursements
vacation assistance
5.36 where an employee with school-age or preschool-age children has an application for annual leave or
purchased leave during school holidays cancelled for operational reasons, the employee may be
eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in
schedule 2 as a per child per day rate.
extra dependant care costs
5.37 in recognition of dependant care responsibilities, the delegate may authorise reimbursement of
reasonable expenses arising from additional dependant care arrangements that are necessary |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1533 | travel | a. the employee is required to travel away from their normal work location for business purposes
b. the employee is directed to be on duty for additional periods outside the employee’s ordinary
hours of work or
c. other special circumstances exist that the delegate considers justify the payment of reasonable
expenses arising from additional dependant care responsibilities.
5.38 reimbursement of such expenses is subject to the employee obtaining prior approval from the
delegate.
5.39 in cases of exceptional circumstances where an employee is required to travel with 24 hours or less
notification and is required by the department to be away from home outside normal working hours,
the delegate will reimburse reasonable costs in relation to additional family care arrangements.
5.40 reimbursement of costs will take into account any government subsidy provided to the employee.
eyesight testing/spectacle reimbursement
5.41 the department will meet the full cost of one set of prescribed spectacles or contact lenses, where
they are approved by the delegate as necessary to undertake specialised work tasks (e.g. microscopy) which require particular visual acuity not normally required for general tasks, such as screen
based equipment.
5.42 the department will meet the full cost of prescription safety glasses where:
a. safety glasses are required to perform departmental work tasks and
b. the attending/dispensing optometrist’s invoice or letter certifies that the lenses and frames comply with as 1337.
loss, damage and indemnity
5.43 where a delegate determines that loss or damage to an employee’s clothing or personal effects is
attributable to the employee’s work, the delegate may approve reimbursement of the reasonable cost
of repair, or if irreparable, the reasonable cost of replacement of the clothing or personal effects.
26
part 6 – leave provisions
principle
6.1 |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1540 | travel | 5.39 in cases of exceptional circumstances where an employee is required to travel with 24 hours or less
notification and is required by the department to be away from home outside normal working hours,
the delegate will reimburse reasonable costs in relation to additional family care arrangements.
5.40 reimbursement of costs will take into account any government subsidy provided to the employee.
eyesight testing/spectacle reimbursement
5.41 the department will meet the full cost of one set of prescribed spectacles or contact lenses, where
they are approved by the delegate as necessary to undertake specialised work tasks (e.g. microscopy) which require particular visual acuity not normally required for general tasks, such as screen
based equipment.
5.42 the department will meet the full cost of prescription safety glasses where:
a. safety glasses are required to perform departmental work tasks and
b. the attending/dispensing optometrist’s invoice or letter certifies that the lenses and frames comply with as 1337.
loss, damage and indemnity
5.43 where a delegate determines that loss or damage to an employee’s clothing or personal effects is
attributable to the employee’s work, the delegate may approve reimbursement of the reasonable cost
of repair, or if irreparable, the reasonable cost of replacement of the clothing or personal effects.
26
part 6 – leave provisions
principle
6.1
the department is committed to a set of leave entitlements that are fair, based on mutual trust, and
provide all employees with adequate rest and support during times of need.
6.2
the department recognises that both individuals and organisations benefit from parental and carer’s |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1602 | long service leave | section 10 of the long service leave (commonwealth employees) act 1976, or a service referred to
in subsection 11(2) of that act, they may also have that period of previous employment recognised as
service for personal/carer’s leave purposes, provided there has been no break in continuity of service
and the person did not receive a redundancy benefit at the end of the period of previous employment.
6.8
accrued personal/carer’s leave credits that are recognised will be administered in accordance with this
agreement.
annual leave
6.9
employees (excluding those receiving a casual loading) will accrue the equivalent of 20 days (150
hours) annual leave for each full year of service. employees may apply to use their annual leave as it
accrues.
6.10 the taking of annual leave is subject to the prior approval of the delegate. approval is not to be
unreasonably withheld and, once given, is not to be unreasonably revoked. the delegate will,
regardless of operational requirements, approve at least once per calendar year, an employee’s
annual leave application for a period of at least five consecutive working days.
6.11 employees will, wherever practicable, regularly take their annual leave and will endeavour to ensure
that their accrued annual leave does not exceed two years of accrual. if an employee’s annual leave
credits exceed two years of accrual the employee, with the support of their manager, must plan to
reduce their leave to less than two years of accrual as soon as possible.
27
6.12 where an employee’s annual leave continues to exceed two years of accrual for three months or more
the delegate may in the absence of a plan to reduce the accrued leave direct the employee to take a
period of annual leave. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1643 | travel | to duty, the employee will be entitled to be reimbursed reasonable travel costs and incidental
expenses not otherwise recoverable under any insurance or from any other source.
additional annual leave for shiftworkers
6.16 employees who are working rostered sunday duty are entitled to three hours and 45 minutes of
additional annual leave for every sunday worked, up to an additional five days annual leave per year.
this applies only to shiftworkers on a standard roster, not to employees working overtime on sunday.
payment of annual leave credits on exit from aps
6.17 on separation from the aps an employee’s payment in lieu of any remaining annual leave entitlement
will be calculated using the employee’s final rate of salary and allowances considered as salary for all
purposes as at the date of exit. temporary reassignment loading is regarded as salary for payment in
lieu of annual leave where it is certified that the temporary reassignment of duties would have
continued beyond the date of exit.
purchased leave
6.18 all employees (excluding those engaged on an irregular or intermittent basis, non-ongoing employees
employed for less than 12 months and cadets) are eligible to apply for purchased leave. further
information is contained in the department’s leave policy.
long service leave
6.19 an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay
or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1648 | overtime | this applies only to shiftworkers on a standard roster, not to employees working overtime on sunday.
payment of annual leave credits on exit from aps
6.17 on separation from the aps an employee’s payment in lieu of any remaining annual leave entitlement
will be calculated using the employee’s final rate of salary and allowances considered as salary for all
purposes as at the date of exit. temporary reassignment loading is regarded as salary for payment in
lieu of annual leave where it is certified that the temporary reassignment of duties would have
continued beyond the date of exit.
purchased leave
6.18 all employees (excluding those engaged on an irregular or intermittent basis, non-ongoing employees
employed for less than 12 months and cadets) are eligible to apply for purchased leave. further
information is contained in the department’s leave policy.
long service leave
6.19 an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay
or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1661 | long service leave | long service leave
6.19 an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay
or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1662 | long service leave | 6.19 an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay
or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a.
b. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1664 | long service leave | 6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay
or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a.
b.
c.
d. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1665 | long service leave | or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a.
b.
c.
d.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1667 | maternity leave | 6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a.
b.
c.
d.
attending health appointments or accompanying a member of the employee’s family or
household or, where agreed by the delegate, a close friend to a health appointment |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1668 | long service leave | unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a.
b.
c.
d.
attending health appointments or accompanying a member of the employee’s family or
household or, where agreed by the delegate, a close friend to a health appointment
care of a member of the employee’s family or household or, where agreed by the delegate, a |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1728 | long service leave | access to other types of paid leave, while on annual, purchased or long service leave
6.36 the delegate may approve other types of leave (e.g. personal/carer’s leave) for an employee during a
period of their annual, purchased or long service leave subject to their eligibility and the production of
satisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to
the extent of any other eligible leave granted in its place.
access while on paid maternity leave, adoption leave or foster parent’s leave
6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of:
a.
paid leave under the maternity leave (commonwealth employees) act 1973
b.
paid permanent care leave
c.
paid adoption leave or
d.
paid foster parent’s leave.
personal/carer’s leave to be taken before termination on invalidity grounds
6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation.
compassionate leave (including bereavement)
6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of
paid compassionate leave on each occasion when a member of the employee’s family or household:
a. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1730 | long service leave | period of their annual, purchased or long service leave subject to their eligibility and the production of
satisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to
the extent of any other eligible leave granted in its place.
access while on paid maternity leave, adoption leave or foster parent’s leave
6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of:
a.
paid leave under the maternity leave (commonwealth employees) act 1973
b.
paid permanent care leave
c.
paid adoption leave or
d.
paid foster parent’s leave.
personal/carer’s leave to be taken before termination on invalidity grounds
6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation.
compassionate leave (including bereavement)
6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of
paid compassionate leave on each occasion when a member of the employee’s family or household:
a.
contracts or develops an illness that poses a serious threat to their life or |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1731 | long service leave | satisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to
the extent of any other eligible leave granted in its place.
access while on paid maternity leave, adoption leave or foster parent’s leave
6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of:
a.
paid leave under the maternity leave (commonwealth employees) act 1973
b.
paid permanent care leave
c.
paid adoption leave or
d.
paid foster parent’s leave.
personal/carer’s leave to be taken before termination on invalidity grounds
6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation.
compassionate leave (including bereavement)
6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of
paid compassionate leave on each occasion when a member of the employee’s family or household:
a.
contracts or develops an illness that poses a serious threat to their life or
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1733 | maternity leave | access while on paid maternity leave, adoption leave or foster parent’s leave
6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of:
a.
paid leave under the maternity leave (commonwealth employees) act 1973
b.
paid permanent care leave
c.
paid adoption leave or
d.
paid foster parent’s leave.
personal/carer’s leave to be taken before termination on invalidity grounds
6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation.
compassionate leave (including bereavement)
6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of
paid compassionate leave on each occasion when a member of the employee’s family or household:
a.
contracts or develops an illness that poses a serious threat to their life or
b.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1737 | maternity leave | paid leave under the maternity leave (commonwealth employees) act 1973
b.
paid permanent care leave
c.
paid adoption leave or
d.
paid foster parent’s leave.
personal/carer’s leave to be taken before termination on invalidity grounds
6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation.
compassionate leave (including bereavement)
6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of
paid compassionate leave on each occasion when a member of the employee’s family or household:
a.
contracts or develops an illness that poses a serious threat to their life or
b.
sustains a personal injury that poses a serious threat to their life or
c.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1795 | parental leave | parental leave
6.48 employees who have completed at least 12 months of continuous service in the aps, or for the purposes of maternity leave provided by the ml act, service with an organisation covered by the ml act,
may be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses
6.52 to 6.61.
6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48
may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in
clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid
parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1796 | maternity leave | 6.48 employees who have completed at least 12 months of continuous service in the aps, or for the purposes of maternity leave provided by the ml act, service with an organisation covered by the ml act,
may be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses
6.52 to 6.61.
6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48
may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in
clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid
parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1797 | parental leave | may be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses
6.52 to 6.61.
6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48
may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in
clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid
parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1800 | parental leave | may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in
clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid
parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1801 | parental leave | clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid
parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1802 | parental leave | parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1803 | parental leave | 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1805 | parental leave | 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1806 | parental leave | months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of: |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1807 | parental leave | any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1808 | maternity leave | paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a.
b. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1809 | maternity leave | 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a.
b.
c. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1812 | maternity leave | special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a.
b.
c.
completing administrative and legal procedures (leave may be granted on more than one
occasion during this stage of the adoption process) |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1814 | maternity leave | maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a.
b.
c.
completing administrative and legal procedures (leave may be granted on more than one
occasion during this stage of the adoption process)
travelling to and returning from the location where the employee first accepts responsibility for
the adopted child and |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1818 | parental leave | 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a.
b.
c.
completing administrative and legal procedures (leave may be granted on more than one
occasion during this stage of the adoption process)
travelling to and returning from the location where the employee first accepts responsibility for
the adopted child and
recuperating with the child upon returning home.
6.58 consistent with the federal government’s closing the gap policy, traditional aboriginal and torres
strait islander adoption practices are recognised as equivalent to formal adoption and employees will |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1842 | travel | travelling to and returning from the location where the employee first accepts responsibility for
the adopted child and
recuperating with the child upon returning home.
6.58 consistent with the federal government’s closing the gap policy, traditional aboriginal and torres
strait islander adoption practices are recognised as equivalent to formal adoption and employees will
receive the same leave entitlements. this includes the torres strait islander adoption kupai omasker
practices recognised by the family court of australia.
foster parent’s leave
6.59 foster parent’s leave will be approved for the purposes of assuming long-term responsibility arising
from the placement of a child in a ‘fostering’ arrangement by a person/organisation with statutory responsibility for the placement of the child.
permanent care order leave
6.60 permanent care leave will be approved for the purposes of caring for a child under a formal permanent care order (pco), long term care order or similarly termed order. permanent care leave will
only be approved for new pcos where the child has not previously lived with the employee (e.g. under
a foster care arrangement or on a permanent care basis). if more than one child is placed with the
employee at or around the same time (e.g. siblings) under separate pcos, the employee will only be
entitled to 14 weeks paid leave in respect of all of the children (not 14 weeks paid leave for each
child).
supporting partner leave
6.61 the delegate will grant ten days paid leave or 20 days leave at half pay to employees (on production
of satisfactory evidence) within 12 months following the birth of (or adoption of, or assumption of responsibility by permanent care order or fostering) a child. this provision is not applicable to employees who have utilised maternity, adoption, foster parents or permanent care order leave for the same
child.
half pay parental leave
6.62 employees have the option to spread the payment for all paid parental leave types up to double the
number of weeks at a rate of half the normal salary for the employee. when payment is spread at half
pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as
set out in clause 4.55.
unpaid parental leave
6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with:
a. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1864 | parental leave | half pay parental leave
6.62 employees have the option to spread the payment for all paid parental leave types up to double the
number of weeks at a rate of half the normal salary for the employee. when payment is spread at half
pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as
set out in clause 4.55.
unpaid parental leave
6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with:
a.
the birth of a child of the employee or the employee’s spouse or de facto partner or
b.
the placement of a child with the employee for adoption or
c.
the placement of a child with the employee for foster caring or
32
d.
the placement of a child with the employee under a permanent care order or
e.
the traditional adoption of a child by an aboriginal or torres strait islander employee and
f.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1865 | parental leave | 6.62 employees have the option to spread the payment for all paid parental leave types up to double the
number of weeks at a rate of half the normal salary for the employee. when payment is spread at half
pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as
set out in clause 4.55.
unpaid parental leave
6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with:
a.
the birth of a child of the employee or the employee’s spouse or de facto partner or
b.
the placement of a child with the employee for adoption or
c.
the placement of a child with the employee for foster caring or
32
d.
the placement of a child with the employee under a permanent care order or
e.
the traditional adoption of a child by an aboriginal or torres strait islander employee and
f.
the employee has or will have a responsibility for the care of the child. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1869 | parental leave | unpaid parental leave
6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with:
a.
the birth of a child of the employee or the employee’s spouse or de facto partner or
b.
the placement of a child with the employee for adoption or
c.
the placement of a child with the employee for foster caring or
32
d.
the placement of a child with the employee under a permanent care order or
e.
the traditional adoption of a child by an aboriginal or torres strait islander employee and
f.
the employee has or will have a responsibility for the care of the child.
6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave.
extending unpaid leave
6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1870 | parental leave | 6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with:
a.
the birth of a child of the employee or the employee’s spouse or de facto partner or
b.
the placement of a child with the employee for adoption or
c.
the placement of a child with the employee for foster caring or
32
d.
the placement of a child with the employee under a permanent care order or
e.
the traditional adoption of a child by an aboriginal or torres strait islander employee and
f.
the employee has or will have a responsibility for the care of the child.
6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave.
extending unpaid leave
6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of
unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1896 | parental leave | 6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave.
extending unpaid leave
6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of
unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to
commence immediately following the initial 12 months leave period.
6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid
parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1896 | long service leave | 6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave.
extending unpaid leave
6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of
unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to
commence immediately following the initial 12 months leave period.
6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid
parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1898 | parental leave | 6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of
unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to
commence immediately following the initial 12 months leave period.
6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid
parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1899 | parental leave | unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to
commence immediately following the initial 12 months leave period.
6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid
parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1902 | maternity leave | parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1902 | parental leave | parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1904 | maternity leave | any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33 |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1904 | parental leave | any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33 |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1907 | parental leave | least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33
emergency services leave
6.75 employees who are members of recognised community service organisations will have access to paid |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1909 | parental leave | return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33
emergency services leave
6.75 employees who are members of recognised community service organisations will have access to paid
leave (on production of satisfactory evidence) for emergency services responses, regular training,
reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1910 | parental leave | 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33
emergency services leave
6.75 employees who are members of recognised community service organisations will have access to paid
leave (on production of satisfactory evidence) for emergency services responses, regular training,
reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but
may be extended by the delegate at the end of that period. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1926 | long service leave | 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33
emergency services leave
6.75 employees who are members of recognised community service organisations will have access to paid
leave (on production of satisfactory evidence) for emergency services responses, regular training,
reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but
may be extended by the delegate at the end of that period.
community service leave
6.76 employees are entitled to leave without pay to participate in eligible community services in accordance
with division 8 of part 2-2 of chapter 2 of the fw act.
6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community
volunteering for organisations registered with volunteering australia, subject to the operational
requirements of the employee’s workplace.
naidoc ceremonies
6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines
and islanders day observance committee (naidoc) ceremonies.
aboriginal and torres strait islander employees’ ceremonial leave
6.79 the department is committed to the employment of aboriginal and torres strait islander people,
particularly in the jointly managed national parks, and recognises the traditional rights, roles and
obligations of aboriginal and torres strait islander employees.
6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1927 | flextime | top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33
emergency services leave
6.75 employees who are members of recognised community service organisations will have access to paid
leave (on production of satisfactory evidence) for emergency services responses, regular training,
reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but
may be extended by the delegate at the end of that period.
community service leave
6.76 employees are entitled to leave without pay to participate in eligible community services in accordance
with division 8 of part 2-2 of chapter 2 of the fw act.
6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community
volunteering for organisations registered with volunteering australia, subject to the operational
requirements of the employee’s workplace.
naidoc ceremonies
6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines
and islanders day observance committee (naidoc) ceremonies.
aboriginal and torres strait islander employees’ ceremonial leave
6.79 the department is committed to the employment of aboriginal and torres strait islander people,
particularly in the jointly managed national parks, and recognises the traditional rights, roles and
obligations of aboriginal and torres strait islander employees.
6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees
for the purpose of participating in ceremonies relating to cultural practices, customs and traditions. the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1938 | travel | reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but
may be extended by the delegate at the end of that period.
community service leave
6.76 employees are entitled to leave without pay to participate in eligible community services in accordance
with division 8 of part 2-2 of chapter 2 of the fw act.
6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community
volunteering for organisations registered with volunteering australia, subject to the operational
requirements of the employee’s workplace.
naidoc ceremonies
6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines
and islanders day observance committee (naidoc) ceremonies.
aboriginal and torres strait islander employees’ ceremonial leave
6.79 the department is committed to the employment of aboriginal and torres strait islander people,
particularly in the jointly managed national parks, and recognises the traditional rights, roles and
obligations of aboriginal and torres strait islander employees.
6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees
for the purpose of participating in ceremonies relating to cultural practices, customs and traditions. the
maximum period of paid leave for this purpose in any calendar year is five days.
6.81 aboriginal and torres strait islander employees’ ceremonial leave is subject to their manager’s
approval. employees must notify their manager of their intention to be absent and, where possible, the
anticipated length of absence.
6.82 employees may also access purchased, annual and flex leave for ceremonial purposes.
6.83 aboriginal and torres strait islander employees attending non-department-sponsored naidoc
activities are eligible to apply for ceremonial leave and/or leave for naidoc ceremonies under clause
6.78.
6.84 in jointly managed national parks, aboriginal and torres strait islander employees may participate in
naidoc ceremonies in their communities as part of their normal working duties, subject to operational
demands. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1976 | study leave | study leave
6.86 employees undertaking approved external studies, distance education and/or study activities related
only to the preparation and presentation of a thesis may apply for:
34
a.
leave with full pay to travel to and from and attend residential courses or seminars, or any
other compulsory study activities required for successful completion of the course of study and
b.
up to 42 hours leave with full pay each 6 month period in which approved study is undertaken.
6.87 employees undertaking approved studies on the campus of a tertiary institution (i.e. not those covered
in clause 6.86 of this agreement) may apply for up to 150 hours of leave with pay for each 12 month
period in which approved study is undertaken (subject to discussions with the manager), to travel to
and from and attend approved study activities. further information is contained in the department’s
study support scheme policy.
6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow
employees to undertake full-time study. periods of study leave without pay for periods longer than
12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay) |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1983 | travel | leave with full pay to travel to and from and attend residential courses or seminars, or any
other compulsory study activities required for successful completion of the course of study and
b.
up to 42 hours leave with full pay each 6 month period in which approved study is undertaken.
6.87 employees undertaking approved studies on the campus of a tertiary institution (i.e. not those covered
in clause 6.86 of this agreement) may apply for up to 150 hours of leave with pay for each 12 month
period in which approved study is undertaken (subject to discussions with the manager), to travel to
and from and attend approved study activities. further information is contained in the department’s
study support scheme policy.
6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow
employees to undertake full-time study. periods of study leave without pay for periods longer than
12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay)
6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for
purposes not provided for elsewhere in this agreement. leave without pay may be granted for a
maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be
considered in exceptional circumstances. further information is contained in the department’s leave
policy.
6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this
agreement or under the long service leave (commonwealth employees) act 1976, the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1992 | travel | period in which approved study is undertaken (subject to discussions with the manager), to travel to
and from and attend approved study activities. further information is contained in the department’s
study support scheme policy.
6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow
employees to undertake full-time study. periods of study leave without pay for periods longer than
12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay)
6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for
purposes not provided for elsewhere in this agreement. leave without pay may be granted for a
maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be
considered in exceptional circumstances. further information is contained in the department’s leave
policy.
6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this
agreement or under the long service leave (commonwealth employees) act 1976, the
superannuation act 1976, the superannuation act 1990 or the superannuation act 2005.
35
part 7 – workforce management
employee assistance program
7.1
the department will provide employees and their family members with access to a confidential, professional counselling service. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1995 | study leave | 6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow
employees to undertake full-time study. periods of study leave without pay for periods longer than
12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay)
6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for
purposes not provided for elsewhere in this agreement. leave without pay may be granted for a
maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be
considered in exceptional circumstances. further information is contained in the department’s leave
policy.
6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this
agreement or under the long service leave (commonwealth employees) act 1976, the
superannuation act 1976, the superannuation act 1990 or the superannuation act 2005.
35
part 7 – workforce management
employee assistance program
7.1
the department will provide employees and their family members with access to a confidential, professional counselling service.
probation
7.2 |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1996 | study leave | employees to undertake full-time study. periods of study leave without pay for periods longer than
12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay)
6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for
purposes not provided for elsewhere in this agreement. leave without pay may be granted for a
maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be
considered in exceptional circumstances. further information is contained in the department’s leave
policy.
6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this
agreement or under the long service leave (commonwealth employees) act 1976, the
superannuation act 1976, the superannuation act 1990 or the superannuation act 2005.
35
part 7 – workforce management
employee assistance program
7.1
the department will provide employees and their family members with access to a confidential, professional counselling service.
probation
7.2
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 1997 | study leave | 12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay)
6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for
purposes not provided for elsewhere in this agreement. leave without pay may be granted for a
maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be
considered in exceptional circumstances. further information is contained in the department’s leave
policy.
6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this
agreement or under the long service leave (commonwealth employees) act 1976, the
superannuation act 1976, the superannuation act 1990 or the superannuation act 2005.
35
part 7 – workforce management
employee assistance program
7.1
the department will provide employees and their family members with access to a confidential, professional counselling service.
probation
7.2
probation may be imposed on the engagement of an employee, in accordance with section 22 of the |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2012 | long service leave | agreement or under the long service leave (commonwealth employees) act 1976, the
superannuation act 1976, the superannuation act 1990 or the superannuation act 2005.
35
part 7 – workforce management
employee assistance program
7.1
the department will provide employees and their family members with access to a confidential, professional counselling service.
probation
7.2
probation may be imposed on the engagement of an employee, in accordance with section 22 of the
ps act. the probation period is generally six months but the delegate may set an alternative period of
probation where reasonable, having regard to the nature and circumstances of employment. further
information is contained in the department’s probation policy.
managing performance
7.3
all employees covered by this agreement (other than expeditioner employees who are subject to
clauses 9.33 to 9.34, employees on irregular and intermittent contracts and non-ongoing employees
on contracts of less than three months) are required to participate in the department’s performance
and development scheme (pds). the scheme aims to provide each employee with regular opportunities to discuss with their manager performance expectations and the extent to which expectations
have been met. it also enables employees to discuss with their manager their development needs for
both their current responsibilities and broader career development. further information is contained in
the department’s pds policy.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2209 | long service leave | government service as defined in section 10 of the long service leave (commonwealth
employees) act 1976
service with the commonwealth (other than service with a joint commonwealth–state body
corporate in which the commonwealth does not have a controlling interest) which is
recognised for long service leave purposes
service with the australian defence force and
service in another agency, where such service is recognised for long service leave purposes
and the employee was moved from the aps to that agency with a transfer of function or,
having been engaged by that agency on work within a function, the employee was appointed
as a result of the transfer of that function to the aps.
7.36 for earlier periods of service to count for severance pay purposes those periods must not have been
recognised for a previous severance payment and there must have been no breaks between the
periods of service, except where:
a.
b.
the break in service was for less than one month and occurred where an offer of employment
in relation to the second period of service was made and accepted by the employee before the
first period of service ended (whether or not the two periods of service are with the same
employer or agency) or
the earlier period of service was with the aps and ceased because the employee was
deemed to have resigned from the aps on marriage under the repealed section 49 of the
public service act 1922.
7.37 absences from work that do not count as service for long service leave purposes will not count as
service for severance pay purposes.
rate of redundancy payment
7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2213 | long service leave | recognised for long service leave purposes
service with the australian defence force and
service in another agency, where such service is recognised for long service leave purposes
and the employee was moved from the aps to that agency with a transfer of function or,
having been engaged by that agency on work within a function, the employee was appointed
as a result of the transfer of that function to the aps.
7.36 for earlier periods of service to count for severance pay purposes those periods must not have been
recognised for a previous severance payment and there must have been no breaks between the
periods of service, except where:
a.
b.
the break in service was for less than one month and occurred where an offer of employment
in relation to the second period of service was made and accepted by the employee before the
first period of service ended (whether or not the two periods of service are with the same
employer or agency) or
the earlier period of service was with the aps and ceased because the employee was
deemed to have resigned from the aps on marriage under the repealed section 49 of the
public service act 1922.
7.37 absences from work that do not count as service for long service leave purposes will not count as
service for severance pay purposes.
rate of redundancy payment
7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances
that are reimbursements for expenses incurred or living allowances such as the remote locality
allowance, but will include:
a.
b. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2215 | long service leave | service in another agency, where such service is recognised for long service leave purposes
and the employee was moved from the aps to that agency with a transfer of function or,
having been engaged by that agency on work within a function, the employee was appointed
as a result of the transfer of that function to the aps.
7.36 for earlier periods of service to count for severance pay purposes those periods must not have been
recognised for a previous severance payment and there must have been no breaks between the
periods of service, except where:
a.
b.
the break in service was for less than one month and occurred where an offer of employment
in relation to the second period of service was made and accepted by the employee before the
first period of service ended (whether or not the two periods of service are with the same
employer or agency) or
the earlier period of service was with the aps and ceased because the employee was
deemed to have resigned from the aps on marriage under the repealed section 49 of the
public service act 1922.
7.37 absences from work that do not count as service for long service leave purposes will not count as
service for severance pay purposes.
rate of redundancy payment
7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances
that are reimbursements for expenses incurred or living allowances such as the remote locality
allowance, but will include:
a.
b.
c. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2235 | long service leave | 7.37 absences from work that do not count as service for long service leave purposes will not count as
service for severance pay purposes.
rate of redundancy payment
7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances
that are reimbursements for expenses incurred or living allowances such as the remote locality
allowance, but will include:
a.
b.
c.
d.
the employee’s salary at their substantive classification level or
for the purposes of long service leave in lieu, annual leave and severance, the salary of a
higher work value level at which the employee has been working for a continuous period of at
least 12 months immediately preceding the date on which the employee is given notice of the
termination of employment
shift penalties, where the employee has undertaken shiftwork and is entitled to shift penalties
for 50% or more of the pay periods in the 12 months preceding being given notice of
termination of employment. a weekly average of penalties due over the 12 months will be
included in the salary
other allowances in the nature of salary that are paid during periods of annual leave and on a
regular basis.
retention periods
7.39 an excess employee who does not elect for voluntary redundancy with the payment of a redundancy
benefit will be entitled to the following period of retention:
39
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2249 | long service leave | for the purposes of long service leave in lieu, annual leave and severance, the salary of a
higher work value level at which the employee has been working for a continuous period of at
least 12 months immediately preceding the date on which the employee is given notice of the
termination of employment
shift penalties, where the employee has undertaken shiftwork and is entitled to shift penalties
for 50% or more of the pay periods in the 12 months preceding being given notice of
termination of employment. a weekly average of penalties due over the 12 months will be
included in the salary
other allowances in the nature of salary that are paid during periods of annual leave and on a
regular basis.
retention periods
7.39 an excess employee who does not elect for voluntary redundancy with the payment of a redundancy
benefit will be entitled to the following period of retention:
39
a.
b.
56 weeks if the employee has 20 or more years of service or is over 45 years old or
30 weeks for all other employees.
7.40 if an employee is entitled to a redundancy payment under the nes the retention period at clause 7.39
will be reduced by the employee’s redundancy pay entitlement under the nes on termination,
calculated as at the expiration of the retention period (as adjusted by this clause).
commencement of retention period
7.41 the retention period will commence on the earlier of the following:
a.
b.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2312 | travel | 7.45 an excess employee may request assistance in meeting reasonable travel and incidental expenses
incurred in seeking alternative employment if these are not met by the prospective employer.
7.46 where an excess employee is required to move their household to a new locality as a result of a
movement or reduction in classification they will be entitled to reasonable expenses as determined by
the delegate.
retention period – early termination
7.47 where the delegate is satisfied that there is insufficient productive work available for the employee
within the agency during the remainder of the retention period and that there are no reasonable
redeployment prospects in the aps:
a.
the delegate may, with the agreement of the employee, terminate the employee’s employment
under section 29 of the ps act and
b.
upon termination, the employee will be paid a lump sum comprising
i. payment for the balance of the retention period (as shortened for the nes under clause
7.40), which will be taken to include the payment in lieu of notice of termination of
employment and
ii. the employee’s nes entitlement to redundancy pay.
40
involuntary termination of employment
7.48 subject to clauses 7.49 to 7.50, the delegate will, under section 29 of the ps act, involuntarily
terminate the employment of an excess employee at the end of the retention period.
7.49 an excess employee will not have their employment terminated involuntarily if the employee has not
been invited to accept an offer of voluntary redundancy or if the employee has elected to have their |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2489 | long service leave | rla does not count as salary for superannuation, long service leave in lieu or severance payment
purposes.
8.5
an employee with a spouse/partner who is also an employee of an aps agency and is entitled to rla
will be regarded as an employee without dependants for the calculation of the allowance.
payment of rla during periods of leave
8.6
the rla will be paid during periods of personal/carer’s leave, annual leave, long service leave and
other paid leave. however, for long service leave the allowance is paid only if the employee resides in
the locality while on long service leave.
payment of rla for a temporary period
8.7
an employee may be paid rla while temporarily stationed in a locality that would normally attract the
payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally
43
payable after the first 21 days. further information is contained in the department’s travel policy and
the department’s relocation assistance policy.
former remote localities
8.8
only employees who were employed at the department’s former remote localities (as outlined in table
8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in
schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2500 | long service leave | the rla will be paid during periods of personal/carer’s leave, annual leave, long service leave and
other paid leave. however, for long service leave the allowance is paid only if the employee resides in
the locality while on long service leave.
payment of rla for a temporary period
8.7
an employee may be paid rla while temporarily stationed in a locality that would normally attract the
payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally
43
payable after the first 21 days. further information is contained in the department’s travel policy and
the department’s relocation assistance policy.
former remote localities
8.8
only employees who were employed at the department’s former remote localities (as outlined in table
8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in
schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement.
table 8.8.1
8.9
leave fares
location
date of eligibility
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2501 | long service leave | other paid leave. however, for long service leave the allowance is paid only if the employee resides in
the locality while on long service leave.
payment of rla for a temporary period
8.7
an employee may be paid rla while temporarily stationed in a locality that would normally attract the
payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally
43
payable after the first 21 days. further information is contained in the department’s travel policy and
the department’s relocation assistance policy.
former remote localities
8.8
only employees who were employed at the department’s former remote localities (as outlined in table
8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in
schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement.
table 8.8.1
8.9
leave fares
location
date of eligibility
extra annual leave per annum |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2502 | long service leave | the locality while on long service leave.
payment of rla for a temporary period
8.7
an employee may be paid rla while temporarily stationed in a locality that would normally attract the
payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally
43
payable after the first 21 days. further information is contained in the department’s travel policy and
the department’s relocation assistance policy.
former remote localities
8.8
only employees who were employed at the department’s former remote localities (as outlined in table
8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in
schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement.
table 8.8.1
8.9
leave fares
location
date of eligibility
extra annual leave per annum
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2511 | travel | payable after the first 21 days. further information is contained in the department’s travel policy and
the department’s relocation assistance policy.
former remote localities
8.8
only employees who were employed at the department’s former remote localities (as outlined in table
8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in
schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement.
table 8.8.1
8.9
leave fares
location
date of eligibility
extra annual leave per annum
darwin
10 august 2006
5 days
annual
booderee |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2622 | travel | 8.22 employees working in a remote locality will be entitled to reimbursement of reasonable travel costs, as
determined by the delegate, for medical or dental treatment where:
a. it is immediately necessary for the employee or a dependant of the employee to travel from the
remote locality for medical, dental or specialist treatment because the relevant service is
unavailable at the remote locality and
b.
a qualified medical practitioner, dentist or medical specialist certifies the immediate necessity
and essential nature of this treatment.
45
8.23 if the employee or their dependant accesses similar payments or services provided under provisions
of another government subsidy or by another aps agency, the amount of assistance provided by the
department will be reduced by the amount received by the employee accessing the assistance.
emergency or compassionate travel – reimbursement of transport costs
8.24 where:
a. an employee or dependant of an employee is stationed at a remote locality and
b.
it is necessary for the employee or a dependant of the employee to travel from the locality for
emergency or compassionate reasons (i.e. where a close family member becomes critically or
dangerously ill or dies, or in other crisis situations approved as such by the delegate)
the delegate will authorise reimbursement of reasonable costs incurred for return transport by air
(through the department’s travel management provider where possible) or surface travel within
australia to the locality where the close family member lives (or lived immediately before his or
her death). however, if that locality is in another country, the delegate will authorise
reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2624 | travel | a. it is immediately necessary for the employee or a dependant of the employee to travel from the
remote locality for medical, dental or specialist treatment because the relevant service is
unavailable at the remote locality and
b.
a qualified medical practitioner, dentist or medical specialist certifies the immediate necessity
and essential nature of this treatment.
45
8.23 if the employee or their dependant accesses similar payments or services provided under provisions
of another government subsidy or by another aps agency, the amount of assistance provided by the
department will be reduced by the amount received by the employee accessing the assistance.
emergency or compassionate travel – reimbursement of transport costs
8.24 where:
a. an employee or dependant of an employee is stationed at a remote locality and
b.
it is necessary for the employee or a dependant of the employee to travel from the locality for
emergency or compassionate reasons (i.e. where a close family member becomes critically or
dangerously ill or dies, or in other crisis situations approved as such by the delegate)
the delegate will authorise reimbursement of reasonable costs incurred for return transport by air
(through the department’s travel management provider where possible) or surface travel within
australia to the locality where the close family member lives (or lived immediately before his or
her death). however, if that locality is in another country, the delegate will authorise
reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality.
reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2637 | travel | emergency or compassionate travel – reimbursement of transport costs
8.24 where:
a. an employee or dependant of an employee is stationed at a remote locality and
b.
it is necessary for the employee or a dependant of the employee to travel from the locality for
emergency or compassionate reasons (i.e. where a close family member becomes critically or
dangerously ill or dies, or in other crisis situations approved as such by the delegate)
the delegate will authorise reimbursement of reasonable costs incurred for return transport by air
(through the department’s travel management provider where possible) or surface travel within
australia to the locality where the close family member lives (or lived immediately before his or
her death). however, if that locality is in another country, the delegate will authorise
reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality.
reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
who ordinarily lives with the employee is receiving primary or secondary education at a school in a
locality other than where the employee is stationed and, as a result, does not live with the employee,
the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2642 | travel | it is necessary for the employee or a dependant of the employee to travel from the locality for
emergency or compassionate reasons (i.e. where a close family member becomes critically or
dangerously ill or dies, or in other crisis situations approved as such by the delegate)
the delegate will authorise reimbursement of reasonable costs incurred for return transport by air
(through the department’s travel management provider where possible) or surface travel within
australia to the locality where the close family member lives (or lived immediately before his or
her death). however, if that locality is in another country, the delegate will authorise
reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality.
reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
who ordinarily lives with the employee is receiving primary or secondary education at a school in a
locality other than where the employee is stationed and, as a result, does not live with the employee,
the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2647 | travel | (through the department’s travel management provider where possible) or surface travel within
australia to the locality where the close family member lives (or lived immediately before his or
her death). however, if that locality is in another country, the delegate will authorise
reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality.
reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
who ordinarily lives with the employee is receiving primary or secondary education at a school in a
locality other than where the employee is stationed and, as a result, does not live with the employee,
the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2650 | travel | reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality.
reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
who ordinarily lives with the employee is receiving primary or secondary education at a school in a
locality other than where the employee is stationed and, as a result, does not live with the employee,
the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2652 | travel | reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
who ordinarily lives with the employee is receiving primary or secondary education at a school in a
locality other than where the employee is stationed and, as a result, does not live with the employee,
the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2656 | travel | the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2657 | travel | locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2658 | travel | should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46 |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2659 | travel | 8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2661 | travel | a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2664 | travel | b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2667 | travel | and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2669 | travel | 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2681 | travel | correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations
8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted
from their leave balance. employees will be required to produce supporting evidence (e.g. a medical
certificate) to claim this entitlement.
47
part 9 – antarctic duty provisions
9.1
all employees required to participate in periods of antarctic duty will be subject to the conditions of
part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are
referred to as either: |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2683 | travel | employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations
8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted
from their leave balance. employees will be required to produce supporting evidence (e.g. a medical
certificate) to claim this entitlement.
47
part 9 – antarctic duty provisions
9.1
all employees required to participate in periods of antarctic duty will be subject to the conditions of
part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are
referred to as either:
a.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2689 | travel | additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations
8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted
from their leave balance. employees will be required to produce supporting evidence (e.g. a medical
certificate) to claim this entitlement.
47
part 9 – antarctic duty provisions
9.1
all employees required to participate in periods of antarctic duty will be subject to the conditions of
part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are
referred to as either:
a.
expeditioner employees: those whose work is predominantly performed in antarctica and who
b.
are identified as such by the delegate or
head office employees: those whose work is predominantly performed in head office but who |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2693 | travel | a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations
8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted
from their leave balance. employees will be required to produce supporting evidence (e.g. a medical
certificate) to claim this entitlement.
47
part 9 – antarctic duty provisions
9.1
all employees required to participate in periods of antarctic duty will be subject to the conditions of
part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are
referred to as either:
a.
expeditioner employees: those whose work is predominantly performed in antarctica and who
b.
are identified as such by the delegate or
head office employees: those whose work is predominantly performed in head office but who
are required to undertake a period of antarctic duty as part of their role.
9.2
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2695 | travel | b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations
8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted
from their leave balance. employees will be required to produce supporting evidence (e.g. a medical
certificate) to claim this entitlement.
47
part 9 – antarctic duty provisions
9.1
all employees required to participate in periods of antarctic duty will be subject to the conditions of
part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are
referred to as either:
a.
expeditioner employees: those whose work is predominantly performed in antarctica and who
b.
are identified as such by the delegate or
head office employees: those whose work is predominantly performed in head office but who
are required to undertake a period of antarctic duty as part of their role.
9.2
head office employees will be considered to be expeditioner employees if they have applied for the
expeditioner employee role and it is not deemed to be part of their normal head office duties. a head |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2787 | overtime | as periods of antarctic duty. employees who are not entitled to overtime payments for these voyages
will instead receive antarctic duty allowances in accordance with the relevant clauses.
antarctic duty allowances
9.14 during periods of antarctic duty, together with their base salary (as specified in schedule 4 of this
agreement), employees will be paid antarctic duty allowances in accordance with clauses 9.16 to
9.28 and as set out in schedule 2.
9.15 rates of payment of antarctic duty allowances will be as per schedule 2 of this agreement, per
annum, pro rata.
allowance in lieu of overtime
9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment
of the allowance is in recognition of the performance of primary duties that might, in other situations,
be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or
other like payments.
common duties allowance
9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of
the allowance is in recognition of the reasonable additional duty necessary to the functioning of an
expedition, including assisting other expedition members, whether employees or otherwise, with
official expedition programs and other general duties necessary for the community life of the
expedition; such duties are unrelated to the primary duties.
antarctic allowance
9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the
allowance is in recognition of working requirements and circumstances that might, in other situations,
be compensated by functional, site, disability or other like allowances. the allowance is also in
recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms
of transportation and all other environmental factors associated with antarctica.
loading on antarctic duty allowances
9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed
in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic
duty allowances being received will be paid. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2796 | overtime | allowance in lieu of overtime
9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment
of the allowance is in recognition of the performance of primary duties that might, in other situations,
be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or
other like payments.
common duties allowance
9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of
the allowance is in recognition of the reasonable additional duty necessary to the functioning of an
expedition, including assisting other expedition members, whether employees or otherwise, with
official expedition programs and other general duties necessary for the community life of the
expedition; such duties are unrelated to the primary duties.
antarctic allowance
9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the
allowance is in recognition of working requirements and circumstances that might, in other situations,
be compensated by functional, site, disability or other like allowances. the allowance is also in
recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms
of transportation and all other environmental factors associated with antarctica.
loading on antarctic duty allowances
9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed
in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic
duty allowances being received will be paid.
9.20 clause 9.19 will apply in the following circumstances:
a.
working at wilkins aerodrome or
b.
working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2797 | overtime | 9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment
of the allowance is in recognition of the performance of primary duties that might, in other situations,
be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or
other like payments.
common duties allowance
9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of
the allowance is in recognition of the reasonable additional duty necessary to the functioning of an
expedition, including assisting other expedition members, whether employees or otherwise, with
official expedition programs and other general duties necessary for the community life of the
expedition; such duties are unrelated to the primary duties.
antarctic allowance
9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the
allowance is in recognition of working requirements and circumstances that might, in other situations,
be compensated by functional, site, disability or other like allowances. the allowance is also in
recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms
of transportation and all other environmental factors associated with antarctica.
loading on antarctic duty allowances
9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed
in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic
duty allowances being received will be paid.
9.20 clause 9.19 will apply in the following circumstances:
a.
working at wilkins aerodrome or
b.
working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or
c. |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 2799 | overtime | be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or
other like payments.
common duties allowance
9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of
the allowance is in recognition of the reasonable additional duty necessary to the functioning of an
expedition, including assisting other expedition members, whether employees or otherwise, with
official expedition programs and other general duties necessary for the community life of the
expedition; such duties are unrelated to the primary duties.
antarctic allowance
9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the
allowance is in recognition of working requirements and circumstances that might, in other situations,
be compensated by functional, site, disability or other like allowances. the allowance is also in
recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms
of transportation and all other environmental factors associated with antarctica.
loading on antarctic duty allowances
9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed
in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic
duty allowances being received will be paid.
9.20 clause 9.19 will apply in the following circumstances:
a.
working at wilkins aerodrome or
b.
working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or
c.
performing rostered marine science technical support duty at sea for a minimum of 10 hours |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 3080 | travel | include those associated with travel, accommodation, meals, transport and storage of personal and
household effects, storage of a motor vehicle, training and protective clothing and equipment. the
department will also provide a range of amenities including access to communication services for
employees while they are in antarctica as determined by the delegate. further information is
contained in the department’s antarctic duty expeditioner support policy.
employee assistance program
9.60 the department provides expeditioner employees and their immediate families with access to an
independent, confidential, and professional counselling service at no cost to the employee, from the
date of commencement until six months after the expeditioner employee’s return from a period of
antarctic duty.
54
part 10 – interpretations/definitions
for the purposes of this agreement, the following definitions apply:
aad means the australian antarctic division of the department of the environment and energy.
accredited course means a course of study that, on successful completion, would result in the awarding of
a qualification recognised under the australian qualifications framework.
agency head means the secretary of the department of the environment and energy.
agreement means the department of the environment and energy enterprise agreement 2016–2019.
antarctica means the area south of the antarctic convergence and also includes macquarie island, heard
island, and such other islands or waters that form the operational area for an expedition.
aps means the australian public service.
aps employee has the same meaning as in the ps act.
cadet means an employee who is employed to undertake a course of study on a full-time basis at a tertiary
institution and is required to undertake practical training in the workplace during vacation breaks.
day of embarkation, for an employee or expeditioner employee, means the day the ship or aircraft
departs from the port or airport.
day of disembarkation, for an employee or expeditioner employee, means the day the ship or aircraft |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 3158 | maternity leave | ml act means the maternity leave (commonwealth employees) act 1973.
non-ongoing employee means a non-ongoing aps employee as defined in section 7 of the ps act.
ongoing employee means an ongoing aps employee as defined in section 7 of the ps act.
parliamentary service refers to employment under the parliamentary service act 1999.
partner/spouse means, in relation to an employee who is a member of a couple, the other member of this
couple, without discrimination as to gender or any other attribute.
pds means the department’s performance and development scheme as amended from time to time.
period of antarctic duty, for an employee or expeditioner employee means the period beginning on the
day of embarkation of the employee or expeditioner employee at the port or airport specified in an itinerary
approved by the director as the port or airport of embarkation for an expedition and ending on the day of
disembarkation of the employee or expeditioner employee at a port or airport specified in the itinerary as the
port or airport of disembarkation for an expedition.
permanent care means a legal arrangement in which the child lives permanently with a family that becomes
responsible for his or her custody and guardianship.
pre-departure preparation and training means the training and preparation undertaken by employees
prior to the day of embarkation.
ps act means the public service act 1999.
salary means the employee’s rate of salary/pay (in accordance with the annual salary rates at schedule 1,
56
schedule 3 or schedule 4 of this agreement), and is considered to be salary for all purposes. participation in
salary sacrifice arrangements (under the department’s salary packaging scheme) or purchased leave
options, will not affect salary for these purposes unless specifically authorised/specified.
supported wage system means the commonwealth government system to promote employment for
people who cannot work at full wages because of a disability, as documented in the department’s supported
wage system: guidelines and assessment process.
trainee means an employee who is employed to undertake a course of training as determined by the
delegate, which may include practical and course-based work.
within australia means all areas within australia, excluding those that are part of antarctica.
|
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 3179 | salary packaging | salary sacrifice arrangements (under the department’s salary packaging scheme) or purchased leave
options, will not affect salary for these purposes unless specifically authorised/specified.
supported wage system means the commonwealth government system to promote employment for
people who cannot work at full wages because of a disability, as documented in the department’s supported
wage system: guidelines and assessment process.
trainee means an employee who is employed to undertake a course of training as determined by the
delegate, which may include practical and course-based work.
within australia means all areas within australia, excluding those that are part of antarctica.
57
schedule 1 – classification structure and
pay rates
aps levels
pay rates at 1/7/2013
(p.a.)
pay rates from
commencement (p.a.)
pay rates from
pay rates from
12 months after
commencement (p.a.)
24 months after |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 4266 | overtime | overtime meal allowance
$27.49
$28.31
$28.88
$29.17
5.10
restriction allowance (aad
only)
$23,363 p.a.
$24,064 p.a.
$24,545 p.a.
$24,791 p.a.
5.13
at sea allowance
$106.93 per day
$110.14 per day |
| Department of Energy and environemtn enterprise-agreement-2016-2019.txt | 4919 | overtime | overtime
(antarctic)
head office
$28,758 p.a.
$29,621.p.a.
$29,888 p.a.
$29,888 p.a.
common
expeditioner
$14,084 p.a.
$14,507 p.a.
$14,797 p.a.
$14,945 p.a.
duties
allowance
(antarctic)
head office |
| apsc_enterprise_agreement_2018-21_0.txt | 440 | salary advancement | salary advancement
28.
subject to this agreement, an employee may achieve a further salary increase on 1 july each year.
salary advancement through the pay points relevant to the employee’s classification, is based on
the outcome of the employee’s participation in the commission’s performance management
framework.
29.
the performance management framework in part j of this agreement includes rules about
eligibility for performance based salary advancement, including the qualifying period.
30.
the commissioner may approve pay point movements within individual classifications in other
circumstances.
payment of salary
31.
employees will have their fortnightly salary paid in arrears by electronic funds transfer into a
financial institution account of their choice.
flexible remuneration packaging scheme
32.
access to flexible remuneration packaging via the commission’s flexible remuneration scheme,
as varied from time to time, will be available to all employees, including casual employees,
covered by this agreement. |
| apsc_enterprise_agreement_2018-21_0.txt | 444 | salary advancement | salary advancement through the pay points relevant to the employee’s classification, is based on
the outcome of the employee’s participation in the commission’s performance management
framework.
29.
the performance management framework in part j of this agreement includes rules about
eligibility for performance based salary advancement, including the qualifying period.
30.
the commissioner may approve pay point movements within individual classifications in other
circumstances.
payment of salary
31.
employees will have their fortnightly salary paid in arrears by electronic funds transfer into a
financial institution account of their choice.
flexible remuneration packaging scheme
32.
access to flexible remuneration packaging via the commission’s flexible remuneration scheme,
as varied from time to time, will be available to all employees, including casual employees,
covered by this agreement.
33.
where an employee takes up the option of flexible remuneration packaging on a ‘salary sacrifice’ |
| apsc_enterprise_agreement_2018-21_0.txt | 451 | salary advancement | eligibility for performance based salary advancement, including the qualifying period.
30.
the commissioner may approve pay point movements within individual classifications in other
circumstances.
payment of salary
31.
employees will have their fortnightly salary paid in arrears by electronic funds transfer into a
financial institution account of their choice.
flexible remuneration packaging scheme
32.
access to flexible remuneration packaging via the commission’s flexible remuneration scheme,
as varied from time to time, will be available to all employees, including casual employees,
covered by this agreement.
33.
where an employee takes up the option of flexible remuneration packaging on a ‘salary sacrifice’
basis, the employee’s salary for purposes of superannuation, severance and termination
5
payments (and any other agreed purpose), will be determined as if the flexible remuneration
packaging arrangement had not been entered into.
salary on engagement, assignment or promotion |
| apsc_enterprise_agreement_2018-21_0.txt | 490 | salary advancement | up the assigned duties. the qualifying periods for salary advancement under the performance
management framework will be taken into account in this discussion.
36.
where an employee is assigned new duties within, or moves to the commission at the
employee's existing classification, salary will be payable at the point of the applicable
classification salary range outlined at appendix 1 as determined by the commissioner.
salary on temporary assignment to the commission from another agency at a higher classification
37.
where an employee is temporarily assigned higher duties in the commission from another aps
agency under section 26 of the public service act, salary will be payable at the minimum point of
the applicable classification salary range outlined at appendix 1, unless determined otherwise by
the commissioner.
salary maintenance on movement to the commission
38.
at the discretion of the commissioner, an employee moving to the commission from another
agency (the “other agency”) whose salary at the other agency (current salary) exceeds the
current maximum of the relevant classification in this agreement, may be maintained on their
current salary until such time as their salary is commensurate with the relevant commission
salary. this salary maintenance will be managed in the same manner as provided for in clause 27.
salary on temporary assignment within the commission
39.
where an employee is temporarily assigned duties with a higher classification for a continuous |
| apsc_enterprise_agreement_2018-21_0.txt | 579 | long service leave | rostered to work and paid leave entitlements, except long service leave.
48.
where an aps 1–6 casual employee is required to work a public holiday, they will be paid in
accordance with clause 182.
cadet rates
49.
the commissioner may engage a person as a cadet aps.
50.
a cadet aps employee will be paid 67% of the minimum salary point of aps 1.
51.
when the commissioner is satisfied that the course of training has been successfully completed, a
cadet aps employee will be allocated a classification in accordance with the classification rules
and the commissioner will determine a salary within the applicable range.
trainee rates
52.
the commissioner may engage a person as a trainee aps (administrative).
53.
a trainee aps (administrative) employee will be paid at the minimum salary point of aps 1 or |
| apsc_enterprise_agreement_2018-21_0.txt | 658 | parental leave | during periods of paid and unpaid parental leave (including maternity, parental, adoption and
foster care eave) for periods of leave to a maximum of 52 weeks.
62.
the commission will make employer superannuation payments to any eligible superannuation
fund nominated by an employee, provided that it accepts payment by fortnightly electronic funds
transfer (eft) using a file generated by the commission’s payroll system.
8
part d
classification structure
classification structure
63.
the commission classification structure under the agreement will consist of the following:
•
•
•
•
•
•
•
•
•
64. |
| apsc_enterprise_agreement_2018-21_0.txt | 781 | travel | commissioner, for travel and incidental expenses not otherwise recoverable under any insurance
or from any other source.
75.
the commissioner may approve up to 40 days annual leave at half pay in any 12 month period.
annual leave will be deducted at half the rate for the period of the absence.
76.
unless approved by the commissioner, employees with an annual leave accrual of more than 30
days at the time of application cannot access annual leave at half pay.
77.
an employee is not eligible to utilise annual leave at half pay in the 12 months following an
approved application to purchase leave.
10
cash out
78.
the commissioner may approve an application from an employee to cash out a portion of the
employee’s accrued annual leave credits. to be eligible to cash out annual leave, employee’s
must:
a)
have taken at least 15 days annual leave in the 12 months immediately preceding the request |
| apsc_enterprise_agreement_2018-21_0.txt | 824 | long service leave | long service leave
81.
the entitlement to long service leave is provided for under the long service leave act.
82.
an eligible employee may access, with approval from the commissioner, long service leave for a
minimum period of seven calendar days at full pay or 14 calendar days for leave at half pay. long
service leave cannot be broken with other periods of leave, except as otherwise provided by
legislation.
substitution of leave
83.
where an employee on annual leave or long service leave becomes eligible for leave that is
required to be granted in accordance with the nes, such as personal/carer’s leave,
compassionate leave or community service leave but excluding parental leave, the commissioner
may approve substitution. approval of another type of leave is subject to the provision of
satisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the
extent of any other paid leave granted.
payment on separation
84.
on separation from the aps, the employee will be paid out leave entitlements in accordance with
the fair work act and long service leave act.
85.
|
| apsc_enterprise_agreement_2018-21_0.txt | 827 | long service leave | the entitlement to long service leave is provided for under the long service leave act.
82.
an eligible employee may access, with approval from the commissioner, long service leave for a
minimum period of seven calendar days at full pay or 14 calendar days for leave at half pay. long
service leave cannot be broken with other periods of leave, except as otherwise provided by
legislation.
substitution of leave
83.
where an employee on annual leave or long service leave becomes eligible for leave that is
required to be granted in accordance with the nes, such as personal/carer’s leave,
compassionate leave or community service leave but excluding parental leave, the commissioner
may approve substitution. approval of another type of leave is subject to the provision of
satisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the
extent of any other paid leave granted.
payment on separation
84.
on separation from the aps, the employee will be paid out leave entitlements in accordance with
the fair work act and long service leave act.
85.
where an employee dies, or is presumed to have died on a particular date, the commissioner
may authorise payment to be made to dependants, the partner of the former employee or the
former employee’s legal representative of all leave entitlements otherwise payable on |
| apsc_enterprise_agreement_2018-21_0.txt | 831 | long service leave | an eligible employee may access, with approval from the commissioner, long service leave for a
minimum period of seven calendar days at full pay or 14 calendar days for leave at half pay. long
service leave cannot be broken with other periods of leave, except as otherwise provided by
legislation.
substitution of leave
83.
where an employee on annual leave or long service leave becomes eligible for leave that is
required to be granted in accordance with the nes, such as personal/carer’s leave,
compassionate leave or community service leave but excluding parental leave, the commissioner
may approve substitution. approval of another type of leave is subject to the provision of
satisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the
extent of any other paid leave granted.
payment on separation
84.
on separation from the aps, the employee will be paid out leave entitlements in accordance with
the fair work act and long service leave act.
85.
where an employee dies, or is presumed to have died on a particular date, the commissioner
may authorise payment to be made to dependants, the partner of the former employee or the
former employee’s legal representative of all leave entitlements otherwise payable on
resignation or retirement.
purchased leave
86. |
| apsc_enterprise_agreement_2018-21_0.txt | 839 | long service leave | where an employee on annual leave or long service leave becomes eligible for leave that is
required to be granted in accordance with the nes, such as personal/carer’s leave,
compassionate leave or community service leave but excluding parental leave, the commissioner
may approve substitution. approval of another type of leave is subject to the provision of
satisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the
extent of any other paid leave granted.
payment on separation
84.
on separation from the aps, the employee will be paid out leave entitlements in accordance with
the fair work act and long service leave act.
85.
where an employee dies, or is presumed to have died on a particular date, the commissioner
may authorise payment to be made to dependants, the partner of the former employee or the
former employee’s legal representative of all leave entitlements otherwise payable on
resignation or retirement.
purchased leave
86.
an employee may, with the approval of the commissioner, purchase up to four weeks’ additional
unpaid leave per year. salary payments will be averaged over the whole year to ensure that a
standard rate is received each fortnight. purchased leave will count as service for all purposes.
87.
an employee is not eligible to purchase leave in the 12 months following an approved application |
| apsc_enterprise_agreement_2018-21_0.txt | 841 | parental leave | compassionate leave or community service leave but excluding parental leave, the commissioner
may approve substitution. approval of another type of leave is subject to the provision of
satisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the
extent of any other paid leave granted.
payment on separation
84.
on separation from the aps, the employee will be paid out leave entitlements in accordance with
the fair work act and long service leave act.
85.
where an employee dies, or is presumed to have died on a particular date, the commissioner
may authorise payment to be made to dependants, the partner of the former employee or the
former employee’s legal representative of all leave entitlements otherwise payable on
resignation or retirement.
purchased leave
86.
an employee may, with the approval of the commissioner, purchase up to four weeks’ additional
unpaid leave per year. salary payments will be averaged over the whole year to ensure that a
standard rate is received each fortnight. purchased leave will count as service for all purposes.
87.
an employee is not eligible to purchase leave in the 12 months following an approved application
to utilise annual leave at half pay in accordance with clause 75 of this agreement.
|
| apsc_enterprise_agreement_2018-21_0.txt | 843 | long service leave | satisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the
extent of any other paid leave granted.
payment on separation
84.
on separation from the aps, the employee will be paid out leave entitlements in accordance with
the fair work act and long service leave act.
85.
where an employee dies, or is presumed to have died on a particular date, the commissioner
may authorise payment to be made to dependants, the partner of the former employee or the
former employee’s legal representative of all leave entitlements otherwise payable on
resignation or retirement.
purchased leave
86.
an employee may, with the approval of the commissioner, purchase up to four weeks’ additional
unpaid leave per year. salary payments will be averaged over the whole year to ensure that a
standard rate is received each fortnight. purchased leave will count as service for all purposes.
87.
an employee is not eligible to purchase leave in the 12 months following an approved application
to utilise annual leave at half pay in accordance with clause 75 of this agreement.
11
|
| apsc_enterprise_agreement_2018-21_0.txt | 850 | long service leave | the fair work act and long service leave act.
85.
where an employee dies, or is presumed to have died on a particular date, the commissioner
may authorise payment to be made to dependants, the partner of the former employee or the
former employee’s legal representative of all leave entitlements otherwise payable on
resignation or retirement.
purchased leave
86.
an employee may, with the approval of the commissioner, purchase up to four weeks’ additional
unpaid leave per year. salary payments will be averaged over the whole year to ensure that a
standard rate is received each fortnight. purchased leave will count as service for all purposes.
87.
an employee is not eligible to purchase leave in the 12 months following an approved application
to utilise annual leave at half pay in accordance with clause 75 of this agreement.
11
88.
when an employee ceases employment with the commission, the purchased leave balance and
payments will be reconciled and payments recovered, or refunded as appropriate. unused
purchased leave is not transferable between agencies.
personal/carer’s leave |
| apsc_enterprise_agreement_2018-21_0.txt | 957 | long service leave | count for service, except for long service leave purposes.
carer’s leave without pay
99.
where an employee has exhausted their personal/carer’s leave, and the employee provides
suitable documentary evidence, two days per occasion of carer’s leave without pay will be
granted for caring purposes.
100.
casual employees who receive a loading in lieu of paid leave will have access to carer’s leave
without pay for caring purposes of two days per occasion consistent with the fair work act.
compassionate leave
101.
an employee is entitled to three days paid compassionate leave for each permissible occasion
when a member of the employee’s family or employee’s household:
a)
contracts or develops a personal illness or sustained a personal injury that poses a serious
threat to life; or
b) dies.
102.
a casual employee may access three days of unpaid leave on each occasion that compassionate
leave is required.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1008 | parental leave | maternity and parental leave
107.
eligible employees are entitled to 52 weeks maternity leave in accordance with the maternity
leave act.
13
108.
employees who are eligible for paid maternity leave under the maternity leave act are entitled to
an additional four weeks of paid leave, to be taken immediately following the period of paid
maternity leave provided by the maternity leave act.
109.
employees who adopt or foster (long-term) a child and who have responsibility for the care of
that child, are entitled to up to 52 weeks of parental leave. an employee who has completed at
least 12 months continuous service in the aps, and who is the primary caregiver of that child, is
entitled to take the first 16 weeks as paid leave. leave for adoption or long-term fostering
purposes is available from one week prior to, but no later than, the date of placement of the
child.
110.
employees are entitled to parental leave for adoption or long-term foster care when that child:
a)
is under 16 years of age;
|
| apsc_enterprise_agreement_2018-21_0.txt | 1011 | maternity leave | eligible employees are entitled to 52 weeks maternity leave in accordance with the maternity
leave act.
13
108.
employees who are eligible for paid maternity leave under the maternity leave act are entitled to
an additional four weeks of paid leave, to be taken immediately following the period of paid
maternity leave provided by the maternity leave act.
109.
employees who adopt or foster (long-term) a child and who have responsibility for the care of
that child, are entitled to up to 52 weeks of parental leave. an employee who has completed at
least 12 months continuous service in the aps, and who is the primary caregiver of that child, is
entitled to take the first 16 weeks as paid leave. leave for adoption or long-term fostering
purposes is available from one week prior to, but no later than, the date of placement of the
child.
110.
employees are entitled to parental leave for adoption or long-term foster care when that child:
a)
is under 16 years of age;
b) has not, or will not have, lived continuously with the employee for a period of six months or
more as at the day (or expected day) of placement; and
c) |
| apsc_enterprise_agreement_2018-21_0.txt | 1018 | maternity leave | employees who are eligible for paid maternity leave under the maternity leave act are entitled to
an additional four weeks of paid leave, to be taken immediately following the period of paid
maternity leave provided by the maternity leave act.
109.
employees who adopt or foster (long-term) a child and who have responsibility for the care of
that child, are entitled to up to 52 weeks of parental leave. an employee who has completed at
least 12 months continuous service in the aps, and who is the primary caregiver of that child, is
entitled to take the first 16 weeks as paid leave. leave for adoption or long-term fostering
purposes is available from one week prior to, but no later than, the date of placement of the
child.
110.
employees are entitled to parental leave for adoption or long-term foster care when that child:
a)
is under 16 years of age;
b) has not, or will not have, lived continuously with the employee for a period of six months or
more as at the day (or expected day) of placement; and
c)
is not (otherwise than because of the adoption) a child of the employee or the employee’s
spouse/partner.
111.
documentary evidence of approval for adoption or enduring parental responsibilities under the |
| apsc_enterprise_agreement_2018-21_0.txt | 1020 | maternity leave | maternity leave provided by the maternity leave act.
109.
employees who adopt or foster (long-term) a child and who have responsibility for the care of
that child, are entitled to up to 52 weeks of parental leave. an employee who has completed at
least 12 months continuous service in the aps, and who is the primary caregiver of that child, is
entitled to take the first 16 weeks as paid leave. leave for adoption or long-term fostering
purposes is available from one week prior to, but no later than, the date of placement of the
child.
110.
employees are entitled to parental leave for adoption or long-term foster care when that child:
a)
is under 16 years of age;
b) has not, or will not have, lived continuously with the employee for a period of six months or
more as at the day (or expected day) of placement; and
c)
is not (otherwise than because of the adoption) a child of the employee or the employee’s
spouse/partner.
111.
documentary evidence of approval for adoption or enduring parental responsibilities under the
formal fostering arrangements must be submitted when applying for parental leave for adoption
or long-term foster carer purposes. |
| apsc_enterprise_agreement_2018-21_0.txt | 1025 | parental leave | that child, are entitled to up to 52 weeks of parental leave. an employee who has completed at
least 12 months continuous service in the aps, and who is the primary caregiver of that child, is
entitled to take the first 16 weeks as paid leave. leave for adoption or long-term fostering
purposes is available from one week prior to, but no later than, the date of placement of the
child.
110.
employees are entitled to parental leave for adoption or long-term foster care when that child:
a)
is under 16 years of age;
b) has not, or will not have, lived continuously with the employee for a period of six months or
more as at the day (or expected day) of placement; and
c)
is not (otherwise than because of the adoption) a child of the employee or the employee’s
spouse/partner.
111.
documentary evidence of approval for adoption or enduring parental responsibilities under the
formal fostering arrangements must be submitted when applying for parental leave for adoption
or long-term foster carer purposes.
112.
employees who are eligible for paid maternity or parental leave may elect to have the payment
for that leave spread over a maximum of 32 weeks at a rate no less than half normal salary. |
| apsc_enterprise_agreement_2018-21_0.txt | 1033 | parental leave | employees are entitled to parental leave for adoption or long-term foster care when that child:
a)
is under 16 years of age;
b) has not, or will not have, lived continuously with the employee for a period of six months or
more as at the day (or expected day) of placement; and
c)
is not (otherwise than because of the adoption) a child of the employee or the employee’s
spouse/partner.
111.
documentary evidence of approval for adoption or enduring parental responsibilities under the
formal fostering arrangements must be submitted when applying for parental leave for adoption
or long-term foster carer purposes.
112.
employees who are eligible for paid maternity or parental leave may elect to have the payment
for that leave spread over a maximum of 32 weeks at a rate no less than half normal salary.
where payment is spread over a longer period, a maximum of 16 weeks will count as service.
113.
on ending the initial 52 weeks of maternity or parental leave, employees may request an
extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1048 | parental leave | formal fostering arrangements must be submitted when applying for parental leave for adoption
or long-term foster carer purposes.
112.
employees who are eligible for paid maternity or parental leave may elect to have the payment
for that leave spread over a maximum of 32 weeks at a rate no less than half normal salary.
where payment is spread over a longer period, a maximum of 16 weeks will count as service.
113.
on ending the initial 52 weeks of maternity or parental leave, employees may request an
extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
114.
unpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will
not count as service for any purpose.
115.
this leave is inclusive of public holidays and will not be extended because a public holiday, or
christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on
ending maternity or parental leave, employees have the return to work guarantee and the right
to request flexible working arrangements that are provided by the fair work act.
supporting partner leave
116.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1053 | parental leave | employees who are eligible for paid maternity or parental leave may elect to have the payment
for that leave spread over a maximum of 32 weeks at a rate no less than half normal salary.
where payment is spread over a longer period, a maximum of 16 weeks will count as service.
113.
on ending the initial 52 weeks of maternity or parental leave, employees may request an
extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
114.
unpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will
not count as service for any purpose.
115.
this leave is inclusive of public holidays and will not be extended because a public holiday, or
christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on
ending maternity or parental leave, employees have the return to work guarantee and the right
to request flexible working arrangements that are provided by the fair work act.
supporting partner leave
116.
an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid
supporting partner leave immediately following the birth or placement of their child for adoption
or long-term fostering. paid supporting partner leave counts as service for all purposes.
117. |
| apsc_enterprise_agreement_2018-21_0.txt | 1059 | parental leave | on ending the initial 52 weeks of maternity or parental leave, employees may request an
extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
114.
unpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will
not count as service for any purpose.
115.
this leave is inclusive of public holidays and will not be extended because a public holiday, or
christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on
ending maternity or parental leave, employees have the return to work guarantee and the right
to request flexible working arrangements that are provided by the fair work act.
supporting partner leave
116.
an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid
supporting partner leave immediately following the birth or placement of their child for adoption
or long-term fostering. paid supporting partner leave counts as service for all purposes.
117.
supporting partner leave can be taken at half pay.
118.
an employee who has responsibility for the care of a dependent child is entitled to a maximum of |
| apsc_enterprise_agreement_2018-21_0.txt | 1060 | parental leave | extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
114.
unpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will
not count as service for any purpose.
115.
this leave is inclusive of public holidays and will not be extended because a public holiday, or
christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on
ending maternity or parental leave, employees have the return to work guarantee and the right
to request flexible working arrangements that are provided by the fair work act.
supporting partner leave
116.
an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid
supporting partner leave immediately following the birth or placement of their child for adoption
or long-term fostering. paid supporting partner leave counts as service for all purposes.
117.
supporting partner leave can be taken at half pay.
118.
an employee who has responsibility for the care of a dependent child is entitled to a maximum of
12 months unpaid parental leave in accordance with the nes, provided they have completed 12 |
| apsc_enterprise_agreement_2018-21_0.txt | 1065 | maternity leave | unpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will
not count as service for any purpose.
115.
this leave is inclusive of public holidays and will not be extended because a public holiday, or
christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on
ending maternity or parental leave, employees have the return to work guarantee and the right
to request flexible working arrangements that are provided by the fair work act.
supporting partner leave
116.
an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid
supporting partner leave immediately following the birth or placement of their child for adoption
or long-term fostering. paid supporting partner leave counts as service for all purposes.
117.
supporting partner leave can be taken at half pay.
118.
an employee who has responsibility for the care of a dependent child is entitled to a maximum of
12 months unpaid parental leave in accordance with the nes, provided they have completed 12
14
months continuous service in the aps. the 12 months is inclusive of any paid supporting partner
leave provided in clauses 116 to 117. |
| apsc_enterprise_agreement_2018-21_0.txt | 1065 | parental leave | unpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will
not count as service for any purpose.
115.
this leave is inclusive of public holidays and will not be extended because a public holiday, or
christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on
ending maternity or parental leave, employees have the return to work guarantee and the right
to request flexible working arrangements that are provided by the fair work act.
supporting partner leave
116.
an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid
supporting partner leave immediately following the birth or placement of their child for adoption
or long-term fostering. paid supporting partner leave counts as service for all purposes.
117.
supporting partner leave can be taken at half pay.
118.
an employee who has responsibility for the care of a dependent child is entitled to a maximum of
12 months unpaid parental leave in accordance with the nes, provided they have completed 12
14
months continuous service in the aps. the 12 months is inclusive of any paid supporting partner
leave provided in clauses 116 to 117. |
| apsc_enterprise_agreement_2018-21_0.txt | 1071 | parental leave | christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on
ending maternity or parental leave, employees have the return to work guarantee and the right
to request flexible working arrangements that are provided by the fair work act.
supporting partner leave
116.
an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid
supporting partner leave immediately following the birth or placement of their child for adoption
or long-term fostering. paid supporting partner leave counts as service for all purposes.
117.
supporting partner leave can be taken at half pay.
118.
an employee who has responsibility for the care of a dependent child is entitled to a maximum of
12 months unpaid parental leave in accordance with the nes, provided they have completed 12
14
months continuous service in the aps. the 12 months is inclusive of any paid supporting partner
leave provided in clauses 116 to 117.
119.
an employee may make an application to the commissioner for up to an additional 12 months
unpaid parental leave immediately to follow the initial 12 month entitlement period.
120. |
| apsc_enterprise_agreement_2018-21_0.txt | 1072 | parental leave | ending maternity or parental leave, employees have the return to work guarantee and the right
to request flexible working arrangements that are provided by the fair work act.
supporting partner leave
116.
an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid
supporting partner leave immediately following the birth or placement of their child for adoption
or long-term fostering. paid supporting partner leave counts as service for all purposes.
117.
supporting partner leave can be taken at half pay.
118.
an employee who has responsibility for the care of a dependent child is entitled to a maximum of
12 months unpaid parental leave in accordance with the nes, provided they have completed 12
14
months continuous service in the aps. the 12 months is inclusive of any paid supporting partner
leave provided in clauses 116 to 117.
119.
an employee may make an application to the commissioner for up to an additional 12 months
unpaid parental leave immediately to follow the initial 12 month entitlement period.
120.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1089 | parental leave | 12 months unpaid parental leave in accordance with the nes, provided they have completed 12
14
months continuous service in the aps. the 12 months is inclusive of any paid supporting partner
leave provided in clauses 116 to 117.
119.
an employee may make an application to the commissioner for up to an additional 12 months
unpaid parental leave immediately to follow the initial 12 month entitlement period.
120.
where an employee requests additional unpaid parental leave, in accordance with clause 113,
and this request is denied, written reasons will be provided by the commissioner.
121.
the commissioner may determine that all or part of the entitlement to parental leave, which
would otherwise be unpaid, will be with pay. the commissioner may determine that all or part of
the entitlement to unpaid parental leave will count as service for any purpose.
unpaid pre-adoption leave
122.
an employee is entitled to up to two days’ unpaid pre-adoption leave to attend any interviews or
examinations required in order to obtain approval for the employee’s adoption of a child in
accordance with section 85 of the fair work act.
defence reserve leave |
| apsc_enterprise_agreement_2018-21_0.txt | 1098 | parental leave | unpaid parental leave immediately to follow the initial 12 month entitlement period.
120.
where an employee requests additional unpaid parental leave, in accordance with clause 113,
and this request is denied, written reasons will be provided by the commissioner.
121.
the commissioner may determine that all or part of the entitlement to parental leave, which
would otherwise be unpaid, will be with pay. the commissioner may determine that all or part of
the entitlement to unpaid parental leave will count as service for any purpose.
unpaid pre-adoption leave
122.
an employee is entitled to up to two days’ unpaid pre-adoption leave to attend any interviews or
examinations required in order to obtain approval for the employee’s adoption of a child in
accordance with section 85 of the fair work act.
defence reserve leave
123.
an employee may be granted defence reserve leave, with or without pay, to enable the employee
to fulfil service in the australian defence force (adf) reserve and continuous full time service
(cfts) or cadet force obligations.
124.
an employee is entitled to defence reserve leave with pay, of up to four weeks during each |
| apsc_enterprise_agreement_2018-21_0.txt | 1102 | parental leave | where an employee requests additional unpaid parental leave, in accordance with clause 113,
and this request is denied, written reasons will be provided by the commissioner.
121.
the commissioner may determine that all or part of the entitlement to parental leave, which
would otherwise be unpaid, will be with pay. the commissioner may determine that all or part of
the entitlement to unpaid parental leave will count as service for any purpose.
unpaid pre-adoption leave
122.
an employee is entitled to up to two days’ unpaid pre-adoption leave to attend any interviews or
examinations required in order to obtain approval for the employee’s adoption of a child in
accordance with section 85 of the fair work act.
defence reserve leave
123.
an employee may be granted defence reserve leave, with or without pay, to enable the employee
to fulfil service in the australian defence force (adf) reserve and continuous full time service
(cfts) or cadet force obligations.
124.
an employee is entitled to defence reserve leave with pay, of up to four weeks during each
financial year, and an additional two weeks paid leave in the first year of adf reserve service, for
the purpose of fulfilling service in the adf reserve.
125. |
| apsc_enterprise_agreement_2018-21_0.txt | 1107 | parental leave | the commissioner may determine that all or part of the entitlement to parental leave, which
would otherwise be unpaid, will be with pay. the commissioner may determine that all or part of
the entitlement to unpaid parental leave will count as service for any purpose.
unpaid pre-adoption leave
122.
an employee is entitled to up to two days’ unpaid pre-adoption leave to attend any interviews or
examinations required in order to obtain approval for the employee’s adoption of a child in
accordance with section 85 of the fair work act.
defence reserve leave
123.
an employee may be granted defence reserve leave, with or without pay, to enable the employee
to fulfil service in the australian defence force (adf) reserve and continuous full time service
(cfts) or cadet force obligations.
124.
an employee is entitled to defence reserve leave with pay, of up to four weeks during each
financial year, and an additional two weeks paid leave in the first year of adf reserve service, for
the purpose of fulfilling service in the adf reserve.
125.
with the exception of the additional two weeks in the first year of service, leave can be
accumulated and taken over a period of two years.
126. |
| apsc_enterprise_agreement_2018-21_0.txt | 1109 | parental leave | the entitlement to unpaid parental leave will count as service for any purpose.
unpaid pre-adoption leave
122.
an employee is entitled to up to two days’ unpaid pre-adoption leave to attend any interviews or
examinations required in order to obtain approval for the employee’s adoption of a child in
accordance with section 85 of the fair work act.
defence reserve leave
123.
an employee may be granted defence reserve leave, with or without pay, to enable the employee
to fulfil service in the australian defence force (adf) reserve and continuous full time service
(cfts) or cadet force obligations.
124.
an employee is entitled to defence reserve leave with pay, of up to four weeks during each
financial year, and an additional two weeks paid leave in the first year of adf reserve service, for
the purpose of fulfilling service in the adf reserve.
125.
with the exception of the additional two weeks in the first year of service, leave can be
accumulated and taken over a period of two years.
126.
an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave |
| apsc_enterprise_agreement_2018-21_0.txt | 1174 | travel | b) reasonable travelling time associated with the activity;
c)
reasonable rest time immediately following the activity; and
d) ceremonial duties.
131.
the commissioner may determine whether any or all of leave taken for participation in voluntary
emergency management activities will be with pay.
132.
an employee will continue to be paid by the commission for any period of jury service, but will be
required to pay to the commission any amount of jury service pay received by the employee with
the exception of any expense-related allowances received.
public holidays
133.
an employee is entitled to public holidays in accordance with section 115 of the fair work act.
134.
where the commissioner and an affected employee agree, another day may be substituted for
any public holiday.
135.
an employee, who is absent on a day or part-day that is a public holiday in the place where the |
| apsc_enterprise_agreement_2018-21_0.txt | 1213 | long service leave | leave (e.g. if on long service leave at half pay, payment is at half pay).
christmas closedown
137.
the christmas closedown applies between 25 december until the commencement of the first
working day following 1 january.
138.
there will be no requirement to take annual leave or use accrued flextime over this period.
139.
an aps 1-6 employee who is directed by the commissioner, due to exceptional circumstances, to
be on duty during the christmas closedown period, will be entitled to accrue additional flextime
at one and a half hours for each hour worked. an executive level employee will be entitled to
time off in lieu in accordance with clause 189.
16
part f
allowances and expenses
payment for work outside the standard bandwidth
140.
on each occasion that an employee at an aps 1–6 classification or a training classification,
excluding casual employees, is directed by the commissioner: |
| apsc_enterprise_agreement_2018-21_0.txt | 1223 | flextime | there will be no requirement to take annual leave or use accrued flextime over this period.
139.
an aps 1-6 employee who is directed by the commissioner, due to exceptional circumstances, to
be on duty during the christmas closedown period, will be entitled to accrue additional flextime
at one and a half hours for each hour worked. an executive level employee will be entitled to
time off in lieu in accordance with clause 189.
16
part f
allowances and expenses
payment for work outside the standard bandwidth
140.
on each occasion that an employee at an aps 1–6 classification or a training classification,
excluding casual employees, is directed by the commissioner:
a)
to work outside the standard, or varied, bandwidth as defined in part h of this agreement;
b) to return to duty for reason of urgent work requirements at a time when they would not
otherwise be on duty; or
c)
in the case of a regular part-time employee, to work outside regular agreed hours for a
continuous period of at least two hours, |
| apsc_enterprise_agreement_2018-21_0.txt | 1228 | flextime | be on duty during the christmas closedown period, will be entitled to accrue additional flextime
at one and a half hours for each hour worked. an executive level employee will be entitled to
time off in lieu in accordance with clause 189.
16
part f
allowances and expenses
payment for work outside the standard bandwidth
140.
on each occasion that an employee at an aps 1–6 classification or a training classification,
excluding casual employees, is directed by the commissioner:
a)
to work outside the standard, or varied, bandwidth as defined in part h of this agreement;
b) to return to duty for reason of urgent work requirements at a time when they would not
otherwise be on duty; or
c)
in the case of a regular part-time employee, to work outside regular agreed hours for a
continuous period of at least two hours,
the employee will be entitled in recognition of additional incurred costs and inconvenience to a
payment of $85. eligible employees will also be entitled to accrue flextime credits in accordance
with part h of this agreement.
141. |
| apsc_enterprise_agreement_2018-21_0.txt | 1238 | bandwidth | payment for work outside the standard bandwidth
140.
on each occasion that an employee at an aps 1–6 classification or a training classification,
excluding casual employees, is directed by the commissioner:
a)
to work outside the standard, or varied, bandwidth as defined in part h of this agreement;
b) to return to duty for reason of urgent work requirements at a time when they would not
otherwise be on duty; or
c)
in the case of a regular part-time employee, to work outside regular agreed hours for a
continuous period of at least two hours,
the employee will be entitled in recognition of additional incurred costs and inconvenience to a
payment of $85. eligible employees will also be entitled to accrue flextime credits in accordance
with part h of this agreement.
141.
where a part-time employee is directed to work an additional standard day/s, as defined in
clause 163, the employee will be paid for additional day/s worked.
142.
clause 140 does not apply where an employee is undertaking official travel as defined in part g of
this agreement.
143. |
| apsc_enterprise_agreement_2018-21_0.txt | 1245 | bandwidth | to work outside the standard, or varied, bandwidth as defined in part h of this agreement;
b) to return to duty for reason of urgent work requirements at a time when they would not
otherwise be on duty; or
c)
in the case of a regular part-time employee, to work outside regular agreed hours for a
continuous period of at least two hours,
the employee will be entitled in recognition of additional incurred costs and inconvenience to a
payment of $85. eligible employees will also be entitled to accrue flextime credits in accordance
with part h of this agreement.
141.
where a part-time employee is directed to work an additional standard day/s, as defined in
clause 163, the employee will be paid for additional day/s worked.
142.
clause 140 does not apply where an employee is undertaking official travel as defined in part g of
this agreement.
143.
an employee may, with reasonable cause, decline to work outside the standard bandwidth or, in
the case of a regular part-time employee, outside regular agreed hours.
first aid allowance
144.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1255 | flextime | payment of $85. eligible employees will also be entitled to accrue flextime credits in accordance
with part h of this agreement.
141.
where a part-time employee is directed to work an additional standard day/s, as defined in
clause 163, the employee will be paid for additional day/s worked.
142.
clause 140 does not apply where an employee is undertaking official travel as defined in part g of
this agreement.
143.
an employee may, with reasonable cause, decline to work outside the standard bandwidth or, in
the case of a regular part-time employee, outside regular agreed hours.
first aid allowance
144.
an employee who is appointed as a first aid officer by the commissioner, will be paid a
fortnightly allowance of:
a)
$25.44 from commencement of the agreement;
b) $25.95 12 months after commencement; and
c)
$26.47 24 months after commencement. |
| apsc_enterprise_agreement_2018-21_0.txt | 1264 | travel | clause 140 does not apply where an employee is undertaking official travel as defined in part g of
this agreement.
143.
an employee may, with reasonable cause, decline to work outside the standard bandwidth or, in
the case of a regular part-time employee, outside regular agreed hours.
first aid allowance
144.
an employee who is appointed as a first aid officer by the commissioner, will be paid a
fortnightly allowance of:
a)
$25.44 from commencement of the agreement;
b) $25.95 12 months after commencement; and
c)
$26.47 24 months after commencement.
departmental liaison officer duties allowance
145.
an employee who is assigned the duties of departmental liaison officer is entitled to an
allowance at the annual rate of:
a)
$17,516 from commencement of the agreement; |
| apsc_enterprise_agreement_2018-21_0.txt | 1269 | bandwidth | an employee may, with reasonable cause, decline to work outside the standard bandwidth or, in
the case of a regular part-time employee, outside regular agreed hours.
first aid allowance
144.
an employee who is appointed as a first aid officer by the commissioner, will be paid a
fortnightly allowance of:
a)
$25.44 from commencement of the agreement;
b) $25.95 12 months after commencement; and
c)
$26.47 24 months after commencement.
departmental liaison officer duties allowance
145.
an employee who is assigned the duties of departmental liaison officer is entitled to an
allowance at the annual rate of:
a)
$17,516 from commencement of the agreement;
b) $17,866 12 months after commencement; and
c)
$18,223 24 months after commencement. |
| apsc_enterprise_agreement_2018-21_0.txt | 1318 | travel | official travel
use of private motor vehicle allowance
148.
the commissioner may approve an employee using their own vehicle, or a vehicle hired at the
employees expense, for official purposes where the commissioner considers that it will result in
greater efficiency or involves less expense for the commission.
149.
motor vehicle allowance will be paid in accordance with the rates set by the australian taxation
office.
payment of travel expenses
150.
an employee who is required to travel on official business will be provided with an australian
government credit card which should be used to pay reasonable out of pocket expenses for
accommodation, meals and incidentals while on official travel.
151.
reasonable travel expenses are consistent with the rates set by the australian taxation office.
152.
the commissioner may approve expenses in excess of the australian taxation office reasonable
travel expense rates.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1332 | travel | payment of travel expenses
150.
an employee who is required to travel on official business will be provided with an australian
government credit card which should be used to pay reasonable out of pocket expenses for
accommodation, meals and incidentals while on official travel.
151.
reasonable travel expenses are consistent with the rates set by the australian taxation office.
152.
the commissioner may approve expenses in excess of the australian taxation office reasonable
travel expense rates.
153.
where it is impractical to use the australian government credit card, reasonable out of pocket
expenses, as determined by the commissioner, will be reimbursed on the production of receipts.
living away from home expenses
154.
when an employee is required to undertake official travel, excluding travel under clause 156,
which results in the employee residing in one locality for a period of at least 21 days, a reviewed
payment which is equal to the actual amount expended on accommodation, incidentals and
additional meals, or an amount which the commissioner considers to be reasonable in the
circumstances, will apply.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1335 | travel | an employee who is required to travel on official business will be provided with an australian
government credit card which should be used to pay reasonable out of pocket expenses for
accommodation, meals and incidentals while on official travel.
151.
reasonable travel expenses are consistent with the rates set by the australian taxation office.
152.
the commissioner may approve expenses in excess of the australian taxation office reasonable
travel expense rates.
153.
where it is impractical to use the australian government credit card, reasonable out of pocket
expenses, as determined by the commissioner, will be reimbursed on the production of receipts.
living away from home expenses
154.
when an employee is required to undertake official travel, excluding travel under clause 156,
which results in the employee residing in one locality for a period of at least 21 days, a reviewed
payment which is equal to the actual amount expended on accommodation, incidentals and
additional meals, or an amount which the commissioner considers to be reasonable in the
circumstances, will apply.
official travel overseas
155.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1337 | travel | accommodation, meals and incidentals while on official travel.
151.
reasonable travel expenses are consistent with the rates set by the australian taxation office.
152.
the commissioner may approve expenses in excess of the australian taxation office reasonable
travel expense rates.
153.
where it is impractical to use the australian government credit card, reasonable out of pocket
expenses, as determined by the commissioner, will be reimbursed on the production of receipts.
living away from home expenses
154.
when an employee is required to undertake official travel, excluding travel under clause 156,
which results in the employee residing in one locality for a period of at least 21 days, a reviewed
payment which is equal to the actual amount expended on accommodation, incidentals and
additional meals, or an amount which the commissioner considers to be reasonable in the
circumstances, will apply.
official travel overseas
155.
an employee who is required to undertake official travel overseas will be provided with an
australian government credit card or a cash advance that is to be acquitted, to meet reasonable |
| apsc_enterprise_agreement_2018-21_0.txt | 1341 | travel | reasonable travel expenses are consistent with the rates set by the australian taxation office.
152.
the commissioner may approve expenses in excess of the australian taxation office reasonable
travel expense rates.
153.
where it is impractical to use the australian government credit card, reasonable out of pocket
expenses, as determined by the commissioner, will be reimbursed on the production of receipts.
living away from home expenses
154.
when an employee is required to undertake official travel, excluding travel under clause 156,
which results in the employee residing in one locality for a period of at least 21 days, a reviewed
payment which is equal to the actual amount expended on accommodation, incidentals and
additional meals, or an amount which the commissioner considers to be reasonable in the
circumstances, will apply.
official travel overseas
155.
an employee who is required to undertake official travel overseas will be provided with an
australian government credit card or a cash advance that is to be acquitted, to meet reasonable
accommodation, meal and incidental expenses. the cash advance will be administered on a caseby-case basis having regard to issues such as accepted processes for the payment of accounts in
the country being visited and projected expenses where payment by credit card is not an option.
overseas arrangements |
| apsc_enterprise_agreement_2018-21_0.txt | 1346 | travel | travel expense rates.
153.
where it is impractical to use the australian government credit card, reasonable out of pocket
expenses, as determined by the commissioner, will be reimbursed on the production of receipts.
living away from home expenses
154.
when an employee is required to undertake official travel, excluding travel under clause 156,
which results in the employee residing in one locality for a period of at least 21 days, a reviewed
payment which is equal to the actual amount expended on accommodation, incidentals and
additional meals, or an amount which the commissioner considers to be reasonable in the
circumstances, will apply.
official travel overseas
155.
an employee who is required to undertake official travel overseas will be provided with an
australian government credit card or a cash advance that is to be acquitted, to meet reasonable
accommodation, meal and incidental expenses. the cash advance will be administered on a caseby-case basis having regard to issues such as accepted processes for the payment of accounts in
the country being visited and projected expenses where payment by credit card is not an option.
overseas arrangements
156.
an employee who is required to travel overseas as part of the commission’s obligation to the
department of foreign affairs and trade, under the international aid program, will have their
conditions of employment for the period of their overseas travel determined by the |
| apsc_enterprise_agreement_2018-21_0.txt | 1356 | travel | when an employee is required to undertake official travel, excluding travel under clause 156,
which results in the employee residing in one locality for a period of at least 21 days, a reviewed
payment which is equal to the actual amount expended on accommodation, incidentals and
additional meals, or an amount which the commissioner considers to be reasonable in the
circumstances, will apply.
official travel overseas
155.
an employee who is required to undertake official travel overseas will be provided with an
australian government credit card or a cash advance that is to be acquitted, to meet reasonable
accommodation, meal and incidental expenses. the cash advance will be administered on a caseby-case basis having regard to issues such as accepted processes for the payment of accounts in
the country being visited and projected expenses where payment by credit card is not an option.
overseas arrangements
156.
an employee who is required to travel overseas as part of the commission’s obligation to the
department of foreign affairs and trade, under the international aid program, will have their
conditions of employment for the period of their overseas travel determined by the
commissioner.
recognition of travel time
157.
official domestic travel, wherever possible, should be undertaken during the standard bandwidth
in accordance with clause 167.
19
|
| apsc_enterprise_agreement_2018-21_0.txt | 1362 | travel | official travel overseas
155.
an employee who is required to undertake official travel overseas will be provided with an
australian government credit card or a cash advance that is to be acquitted, to meet reasonable
accommodation, meal and incidental expenses. the cash advance will be administered on a caseby-case basis having regard to issues such as accepted processes for the payment of accounts in
the country being visited and projected expenses where payment by credit card is not an option.
overseas arrangements
156.
an employee who is required to travel overseas as part of the commission’s obligation to the
department of foreign affairs and trade, under the international aid program, will have their
conditions of employment for the period of their overseas travel determined by the
commissioner.
recognition of travel time
157.
official domestic travel, wherever possible, should be undertaken during the standard bandwidth
in accordance with clause 167.
19
158.
when an employee at the aps 1-6 classification or a training classification is required to
undertake official domestic travel, time spent in transit may be recorded as standard hours, with
flextime to accrue in accordance with clauses 172 to 179.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1365 | travel | an employee who is required to undertake official travel overseas will be provided with an
australian government credit card or a cash advance that is to be acquitted, to meet reasonable
accommodation, meal and incidental expenses. the cash advance will be administered on a caseby-case basis having regard to issues such as accepted processes for the payment of accounts in
the country being visited and projected expenses where payment by credit card is not an option.
overseas arrangements
156.
an employee who is required to travel overseas as part of the commission’s obligation to the
department of foreign affairs and trade, under the international aid program, will have their
conditions of employment for the period of their overseas travel determined by the
commissioner.
recognition of travel time
157.
official domestic travel, wherever possible, should be undertaken during the standard bandwidth
in accordance with clause 167.
19
158.
when an employee at the aps 1-6 classification or a training classification is required to
undertake official domestic travel, time spent in transit may be recorded as standard hours, with
flextime to accrue in accordance with clauses 172 to 179.
159.
arrangements for executive level employees undertaking official domestic travel will be in |
| apsc_enterprise_agreement_2018-21_0.txt | 1373 | travel | an employee who is required to travel overseas as part of the commission’s obligation to the
department of foreign affairs and trade, under the international aid program, will have their
conditions of employment for the period of their overseas travel determined by the
commissioner.
recognition of travel time
157.
official domestic travel, wherever possible, should be undertaken during the standard bandwidth
in accordance with clause 167.
19
158.
when an employee at the aps 1-6 classification or a training classification is required to
undertake official domestic travel, time spent in transit may be recorded as standard hours, with
flextime to accrue in accordance with clauses 172 to 179.
159.
arrangements for executive level employees undertaking official domestic travel will be in
accordance with clauses 187 to 189.
160.
it is not always possible for official overseas travel to be undertaken during the standard
bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1375 | travel | conditions of employment for the period of their overseas travel determined by the
commissioner.
recognition of travel time
157.
official domestic travel, wherever possible, should be undertaken during the standard bandwidth
in accordance with clause 167.
19
158.
when an employee at the aps 1-6 classification or a training classification is required to
undertake official domestic travel, time spent in transit may be recorded as standard hours, with
flextime to accrue in accordance with clauses 172 to 179.
159.
arrangements for executive level employees undertaking official domestic travel will be in
accordance with clauses 187 to 189.
160.
it is not always possible for official overseas travel to be undertaken during the standard
bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
161.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1378 | travel | recognition of travel time
157.
official domestic travel, wherever possible, should be undertaken during the standard bandwidth
in accordance with clause 167.
19
158.
when an employee at the aps 1-6 classification or a training classification is required to
undertake official domestic travel, time spent in transit may be recorded as standard hours, with
flextime to accrue in accordance with clauses 172 to 179.
159.
arrangements for executive level employees undertaking official domestic travel will be in
accordance with clauses 187 to 189.
160.
it is not always possible for official overseas travel to be undertaken during the standard
bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
161.
further information can be found in the overseas travel guide.
20 |
| apsc_enterprise_agreement_2018-21_0.txt | 1378 | recognition of travel time | recognition of travel time
157.
official domestic travel, wherever possible, should be undertaken during the standard bandwidth
in accordance with clause 167.
19
158.
when an employee at the aps 1-6 classification or a training classification is required to
undertake official domestic travel, time spent in transit may be recorded as standard hours, with
flextime to accrue in accordance with clauses 172 to 179.
159.
arrangements for executive level employees undertaking official domestic travel will be in
accordance with clauses 187 to 189.
160.
it is not always possible for official overseas travel to be undertaken during the standard
bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
161.
further information can be found in the overseas travel guide.
20 |
| apsc_enterprise_agreement_2018-21_0.txt | 1381 | travel | official domestic travel, wherever possible, should be undertaken during the standard bandwidth
in accordance with clause 167.
19
158.
when an employee at the aps 1-6 classification or a training classification is required to
undertake official domestic travel, time spent in transit may be recorded as standard hours, with
flextime to accrue in accordance with clauses 172 to 179.
159.
arrangements for executive level employees undertaking official domestic travel will be in
accordance with clauses 187 to 189.
160.
it is not always possible for official overseas travel to be undertaken during the standard
bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
161.
further information can be found in the overseas travel guide.
20
part h
|
| apsc_enterprise_agreement_2018-21_0.txt | 1381 | bandwidth | official domestic travel, wherever possible, should be undertaken during the standard bandwidth
in accordance with clause 167.
19
158.
when an employee at the aps 1-6 classification or a training classification is required to
undertake official domestic travel, time spent in transit may be recorded as standard hours, with
flextime to accrue in accordance with clauses 172 to 179.
159.
arrangements for executive level employees undertaking official domestic travel will be in
accordance with clauses 187 to 189.
160.
it is not always possible for official overseas travel to be undertaken during the standard
bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
161.
further information can be found in the overseas travel guide.
20
part h
|
| apsc_enterprise_agreement_2018-21_0.txt | 1389 | travel | undertake official domestic travel, time spent in transit may be recorded as standard hours, with
flextime to accrue in accordance with clauses 172 to 179.
159.
arrangements for executive level employees undertaking official domestic travel will be in
accordance with clauses 187 to 189.
160.
it is not always possible for official overseas travel to be undertaken during the standard
bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
161.
further information can be found in the overseas travel guide.
20
part h
flexible work environment
hours of work
162.
the hours of work for a full-time employee are 150 hours over a four-week settlement period.
163. |
| apsc_enterprise_agreement_2018-21_0.txt | 1390 | flextime | flextime to accrue in accordance with clauses 172 to 179.
159.
arrangements for executive level employees undertaking official domestic travel will be in
accordance with clauses 187 to 189.
160.
it is not always possible for official overseas travel to be undertaken during the standard
bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
161.
further information can be found in the overseas travel guide.
20
part h
flexible work environment
hours of work
162.
the hours of work for a full-time employee are 150 hours over a four-week settlement period.
163.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1394 | travel | arrangements for executive level employees undertaking official domestic travel will be in
accordance with clauses 187 to 189.
160.
it is not always possible for official overseas travel to be undertaken during the standard
bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
161.
further information can be found in the overseas travel guide.
20
part h
flexible work environment
hours of work
162.
the hours of work for a full-time employee are 150 hours over a four-week settlement period.
163.
the standard working day is seven hours and thirty minutes (7 hours 30 minutes).
164.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1399 | travel | it is not always possible for official overseas travel to be undertaken during the standard
bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
161.
further information can be found in the overseas travel guide.
20
part h
flexible work environment
hours of work
162.
the hours of work for a full-time employee are 150 hours over a four-week settlement period.
163.
the standard working day is seven hours and thirty minutes (7 hours 30 minutes).
164.
an employee should not work more than 10 hours per day unless directed to do so.
165.
an employee must not work for more than five hours without an unpaid break of at least 30 |
| apsc_enterprise_agreement_2018-21_0.txt | 1400 | travel | bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
161.
further information can be found in the overseas travel guide.
20
part h
flexible work environment
hours of work
162.
the hours of work for a full-time employee are 150 hours over a four-week settlement period.
163.
the standard working day is seven hours and thirty minutes (7 hours 30 minutes).
164.
an employee should not work more than 10 hours per day unless directed to do so.
165.
an employee must not work for more than five hours without an unpaid break of at least 30
minutes. |
| apsc_enterprise_agreement_2018-21_0.txt | 1400 | bandwidth | bandwidth. arrangements for employees required to undertake international travel will be
determined by the commissioner.
161.
further information can be found in the overseas travel guide.
20
part h
flexible work environment
hours of work
162.
the hours of work for a full-time employee are 150 hours over a four-week settlement period.
163.
the standard working day is seven hours and thirty minutes (7 hours 30 minutes).
164.
an employee should not work more than 10 hours per day unless directed to do so.
165.
an employee must not work for more than five hours without an unpaid break of at least 30
minutes. |
| apsc_enterprise_agreement_2018-21_0.txt | 1405 | travel | further information can be found in the overseas travel guide.
20
part h
flexible work environment
hours of work
162.
the hours of work for a full-time employee are 150 hours over a four-week settlement period.
163.
the standard working day is seven hours and thirty minutes (7 hours 30 minutes).
164.
an employee should not work more than 10 hours per day unless directed to do so.
165.
an employee must not work for more than five hours without an unpaid break of at least 30
minutes.
166.
once it has been established that an employee is absent from duty without approval, all pay and
other benefits provided under this agreement, will cease to be available until the employee |
| apsc_enterprise_agreement_2018-21_0.txt | 1437 | bandwidth | bandwidths
167.
the standard bandwidth is between the hours of 7.00am and 7.00pm, monday to friday.
168.
hours worked within the standard bandwidth are ordinary time.
169.
payment for work outside the bandwidth is described at clause 140.
varying the bandwidth
170.
the bandwidth may be varied to an alternative 12 hour period on any day by agreement, in
writing, between the commissioner and an employee, excluding casual employees. an
employee’s ordinary hours are those hours within the varied bandwidth that the employee works
on a regular basis, as agreed by the employee’s manager.
171.
employees will not be required to vary their bandwidth.
flextime
172.
an employee, excluding casual employees, at an aps 1–6 classification or a training classification
may access flextime arrangements under this agreement. |
| apsc_enterprise_agreement_2018-21_0.txt | 1440 | bandwidth | the standard bandwidth is between the hours of 7.00am and 7.00pm, monday to friday.
168.
hours worked within the standard bandwidth are ordinary time.
169.
payment for work outside the bandwidth is described at clause 140.
varying the bandwidth
170.
the bandwidth may be varied to an alternative 12 hour period on any day by agreement, in
writing, between the commissioner and an employee, excluding casual employees. an
employee’s ordinary hours are those hours within the varied bandwidth that the employee works
on a regular basis, as agreed by the employee’s manager.
171.
employees will not be required to vary their bandwidth.
flextime
172.
an employee, excluding casual employees, at an aps 1–6 classification or a training classification
may access flextime arrangements under this agreement.
173.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1444 | bandwidth | hours worked within the standard bandwidth are ordinary time.
169.
payment for work outside the bandwidth is described at clause 140.
varying the bandwidth
170.
the bandwidth may be varied to an alternative 12 hour period on any day by agreement, in
writing, between the commissioner and an employee, excluding casual employees. an
employee’s ordinary hours are those hours within the varied bandwidth that the employee works
on a regular basis, as agreed by the employee’s manager.
171.
employees will not be required to vary their bandwidth.
flextime
172.
an employee, excluding casual employees, at an aps 1–6 classification or a training classification
may access flextime arrangements under this agreement.
173.
the commissioner will administer these arrangements in a way which meets the commission’s
operational requirements and responsibilities. where possible, the commissioner will take into
consideration the individual needs of the employee.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1448 | bandwidth | payment for work outside the bandwidth is described at clause 140.
varying the bandwidth
170.
the bandwidth may be varied to an alternative 12 hour period on any day by agreement, in
writing, between the commissioner and an employee, excluding casual employees. an
employee’s ordinary hours are those hours within the varied bandwidth that the employee works
on a regular basis, as agreed by the employee’s manager.
171.
employees will not be required to vary their bandwidth.
flextime
172.
an employee, excluding casual employees, at an aps 1–6 classification or a training classification
may access flextime arrangements under this agreement.
173.
the commissioner will administer these arrangements in a way which meets the commission’s
operational requirements and responsibilities. where possible, the commissioner will take into
consideration the individual needs of the employee.
174.
a manager may approve a part-time employee accessing flextime, subject to operational
requirements. |
| apsc_enterprise_agreement_2018-21_0.txt | 1450 | bandwidth | varying the bandwidth
170.
the bandwidth may be varied to an alternative 12 hour period on any day by agreement, in
writing, between the commissioner and an employee, excluding casual employees. an
employee’s ordinary hours are those hours within the varied bandwidth that the employee works
on a regular basis, as agreed by the employee’s manager.
171.
employees will not be required to vary their bandwidth.
flextime
172.
an employee, excluding casual employees, at an aps 1–6 classification or a training classification
may access flextime arrangements under this agreement.
173.
the commissioner will administer these arrangements in a way which meets the commission’s
operational requirements and responsibilities. where possible, the commissioner will take into
consideration the individual needs of the employee.
174.
a manager may approve a part-time employee accessing flextime, subject to operational
requirements.
175. |
| apsc_enterprise_agreement_2018-21_0.txt | 1453 | bandwidth | the bandwidth may be varied to an alternative 12 hour period on any day by agreement, in
writing, between the commissioner and an employee, excluding casual employees. an
employee’s ordinary hours are those hours within the varied bandwidth that the employee works
on a regular basis, as agreed by the employee’s manager.
171.
employees will not be required to vary their bandwidth.
flextime
172.
an employee, excluding casual employees, at an aps 1–6 classification or a training classification
may access flextime arrangements under this agreement.
173.
the commissioner will administer these arrangements in a way which meets the commission’s
operational requirements and responsibilities. where possible, the commissioner will take into
consideration the individual needs of the employee.
174.
a manager may approve a part-time employee accessing flextime, subject to operational
requirements.
175.
subject to clause 162, a full-time employee is required to work an average of 37 hours and 30
minutes per week with an average of 7 hours 30 minutes per working day. part-time employees |
| apsc_enterprise_agreement_2018-21_0.txt | 1455 | bandwidth | employee’s ordinary hours are those hours within the varied bandwidth that the employee works
on a regular basis, as agreed by the employee’s manager.
171.
employees will not be required to vary their bandwidth.
flextime
172.
an employee, excluding casual employees, at an aps 1–6 classification or a training classification
may access flextime arrangements under this agreement.
173.
the commissioner will administer these arrangements in a way which meets the commission’s
operational requirements and responsibilities. where possible, the commissioner will take into
consideration the individual needs of the employee.
174.
a manager may approve a part-time employee accessing flextime, subject to operational
requirements.
175.
subject to clause 162, a full-time employee is required to work an average of 37 hours and 30
minutes per week with an average of 7 hours 30 minutes per working day. part-time employees
are required to work those hours agreed to with the commissioner under clause 192.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1460 | bandwidth | employees will not be required to vary their bandwidth.
flextime
172.
an employee, excluding casual employees, at an aps 1–6 classification or a training classification
may access flextime arrangements under this agreement.
173.
the commissioner will administer these arrangements in a way which meets the commission’s
operational requirements and responsibilities. where possible, the commissioner will take into
consideration the individual needs of the employee.
174.
a manager may approve a part-time employee accessing flextime, subject to operational
requirements.
175.
subject to clause 162, a full-time employee is required to work an average of 37 hours and 30
minutes per week with an average of 7 hours 30 minutes per working day. part-time employees
are required to work those hours agreed to with the commissioner under clause 192.
176.
flexibility in relation to hours worked on any particular day is available within the standard
bandwidth in accordance with clause 167 or a varied bandwidth in accordance with clause 170.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1462 | flextime | flextime
172.
an employee, excluding casual employees, at an aps 1–6 classification or a training classification
may access flextime arrangements under this agreement.
173.
the commissioner will administer these arrangements in a way which meets the commission’s
operational requirements and responsibilities. where possible, the commissioner will take into
consideration the individual needs of the employee.
174.
a manager may approve a part-time employee accessing flextime, subject to operational
requirements.
175.
subject to clause 162, a full-time employee is required to work an average of 37 hours and 30
minutes per week with an average of 7 hours 30 minutes per working day. part-time employees
are required to work those hours agreed to with the commissioner under clause 192.
176.
flexibility in relation to hours worked on any particular day is available within the standard
bandwidth in accordance with clause 167 or a varied bandwidth in accordance with clause 170.
21
|
| apsc_enterprise_agreement_2018-21_0.txt | 1466 | flextime | may access flextime arrangements under this agreement.
173.
the commissioner will administer these arrangements in a way which meets the commission’s
operational requirements and responsibilities. where possible, the commissioner will take into
consideration the individual needs of the employee.
174.
a manager may approve a part-time employee accessing flextime, subject to operational
requirements.
175.
subject to clause 162, a full-time employee is required to work an average of 37 hours and 30
minutes per week with an average of 7 hours 30 minutes per working day. part-time employees
are required to work those hours agreed to with the commissioner under clause 192.
176.
flexibility in relation to hours worked on any particular day is available within the standard
bandwidth in accordance with clause 167 or a varied bandwidth in accordance with clause 170.
21
177.
flextime credits will accrue on an hour for hour basis when work is performed within the
standard bandwidth, except where clause 181 applies. |
| apsc_enterprise_agreement_2018-21_0.txt | 1476 | flextime | a manager may approve a part-time employee accessing flextime, subject to operational
requirements.
175.
subject to clause 162, a full-time employee is required to work an average of 37 hours and 30
minutes per week with an average of 7 hours 30 minutes per working day. part-time employees
are required to work those hours agreed to with the commissioner under clause 192.
176.
flexibility in relation to hours worked on any particular day is available within the standard
bandwidth in accordance with clause 167 or a varied bandwidth in accordance with clause 170.
21
177.
flextime credits will accrue on an hour for hour basis when work is performed within the
standard bandwidth, except where clause 181 applies.
178.
a full-time employee at an aps 1–6 classification or a training classification may not carry over in
excess of 37 hours and 30 minutes flextime credit, pro-rata for a part-time employee, at the end
of any settlement period unless:
a)
they have brought the matter to the attention of their manager prior to the end of the
settlement period; and |
| apsc_enterprise_agreement_2018-21_0.txt | 1488 | bandwidth | bandwidth in accordance with clause 167 or a varied bandwidth in accordance with clause 170.
21
177.
flextime credits will accrue on an hour for hour basis when work is performed within the
standard bandwidth, except where clause 181 applies.
178.
a full-time employee at an aps 1–6 classification or a training classification may not carry over in
excess of 37 hours and 30 minutes flextime credit, pro-rata for a part-time employee, at the end
of any settlement period unless:
a)
they have brought the matter to the attention of their manager prior to the end of the
settlement period; and
b) the manager and the employee have put in place a strategy to reduce the credit below 37
hours and 30 minutes, pro-rata for a part-time employee, prior to the end of the next
settlement period.
179.
an employee at an aps 1–6 classification or a training classification may not carry over in excess
of 15 hours flextime debit, pro-rata for a part-time employee, at the end of any settlement
period.
direction to work outside the standard bandwidth
180. |
| apsc_enterprise_agreement_2018-21_0.txt | 1494 | flextime | flextime credits will accrue on an hour for hour basis when work is performed within the
standard bandwidth, except where clause 181 applies.
178.
a full-time employee at an aps 1–6 classification or a training classification may not carry over in
excess of 37 hours and 30 minutes flextime credit, pro-rata for a part-time employee, at the end
of any settlement period unless:
a)
they have brought the matter to the attention of their manager prior to the end of the
settlement period; and
b) the manager and the employee have put in place a strategy to reduce the credit below 37
hours and 30 minutes, pro-rata for a part-time employee, prior to the end of the next
settlement period.
179.
an employee at an aps 1–6 classification or a training classification may not carry over in excess
of 15 hours flextime debit, pro-rata for a part-time employee, at the end of any settlement
period.
direction to work outside the standard bandwidth
180.
where an aps 1-6 classification or training classification employee is directed to work more than
10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours
will accrue as flextime at a rate of one and a half hours for each hour worked monday to
saturday, or at a rate of two hours for each hour worked sundays and public holidays.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1495 | bandwidth | standard bandwidth, except where clause 181 applies.
178.
a full-time employee at an aps 1–6 classification or a training classification may not carry over in
excess of 37 hours and 30 minutes flextime credit, pro-rata for a part-time employee, at the end
of any settlement period unless:
a)
they have brought the matter to the attention of their manager prior to the end of the
settlement period; and
b) the manager and the employee have put in place a strategy to reduce the credit below 37
hours and 30 minutes, pro-rata for a part-time employee, prior to the end of the next
settlement period.
179.
an employee at an aps 1–6 classification or a training classification may not carry over in excess
of 15 hours flextime debit, pro-rata for a part-time employee, at the end of any settlement
period.
direction to work outside the standard bandwidth
180.
where an aps 1-6 classification or training classification employee is directed to work more than
10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours
will accrue as flextime at a rate of one and a half hours for each hour worked monday to
saturday, or at a rate of two hours for each hour worked sundays and public holidays.
181. |
| apsc_enterprise_agreement_2018-21_0.txt | 1500 | flextime | excess of 37 hours and 30 minutes flextime credit, pro-rata for a part-time employee, at the end
of any settlement period unless:
a)
they have brought the matter to the attention of their manager prior to the end of the
settlement period; and
b) the manager and the employee have put in place a strategy to reduce the credit below 37
hours and 30 minutes, pro-rata for a part-time employee, prior to the end of the next
settlement period.
179.
an employee at an aps 1–6 classification or a training classification may not carry over in excess
of 15 hours flextime debit, pro-rata for a part-time employee, at the end of any settlement
period.
direction to work outside the standard bandwidth
180.
where an aps 1-6 classification or training classification employee is directed to work more than
10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours
will accrue as flextime at a rate of one and a half hours for each hour worked monday to
saturday, or at a rate of two hours for each hour worked sundays and public holidays.
181.
where the commissioner directs an employee, excluding casual employees, at an aps 1–6
classification or a training classification to work outside the standard bandwidth, flextime credit
will accrue at the following rates with a minimum of three hours to be accrued for any time
worked: |
| apsc_enterprise_agreement_2018-21_0.txt | 1513 | flextime | of 15 hours flextime debit, pro-rata for a part-time employee, at the end of any settlement
period.
direction to work outside the standard bandwidth
180.
where an aps 1-6 classification or training classification employee is directed to work more than
10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours
will accrue as flextime at a rate of one and a half hours for each hour worked monday to
saturday, or at a rate of two hours for each hour worked sundays and public holidays.
181.
where the commissioner directs an employee, excluding casual employees, at an aps 1–6
classification or a training classification to work outside the standard bandwidth, flextime credit
will accrue at the following rates with a minimum of three hours to be accrued for any time
worked:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue
flextime at one and a half hours for each hour worked. time worked before 6.00am or after
10.00pm will accrue flextime at two hours for each hour worked.
b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half
hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime
at two hours for each hour worked.
c) sundays and public holidays: time worked will accrue flextime at two hours for each hour
worked.
182.
where an aps 1–6 classification casual employee is directed to work outside the standard
bandwidth, the casual employee will not receive the casual loading defined in clause 47. the |
| apsc_enterprise_agreement_2018-21_0.txt | 1516 | bandwidth | direction to work outside the standard bandwidth
180.
where an aps 1-6 classification or training classification employee is directed to work more than
10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours
will accrue as flextime at a rate of one and a half hours for each hour worked monday to
saturday, or at a rate of two hours for each hour worked sundays and public holidays.
181.
where the commissioner directs an employee, excluding casual employees, at an aps 1–6
classification or a training classification to work outside the standard bandwidth, flextime credit
will accrue at the following rates with a minimum of three hours to be accrued for any time
worked:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue
flextime at one and a half hours for each hour worked. time worked before 6.00am or after
10.00pm will accrue flextime at two hours for each hour worked.
b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half
hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime
at two hours for each hour worked.
c) sundays and public holidays: time worked will accrue flextime at two hours for each hour
worked.
182.
where an aps 1–6 classification casual employee is directed to work outside the standard
bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid |
| apsc_enterprise_agreement_2018-21_0.txt | 1520 | bandwidth | 10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours
will accrue as flextime at a rate of one and a half hours for each hour worked monday to
saturday, or at a rate of two hours for each hour worked sundays and public holidays.
181.
where the commissioner directs an employee, excluding casual employees, at an aps 1–6
classification or a training classification to work outside the standard bandwidth, flextime credit
will accrue at the following rates with a minimum of three hours to be accrued for any time
worked:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue
flextime at one and a half hours for each hour worked. time worked before 6.00am or after
10.00pm will accrue flextime at two hours for each hour worked.
b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half
hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime
at two hours for each hour worked.
c) sundays and public holidays: time worked will accrue flextime at two hours for each hour
worked.
182.
where an aps 1–6 classification casual employee is directed to work outside the standard
bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%.
b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before
8.00am or after 6.00pm will be paid at 200%.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1521 | flextime | will accrue as flextime at a rate of one and a half hours for each hour worked monday to
saturday, or at a rate of two hours for each hour worked sundays and public holidays.
181.
where the commissioner directs an employee, excluding casual employees, at an aps 1–6
classification or a training classification to work outside the standard bandwidth, flextime credit
will accrue at the following rates with a minimum of three hours to be accrued for any time
worked:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue
flextime at one and a half hours for each hour worked. time worked before 6.00am or after
10.00pm will accrue flextime at two hours for each hour worked.
b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half
hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime
at two hours for each hour worked.
c) sundays and public holidays: time worked will accrue flextime at two hours for each hour
worked.
182.
where an aps 1–6 classification casual employee is directed to work outside the standard
bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%.
b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before
8.00am or after 6.00pm will be paid at 200%.
22 |
| apsc_enterprise_agreement_2018-21_0.txt | 1527 | flextime | classification or a training classification to work outside the standard bandwidth, flextime credit
will accrue at the following rates with a minimum of three hours to be accrued for any time
worked:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue
flextime at one and a half hours for each hour worked. time worked before 6.00am or after
10.00pm will accrue flextime at two hours for each hour worked.
b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half
hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime
at two hours for each hour worked.
c) sundays and public holidays: time worked will accrue flextime at two hours for each hour
worked.
182.
where an aps 1–6 classification casual employee is directed to work outside the standard
bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%.
b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before
8.00am or after 6.00pm will be paid at 200%.
22
c) sundays and public holidays: time worked will be paid at 200%.
183.
where an employee is directed to work outside the standard bandwidth the employee will be
entitled to an eight-hour break plus reasonable travelling time following the end of the period of |
| apsc_enterprise_agreement_2018-21_0.txt | 1527 | bandwidth | classification or a training classification to work outside the standard bandwidth, flextime credit
will accrue at the following rates with a minimum of three hours to be accrued for any time
worked:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue
flextime at one and a half hours for each hour worked. time worked before 6.00am or after
10.00pm will accrue flextime at two hours for each hour worked.
b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half
hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime
at two hours for each hour worked.
c) sundays and public holidays: time worked will accrue flextime at two hours for each hour
worked.
182.
where an aps 1–6 classification casual employee is directed to work outside the standard
bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%.
b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before
8.00am or after 6.00pm will be paid at 200%.
22
c) sundays and public holidays: time worked will be paid at 200%.
183.
where an employee is directed to work outside the standard bandwidth the employee will be
entitled to an eight-hour break plus reasonable travelling time following the end of the period of |
| apsc_enterprise_agreement_2018-21_0.txt | 1531 | flextime | flextime at one and a half hours for each hour worked. time worked before 6.00am or after
10.00pm will accrue flextime at two hours for each hour worked.
b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half
hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime
at two hours for each hour worked.
c) sundays and public holidays: time worked will accrue flextime at two hours for each hour
worked.
182.
where an aps 1–6 classification casual employee is directed to work outside the standard
bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%.
b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before
8.00am or after 6.00pm will be paid at 200%.
22
c) sundays and public holidays: time worked will be paid at 200%.
183.
where an employee is directed to work outside the standard bandwidth the employee will be
entitled to an eight-hour break plus reasonable travelling time following the end of the period of
work before commencing work again.
184.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1532 | flextime | 10.00pm will accrue flextime at two hours for each hour worked.
b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half
hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime
at two hours for each hour worked.
c) sundays and public holidays: time worked will accrue flextime at two hours for each hour
worked.
182.
where an aps 1–6 classification casual employee is directed to work outside the standard
bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%.
b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before
8.00am or after 6.00pm will be paid at 200%.
22
c) sundays and public holidays: time worked will be paid at 200%.
183.
where an employee is directed to work outside the standard bandwidth the employee will be
entitled to an eight-hour break plus reasonable travelling time following the end of the period of
work before commencing work again.
184.
where the break referred to in clause 183 is not possible due to operational requirements the |
| apsc_enterprise_agreement_2018-21_0.txt | 1533 | flextime | b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half
hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime
at two hours for each hour worked.
c) sundays and public holidays: time worked will accrue flextime at two hours for each hour
worked.
182.
where an aps 1–6 classification casual employee is directed to work outside the standard
bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%.
b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before
8.00am or after 6.00pm will be paid at 200%.
22
c) sundays and public holidays: time worked will be paid at 200%.
183.
where an employee is directed to work outside the standard bandwidth the employee will be
entitled to an eight-hour break plus reasonable travelling time following the end of the period of
work before commencing work again.
184.
where the break referred to in clause 183 is not possible due to operational requirements the
employee will accrue flextime at two hours for each hour worked, until an eight-hour break can |
| apsc_enterprise_agreement_2018-21_0.txt | 1534 | flextime | hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime
at two hours for each hour worked.
c) sundays and public holidays: time worked will accrue flextime at two hours for each hour
worked.
182.
where an aps 1–6 classification casual employee is directed to work outside the standard
bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%.
b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before
8.00am or after 6.00pm will be paid at 200%.
22
c) sundays and public holidays: time worked will be paid at 200%.
183.
where an employee is directed to work outside the standard bandwidth the employee will be
entitled to an eight-hour break plus reasonable travelling time following the end of the period of
work before commencing work again.
184.
where the break referred to in clause 183 is not possible due to operational requirements the
employee will accrue flextime at two hours for each hour worked, until an eight-hour break can
be granted. |
| apsc_enterprise_agreement_2018-21_0.txt | 1536 | flextime | c) sundays and public holidays: time worked will accrue flextime at two hours for each hour
worked.
182.
where an aps 1–6 classification casual employee is directed to work outside the standard
bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%.
b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before
8.00am or after 6.00pm will be paid at 200%.
22
c) sundays and public holidays: time worked will be paid at 200%.
183.
where an employee is directed to work outside the standard bandwidth the employee will be
entitled to an eight-hour break plus reasonable travelling time following the end of the period of
work before commencing work again.
184.
where the break referred to in clause 183 is not possible due to operational requirements the
employee will accrue flextime at two hours for each hour worked, until an eight-hour break can
be granted.
185. |
| apsc_enterprise_agreement_2018-21_0.txt | 1542 | bandwidth | bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%.
b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before
8.00am or after 6.00pm will be paid at 200%.
22
c) sundays and public holidays: time worked will be paid at 200%.
183.
where an employee is directed to work outside the standard bandwidth the employee will be
entitled to an eight-hour break plus reasonable travelling time following the end of the period of
work before commencing work again.
184.
where the break referred to in clause 183 is not possible due to operational requirements the
employee will accrue flextime at two hours for each hour worked, until an eight-hour break can
be granted.
185.
clauses 180 to 184 do not apply where an employee is required to undertake official travel.
186.
where the bandwidth has been varied, in accordance with clause 170, the application of clause |
| apsc_enterprise_agreement_2018-21_0.txt | 1543 | bandwidth | casual employee will be paid for time worked outside the standard bandwidth at the following
rates:
a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%.
b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before
8.00am or after 6.00pm will be paid at 200%.
22
c) sundays and public holidays: time worked will be paid at 200%.
183.
where an employee is directed to work outside the standard bandwidth the employee will be
entitled to an eight-hour break plus reasonable travelling time following the end of the period of
work before commencing work again.
184.
where the break referred to in clause 183 is not possible due to operational requirements the
employee will accrue flextime at two hours for each hour worked, until an eight-hour break can
be granted.
185.
clauses 180 to 184 do not apply where an employee is required to undertake official travel.
186.
where the bandwidth has been varied, in accordance with clause 170, the application of clause
181 will be: |
| apsc_enterprise_agreement_2018-21_0.txt | 1555 | bandwidth | where an employee is directed to work outside the standard bandwidth the employee will be
entitled to an eight-hour break plus reasonable travelling time following the end of the period of
work before commencing work again.
184.
where the break referred to in clause 183 is not possible due to operational requirements the
employee will accrue flextime at two hours for each hour worked, until an eight-hour break can
be granted.
185.
clauses 180 to 184 do not apply where an employee is required to undertake official travel.
186.
where the bandwidth has been varied, in accordance with clause 170, the application of clause
181 will be:
a) monday to friday: the rate of flextime accrual for work done one hour before the varied
bandwidth, and three hours after, will be one and a half hours. any other work done outside
the bandwidth will accrue flextime at two hours for each hour worked.
b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in
accordance with clause 186(a).
c) where an employee is directed to work on a weekend day not included in their varied
bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined |
| apsc_enterprise_agreement_2018-21_0.txt | 1556 | travel | entitled to an eight-hour break plus reasonable travelling time following the end of the period of
work before commencing work again.
184.
where the break referred to in clause 183 is not possible due to operational requirements the
employee will accrue flextime at two hours for each hour worked, until an eight-hour break can
be granted.
185.
clauses 180 to 184 do not apply where an employee is required to undertake official travel.
186.
where the bandwidth has been varied, in accordance with clause 170, the application of clause
181 will be:
a) monday to friday: the rate of flextime accrual for work done one hour before the varied
bandwidth, and three hours after, will be one and a half hours. any other work done outside
the bandwidth will accrue flextime at two hours for each hour worked.
b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in
accordance with clause 186(a).
c) where an employee is directed to work on a weekend day not included in their varied
bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual |
| apsc_enterprise_agreement_2018-21_0.txt | 1562 | flextime | employee will accrue flextime at two hours for each hour worked, until an eight-hour break can
be granted.
185.
clauses 180 to 184 do not apply where an employee is required to undertake official travel.
186.
where the bandwidth has been varied, in accordance with clause 170, the application of clause
181 will be:
a) monday to friday: the rate of flextime accrual for work done one hour before the varied
bandwidth, and three hours after, will be one and a half hours. any other work done outside
the bandwidth will accrue flextime at two hours for each hour worked.
b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in
accordance with clause 186(a).
c) where an employee is directed to work on a weekend day not included in their varied
bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual
needs of the employee.
188.
there is an expectation that executive level employees, because of their senior work roles and
responsibilities, will be required to undertake reasonable additional hours of work. |
| apsc_enterprise_agreement_2018-21_0.txt | 1567 | travel | clauses 180 to 184 do not apply where an employee is required to undertake official travel.
186.
where the bandwidth has been varied, in accordance with clause 170, the application of clause
181 will be:
a) monday to friday: the rate of flextime accrual for work done one hour before the varied
bandwidth, and three hours after, will be one and a half hours. any other work done outside
the bandwidth will accrue flextime at two hours for each hour worked.
b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in
accordance with clause 186(a).
c) where an employee is directed to work on a weekend day not included in their varied
bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual
needs of the employee.
188.
there is an expectation that executive level employees, because of their senior work roles and
responsibilities, will be required to undertake reasonable additional hours of work.
189.
where an executive level employee has consistently worked excessive hours a manager may,
having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours |
| apsc_enterprise_agreement_2018-21_0.txt | 1571 | bandwidth | where the bandwidth has been varied, in accordance with clause 170, the application of clause
181 will be:
a) monday to friday: the rate of flextime accrual for work done one hour before the varied
bandwidth, and three hours after, will be one and a half hours. any other work done outside
the bandwidth will accrue flextime at two hours for each hour worked.
b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in
accordance with clause 186(a).
c) where an employee is directed to work on a weekend day not included in their varied
bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual
needs of the employee.
188.
there is an expectation that executive level employees, because of their senior work roles and
responsibilities, will be required to undertake reasonable additional hours of work.
189.
where an executive level employee has consistently worked excessive hours a manager may,
having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours
worked at a time mutually agreed. such absences do not need to be covered by any form of
leave.
23 |
| apsc_enterprise_agreement_2018-21_0.txt | 1573 | flextime | a) monday to friday: the rate of flextime accrual for work done one hour before the varied
bandwidth, and three hours after, will be one and a half hours. any other work done outside
the bandwidth will accrue flextime at two hours for each hour worked.
b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in
accordance with clause 186(a).
c) where an employee is directed to work on a weekend day not included in their varied
bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual
needs of the employee.
188.
there is an expectation that executive level employees, because of their senior work roles and
responsibilities, will be required to undertake reasonable additional hours of work.
189.
where an executive level employee has consistently worked excessive hours a manager may,
having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours
worked at a time mutually agreed. such absences do not need to be covered by any form of
leave.
23
part i |
| apsc_enterprise_agreement_2018-21_0.txt | 1574 | bandwidth | bandwidth, and three hours after, will be one and a half hours. any other work done outside
the bandwidth will accrue flextime at two hours for each hour worked.
b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in
accordance with clause 186(a).
c) where an employee is directed to work on a weekend day not included in their varied
bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual
needs of the employee.
188.
there is an expectation that executive level employees, because of their senior work roles and
responsibilities, will be required to undertake reasonable additional hours of work.
189.
where an executive level employee has consistently worked excessive hours a manager may,
having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours
worked at a time mutually agreed. such absences do not need to be covered by any form of
leave.
23
part i
|
| apsc_enterprise_agreement_2018-21_0.txt | 1575 | flextime | the bandwidth will accrue flextime at two hours for each hour worked.
b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in
accordance with clause 186(a).
c) where an employee is directed to work on a weekend day not included in their varied
bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual
needs of the employee.
188.
there is an expectation that executive level employees, because of their senior work roles and
responsibilities, will be required to undertake reasonable additional hours of work.
189.
where an executive level employee has consistently worked excessive hours a manager may,
having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours
worked at a time mutually agreed. such absences do not need to be covered by any form of
leave.
23
part i
work and life balance |
| apsc_enterprise_agreement_2018-21_0.txt | 1575 | bandwidth | the bandwidth will accrue flextime at two hours for each hour worked.
b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in
accordance with clause 186(a).
c) where an employee is directed to work on a weekend day not included in their varied
bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual
needs of the employee.
188.
there is an expectation that executive level employees, because of their senior work roles and
responsibilities, will be required to undertake reasonable additional hours of work.
189.
where an executive level employee has consistently worked excessive hours a manager may,
having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours
worked at a time mutually agreed. such absences do not need to be covered by any form of
leave.
23
part i
work and life balance |
| apsc_enterprise_agreement_2018-21_0.txt | 1576 | overtime | b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in
accordance with clause 186(a).
c) where an employee is directed to work on a weekend day not included in their varied
bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual
needs of the employee.
188.
there is an expectation that executive level employees, because of their senior work roles and
responsibilities, will be required to undertake reasonable additional hours of work.
189.
where an executive level employee has consistently worked excessive hours a manager may,
having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours
worked at a time mutually agreed. such absences do not need to be covered by any form of
leave.
23
part i
work and life balance
|
| apsc_enterprise_agreement_2018-21_0.txt | 1576 | bandwidth | b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in
accordance with clause 186(a).
c) where an employee is directed to work on a weekend day not included in their varied
bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual
needs of the employee.
188.
there is an expectation that executive level employees, because of their senior work roles and
responsibilities, will be required to undertake reasonable additional hours of work.
189.
where an executive level employee has consistently worked excessive hours a manager may,
having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours
worked at a time mutually agreed. such absences do not need to be covered by any form of
leave.
23
part i
work and life balance
|
| apsc_enterprise_agreement_2018-21_0.txt | 1579 | overtime | bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual
needs of the employee.
188.
there is an expectation that executive level employees, because of their senior work roles and
responsibilities, will be required to undertake reasonable additional hours of work.
189.
where an executive level employee has consistently worked excessive hours a manager may,
having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours
worked at a time mutually agreed. such absences do not need to be covered by any form of
leave.
23
part i
work and life balance
working away from the office
190.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1579 | bandwidth | bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c).
working arrangements for executive level employees
187.
arrangements about when work is performed for executive level employees will be determined
by the commissioner. where possible, the commissioner will take into account the individual
needs of the employee.
188.
there is an expectation that executive level employees, because of their senior work roles and
responsibilities, will be required to undertake reasonable additional hours of work.
189.
where an executive level employee has consistently worked excessive hours a manager may,
having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours
worked at a time mutually agreed. such absences do not need to be covered by any form of
leave.
23
part i
work and life balance
working away from the office
190.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1651 | travel | required to travel away from their normal work location for business purposes;
b) directed to work additional hours or to attend a conference or learning and development
course outside the standard bandwidth;
c)
directed to work outside the employee’s regular agreed hours of work; or
d) directed to return to duty.
flexible working arrangements
197.
an employee may request flexible working arrangements in accordance with section 65 of the
fair work act.
health promotion
198.
the commission will provide employees with access to health and wellbeing initiatives, this may
include influenza vaccinations.
24
part j
performance and development
performance management framework
199.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1654 | bandwidth | course outside the standard bandwidth;
c)
directed to work outside the employee’s regular agreed hours of work; or
d) directed to return to duty.
flexible working arrangements
197.
an employee may request flexible working arrangements in accordance with section 65 of the
fair work act.
health promotion
198.
the commission will provide employees with access to health and wellbeing initiatives, this may
include influenza vaccinations.
24
part j
performance and development
performance management framework
199.
employees must participate in the commission’s performance management framework. the
annual performance management cycle runs from 1 july to 30 june each year. further
information can be found in the performance management policy. |
| apsc_enterprise_agreement_2018-21_0.txt | 1669 | health and wellbeing | the commission will provide employees with access to health and wellbeing initiatives, this may
include influenza vaccinations.
24
part j
performance and development
performance management framework
199.
employees must participate in the commission’s performance management framework. the
annual performance management cycle runs from 1 july to 30 june each year. further
information can be found in the performance management policy.
eligibility for performance based salary advancement
200.
on 1 july an eligible ongoing employee who is below the maximum pay point of their substantive
classification will be eligible for progression to the next highest pay point within their substantive
classification, subject to clauses 201 to 206.
201.
eligibility for performance based salary advancement is limited to ongoing employees who are
present in the workplace and subject to the framework for a minimum of six months during the
annual performance management cycle. employees must achieve satisfactory performance at the
end of the annual performance management cycle to be advanced.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1685 | salary advancement | eligibility for performance based salary advancement
200.
on 1 july an eligible ongoing employee who is below the maximum pay point of their substantive
classification will be eligible for progression to the next highest pay point within their substantive
classification, subject to clauses 201 to 206.
201.
eligibility for performance based salary advancement is limited to ongoing employees who are
present in the workplace and subject to the framework for a minimum of six months during the
annual performance management cycle. employees must achieve satisfactory performance at the
end of the annual performance management cycle to be advanced.
202.
non-ongoing employees are not eligible for salary advancement under these provisions.
203.
where an employee is promoted within the commission and has previously been temporarily
assigned duties at this classification, and that period of temporary assignment immediately
precedes the date of effect of the promotion, the period of temporary assignment will count
towards the qualifying period for salary advancement.
performance improvement plan
204.
an employee who is not performing satisfactorily will be placed on a performance improvement
plan. |
| apsc_enterprise_agreement_2018-21_0.txt | 1694 | salary advancement | eligibility for performance based salary advancement is limited to ongoing employees who are
present in the workplace and subject to the framework for a minimum of six months during the
annual performance management cycle. employees must achieve satisfactory performance at the
end of the annual performance management cycle to be advanced.
202.
non-ongoing employees are not eligible for salary advancement under these provisions.
203.
where an employee is promoted within the commission and has previously been temporarily
assigned duties at this classification, and that period of temporary assignment immediately
precedes the date of effect of the promotion, the period of temporary assignment will count
towards the qualifying period for salary advancement.
performance improvement plan
204.
an employee who is not performing satisfactorily will be placed on a performance improvement
plan.
205.
an employee who is on a performance improvement plan at the end of the annual performance
management cycle will not be eligible for a performance based salary advancement on 1 july.
206.
where an employee has improved their performance, salary advancement to the next available |
| apsc_enterprise_agreement_2018-21_0.txt | 1701 | salary advancement | non-ongoing employees are not eligible for salary advancement under these provisions.
203.
where an employee is promoted within the commission and has previously been temporarily
assigned duties at this classification, and that period of temporary assignment immediately
precedes the date of effect of the promotion, the period of temporary assignment will count
towards the qualifying period for salary advancement.
performance improvement plan
204.
an employee who is not performing satisfactorily will be placed on a performance improvement
plan.
205.
an employee who is on a performance improvement plan at the end of the annual performance
management cycle will not be eligible for a performance based salary advancement on 1 july.
206.
where an employee has improved their performance, salary advancement to the next available
pay point will take effect from the date they are assessed as achieving satisfactory performance,
subject to clauses 200 to 203.
skills recognition and development
207.
the commissioner may approve funding of professional memberships and development needs |
| apsc_enterprise_agreement_2018-21_0.txt | 1708 | salary advancement | towards the qualifying period for salary advancement.
performance improvement plan
204.
an employee who is not performing satisfactorily will be placed on a performance improvement
plan.
205.
an employee who is on a performance improvement plan at the end of the annual performance
management cycle will not be eligible for a performance based salary advancement on 1 july.
206.
where an employee has improved their performance, salary advancement to the next available
pay point will take effect from the date they are assessed as achieving satisfactory performance,
subject to clauses 200 to 203.
skills recognition and development
207.
the commissioner may approve funding of professional memberships and development needs
where this is agreed between the commissioner and the employee.
study encouragement scheme
208.
the commission may provide financial or other assistance to an employee to undertake formal
courses of study at tertiary and higher education institutions and other vocational education |
| apsc_enterprise_agreement_2018-21_0.txt | 1719 | salary advancement | management cycle will not be eligible for a performance based salary advancement on 1 july.
206.
where an employee has improved their performance, salary advancement to the next available
pay point will take effect from the date they are assessed as achieving satisfactory performance,
subject to clauses 200 to 203.
skills recognition and development
207.
the commissioner may approve funding of professional memberships and development needs
where this is agreed between the commissioner and the employee.
study encouragement scheme
208.
the commission may provide financial or other assistance to an employee to undertake formal
courses of study at tertiary and higher education institutions and other vocational education
courses, where the study is agreed to by the commissioner.
209.
further information can be found in the employee development policy.
25
part k
workforce adjustment |
| apsc_enterprise_agreement_2018-21_0.txt | 1723 | salary advancement | where an employee has improved their performance, salary advancement to the next available
pay point will take effect from the date they are assessed as achieving satisfactory performance,
subject to clauses 200 to 203.
skills recognition and development
207.
the commissioner may approve funding of professional memberships and development needs
where this is agreed between the commissioner and the employee.
study encouragement scheme
208.
the commission may provide financial or other assistance to an employee to undertake formal
courses of study at tertiary and higher education institutions and other vocational education
courses, where the study is agreed to by the commissioner.
209.
further information can be found in the employee development policy.
25
part k
workforce adjustment
employee initiated separation from the aps
210.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1911 | long service leave | b) government service as defined in section 10 of the long service leave act;
c)
service with a commonwealth body (other than service with a joint commonwealth-state
body corporate) in which the commonwealth has a controlling interest which is recognised for
long service leave purposes;
d) service with the adf;
e) aps service immediately preceding deemed resignation under repealed section 49 of the
public service act, if the service has not previously been recognised for severance pay
purposes; and
f)
service in another organisation where:
i.
an employee moved from the aps to that organisation with a transfer of function; or
ii.
an employee engaged by that organisation on work within a function is engaged in the
aps as a result of the transfer of that function to the aps; and
iii.
such service is recognised for long service leave purposes.
rate of payment
230.
|
| apsc_enterprise_agreement_2018-21_0.txt | 1916 | long service leave | long service leave purposes;
d) service with the adf;
e) aps service immediately preceding deemed resignation under repealed section 49 of the
public service act, if the service has not previously been recognised for severance pay
purposes; and
f)
service in another organisation where:
i.
an employee moved from the aps to that organisation with a transfer of function; or
ii.
an employee engaged by that organisation on work within a function is engaged in the
aps as a result of the transfer of that function to the aps; and
iii.
such service is recognised for long service leave purposes.
rate of payment
230.
for the purpose of calculating any payment under clause 226, salary will include:
a)
the employee’s salary at their substantive work value level; or
|
| apsc_enterprise_agreement_2018-21_0.txt | 1936 | long service leave | such service is recognised for long service leave purposes.
rate of payment
230.
for the purpose of calculating any payment under clause 226, salary will include:
a)
the employee’s salary at their substantive work value level; or
b) the salary of the higher work value level, where the employee has been working at the higher
level for a continuous period of at least 12 months immediately preceding the date on which
the employee is given notice of termination; and
28
c)
other allowances in the nature of salary which are paid during periods of annual leave and on
a regular basis, excluding allowances which are a reimbursement for expenses incurred, or a
payment for disabilities associated with the performance of duty.
accelerated separation option and additional payment
231.
where the commissioner invites an excess employee to accept voluntary retrenchment, the
commissioner may also invite the excess employee to accept an accelerated separation option.
this option provides, in addition to the severance benefit, a payment of a maximum of four
weeks’ salary in lieu of the consideration period referred to in clause 219 where the excess
employee agrees to termination of employment and the employment is so terminated within 14 |
| apsc_enterprise_agreement_2018-21_0.txt | 2053 | travel | travel and incidental expenses incurred in seeking alternative employment (where such expenses
are not met by the prospective employer) and will be given reasonable time off work to attend
job interviews.
243.
an excess employee required to move their household to a new locality as a result of an
assignment to new duties at the same or lower classification may be entitled to reasonable
expenses in accordance with part f of this agreement.
involuntary retrenchment
244.
subject to clause 241 the commissioner under section 29 of the public service act may terminate
the employment of an excess employee who has not agreed to voluntary retrenchment and has
not been permanently redeployed to an ongoing position.
245.
the commissioner will not terminate the employment of an excess employee if the excess
employee has not been invited to accept an offer of voluntary retrenchment or has elected to
accept an offer of voluntary retrenchment but the commissioner has refused to approve it.
30
part l
consultation and communication
246. |
| apsc_enterprise_agreement_2018-21_0.txt | 2594 | flextime | “flextime” is a system of flexible working arrangements which enables an employee and the
commissioner to vary working hours, patterns and arrangements (subject to operational
requirements) to average working hours of 37 hours and 30 minutes, or regular agreed parttime hours, per week for the settlement period.
“foster care” means an arrangement whereby an employee, as primary carer, assumes long
term responsibility for a child:
a)
arising from the placement of the child by a `fostering’ arrangement or parentage order by
a person / organisation with statutory responsibility for the placement of the child;
b) where the child is, or will be, under 16 years of age as at the day of placement, or the
expected day of placement, of the child;
c)
where the placement of the child:
i.
is for a period longer than six months; and
ii.
in circumstances where it is not expected that the child will return to their family;
and
d) the child is not (otherwise than because of the fostering) a child of the employee or the
employee’s spouse or de facto partner.
the ‘placement’ of a child, means the earlier of the following days:
a)
the day on which the employee first takes long term care of the child; or |
| apsc_enterprise_agreement_2018-21_0.txt | 2625 | travel | b) the day on which the employee starts any travel that is reasonably necessary to take
custody of the child.
“graduate aps” means an employee allocated the classification of graduate aps in accordance
with the classification rules. graduates undertake a structured program of training and work
placements.
“long service leave act” means the long service leave (commonwealth employees) act 1976 as
amended from time to time.
“manager” means the person to whom an employee generally reports to on a day-to-day basis
for work related matters, and may include a person referred to as a supervisor.
“maternity leave act” means the maternity leave (commonwealth employees) act 1973 as
amended form time to time.
“national employment standards (nes)” means those minimum terms and conditions that apply
to all national system employees, as outlined in part 2-2 of the fair work act.
“non-ongoing employee” means an employee who has been engaged under section 22(2)(b) of
the public service act for either a specified term or for the duration of a specified task.
38
“official travel” means travel that an employee is requested to undertake on behalf of the
commission. official travel requires formal approval by the commissioner via a movement
requisition.
“parliamentary services act” means the parliamentary service act 1999 as amended from time
to time.
“public service act” means the public service act 1999 as amended from time to time.
“settlement period” means a four week period beginning on a pay day thursday for the
purposes of determining flextime debit or credit carryover.
“trainee aps (administrative)” means an employee allocated the classification of trainee aps
(administrative) in accordance with the classification rules . trainee aps (administrative)
employees undertake a training program for a period of 12 months which combines time at
work with training, and can be full-time, part-time or school-based. |
| apsc_enterprise_agreement_2018-21_0.txt | 2630 | long service leave | “long service leave act” means the long service leave (commonwealth employees) act 1976 as
amended from time to time.
“manager” means the person to whom an employee generally reports to on a day-to-day basis
for work related matters, and may include a person referred to as a supervisor.
“maternity leave act” means the maternity leave (commonwealth employees) act 1973 as
amended form time to time.
“national employment standards (nes)” means those minimum terms and conditions that apply
to all national system employees, as outlined in part 2-2 of the fair work act.
“non-ongoing employee” means an employee who has been engaged under section 22(2)(b) of
the public service act for either a specified term or for the duration of a specified task.
38
“official travel” means travel that an employee is requested to undertake on behalf of the
commission. official travel requires formal approval by the commissioner via a movement
requisition.
“parliamentary services act” means the parliamentary service act 1999 as amended from time
to time.
“public service act” means the public service act 1999 as amended from time to time.
“settlement period” means a four week period beginning on a pay day thursday for the
purposes of determining flextime debit or credit carryover.
“trainee aps (administrative)” means an employee allocated the classification of trainee aps
(administrative) in accordance with the classification rules . trainee aps (administrative)
employees undertake a training program for a period of 12 months which combines time at
work with training, and can be full-time, part-time or school-based.
“training classification” means the classifications listed in schedule 2 of the classification rules.
“working day” is monday to friday and excludes public holidays and the christmas closedown.
39
|
| apsc_enterprise_agreement_2018-21_0.txt | 2634 | maternity leave | “maternity leave act” means the maternity leave (commonwealth employees) act 1973 as
amended form time to time.
“national employment standards (nes)” means those minimum terms and conditions that apply
to all national system employees, as outlined in part 2-2 of the fair work act.
“non-ongoing employee” means an employee who has been engaged under section 22(2)(b) of
the public service act for either a specified term or for the duration of a specified task.
38
“official travel” means travel that an employee is requested to undertake on behalf of the
commission. official travel requires formal approval by the commissioner via a movement
requisition.
“parliamentary services act” means the parliamentary service act 1999 as amended from time
to time.
“public service act” means the public service act 1999 as amended from time to time.
“settlement period” means a four week period beginning on a pay day thursday for the
purposes of determining flextime debit or credit carryover.
“trainee aps (administrative)” means an employee allocated the classification of trainee aps
(administrative) in accordance with the classification rules . trainee aps (administrative)
employees undertake a training program for a period of 12 months which combines time at
work with training, and can be full-time, part-time or school-based.
“training classification” means the classifications listed in schedule 2 of the classification rules.
“working day” is monday to friday and excludes public holidays and the christmas closedown.
39
|
| apsc_enterprise_agreement_2018-21_0.txt | 2643 | travel | “official travel” means travel that an employee is requested to undertake on behalf of the
commission. official travel requires formal approval by the commissioner via a movement
requisition.
“parliamentary services act” means the parliamentary service act 1999 as amended from time
to time.
“public service act” means the public service act 1999 as amended from time to time.
“settlement period” means a four week period beginning on a pay day thursday for the
purposes of determining flextime debit or credit carryover.
“trainee aps (administrative)” means an employee allocated the classification of trainee aps
(administrative) in accordance with the classification rules . trainee aps (administrative)
employees undertake a training program for a period of 12 months which combines time at
work with training, and can be full-time, part-time or school-based.
“training classification” means the classifications listed in schedule 2 of the classification rules.
“working day” is monday to friday and excludes public holidays and the christmas closedown.
39
|
| apsc_enterprise_agreement_2018-21_0.txt | 2644 | travel | commission. official travel requires formal approval by the commissioner via a movement
requisition.
“parliamentary services act” means the parliamentary service act 1999 as amended from time
to time.
“public service act” means the public service act 1999 as amended from time to time.
“settlement period” means a four week period beginning on a pay day thursday for the
purposes of determining flextime debit or credit carryover.
“trainee aps (administrative)” means an employee allocated the classification of trainee aps
(administrative) in accordance with the classification rules . trainee aps (administrative)
employees undertake a training program for a period of 12 months which combines time at
work with training, and can be full-time, part-time or school-based.
“training classification” means the classifications listed in schedule 2 of the classification rules.
“working day” is monday to friday and excludes public holidays and the christmas closedown.
39
|
| apsc_enterprise_agreement_2018-21_0.txt | 2650 | flextime | purposes of determining flextime debit or credit carryover.
“trainee aps (administrative)” means an employee allocated the classification of trainee aps
(administrative) in accordance with the classification rules . trainee aps (administrative)
employees undertake a training program for a period of 12 months which combines time at
work with training, and can be full-time, part-time or school-based.
“training classification” means the classifications listed in schedule 2 of the classification rules.
“working day” is monday to friday and excludes public holidays and the christmas closedown.
39
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 637 | salary advancement | salary advancement – on 1 november each year commencing 1 november 2016, an
ongoing employee and non-ongoing employees with twelve months or more continuous
service (excluding graduates and casual employees) who are not already on the
maximum pay point applying to his or her current substantive aps classification may
advance to the next pay point if the employee:
(i)
has in place a performance agreement;
(ii)
has been at his or her current anao pay point for at least six months; and
(iii)
received a rating of meeting expectations or above in the prior performance cycle
(an equivalent rating of satisfactory if transferred, promoted or engaged by the
anao).
for executive level employees above the 5th pay point (el 2) or 3rd pay point (el 1),
movement to a higher pay point (in to the “remuneration zone”) is subject to the
approval of the auditor-general and in accordance with the anao remuneration model.
7
employment conditions
13.
14.
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 694 | overtime | will not attract overtime rates or any other special benefits.
flexible working arrangements
14.1
an employee may request flexible working arrangements in accordance with section 65
of the fwa. more information is available in the anao employment manual.
14.2
the auditor-general may approve an employee to work away from the office, subject to
operational requirements.
14.3
the auditor-general and employees, including at the executive level, may agree to a
pattern of work by which the employee will achieve agreed outcomes and have flexibility
in their work attendance arrangements. the factors that may be taken into account when
determining a pattern of work are: anao operational requirements; impact on auditees;
impact on other members of the work group; and the personal needs of the employee.
working patterns
15.1
16.
the auditor-general and employee to agree work patterns – the pattern by which
employees will perform the hours of work specified in clause 13 is a matter for
agreement between the auditor-general and the employee, taking into account
operational requirements of the anao. however, an employee will not be required to |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 753 | flextime | flextime scheme
18.1
flextime is a formal system of flexible working hour’s arrangements which enables
employees and the auditor-general to vary working hours, patterns and arrangements.
18.2
eligibility – the accumulation of hours, as prescribed in sub-clause 18.3, and the taking of
these hours as flex leave under the flextime scheme, is only available to employees at the
aps 1 to aps 6 classification.
18.3
maximum credit carry over – employees may accumulate a maximum of 37.5 hours flex
credit at the end of their settlement period. this limitation does not apply during periods
of peak workload, subject to auditor-general approval.
18.4
maximum debit carry over – eligible employees may carry over a maximum of 10 hours
flex debit accumulated in any settlement period into the next settlement period.
18.5
excess flex debit – in circumstances where:
(i)
the maximum debit is exceeded at the end of a settlement period, the employee will
endeavour to reduce the debit to the maximum allowable over the next settlement |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 756 | flextime | flextime is a formal system of flexible working hour’s arrangements which enables
employees and the auditor-general to vary working hours, patterns and arrangements.
18.2
eligibility – the accumulation of hours, as prescribed in sub-clause 18.3, and the taking of
these hours as flex leave under the flextime scheme, is only available to employees at the
aps 1 to aps 6 classification.
18.3
maximum credit carry over – employees may accumulate a maximum of 37.5 hours flex
credit at the end of their settlement period. this limitation does not apply during periods
of peak workload, subject to auditor-general approval.
18.4
maximum debit carry over – eligible employees may carry over a maximum of 10 hours
flex debit accumulated in any settlement period into the next settlement period.
18.5
excess flex debit – in circumstances where:
(i)
the maximum debit is exceeded at the end of a settlement period, the employee will
endeavour to reduce the debit to the maximum allowable over the next settlement
period; and
(ii) should this not occur, the excess amount shall be treated as leave without pay and |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 762 | flextime | these hours as flex leave under the flextime scheme, is only available to employees at the
aps 1 to aps 6 classification.
18.3
maximum credit carry over – employees may accumulate a maximum of 37.5 hours flex
credit at the end of their settlement period. this limitation does not apply during periods
of peak workload, subject to auditor-general approval.
18.4
maximum debit carry over – eligible employees may carry over a maximum of 10 hours
flex debit accumulated in any settlement period into the next settlement period.
18.5
excess flex debit – in circumstances where:
(i)
the maximum debit is exceeded at the end of a settlement period, the employee will
endeavour to reduce the debit to the maximum allowable over the next settlement
period; and
(ii) should this not occur, the excess amount shall be treated as leave without pay and
an appropriate deduction made from the employee’s salary or annual leave may be
substituted.
18.6
18.7
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 807 | flextime | any other relevant issues for the employee or work group, including flextime
carryover credits.
auditor-general to ensure employees access to flex leave – for the flextime
arrangements to work effectively, the auditor-general has a responsibility to manage
the hours of work of his employees to ensure that employees are productively employed
and are not accumulating excessive flex credits without the opportunity to reasonably
access flex leave.
reversion to standard hours
19.1
removal of flexible working arrangements – access to flexible working arrangements
will not apply in circumstances where:
(i)
the auditor-general reasonably considers that the employee’s attendance is
unsatisfactory; and/or
9
(ii)
20.
19.2
standard hours – where flexible working arrangements no longer apply, employees will
revert to standard hours. standard hours are 7.5 hours per day, to be worked from 8.30
am to 12.30 pm and 1.30 pm to 5.00 pm. |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 810 | flextime | auditor-general to ensure employees access to flex leave – for the flextime
arrangements to work effectively, the auditor-general has a responsibility to manage
the hours of work of his employees to ensure that employees are productively employed
and are not accumulating excessive flex credits without the opportunity to reasonably
access flex leave.
reversion to standard hours
19.1
removal of flexible working arrangements – access to flexible working arrangements
will not apply in circumstances where:
(i)
the auditor-general reasonably considers that the employee’s attendance is
unsatisfactory; and/or
9
(ii)
20.
19.2
standard hours – where flexible working arrangements no longer apply, employees will
revert to standard hours. standard hours are 7.5 hours per day, to be worked from 8.30
am to 12.30 pm and 1.30 pm to 5.00 pm.
19.3
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 840 | flextime | restoration of flextime – access to flexible working arrangements may be restored when
the auditor-general is satisfied that the employee’s attendance is satisfactory.
absent from duty
20.1
21.
22.
where an employee is absent from duty without proper approval, all pay and other
benefits under this agreement will cease to be available until they resume duty or leave
is granted.
part-time employment
21.1
definition – a part-time employee is one whose regular hours of work are less than 150
hours over a four week period.
21.2
pay and benefits – remuneration and other benefits for part-time employees will be
calculated on a pro-rata basis, apart from those allowances of a reimbursement nature,
where part-time employees will receive the same amount as full-time employees.
21.3
employees may seek part-time work – the auditor-general will agree to reasonable
requests for part-time work, subject to operational requirements. approval for part-time |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 898 | maternity leave | service leave and maternity leave.
annual leave
23.1
four weeks leave entitlement – all employees will have an entitlement to four weeks (20
days) annual leave per year, with part-time employees eligible on a pro-rata basis. an
employee’s entitlement to paid annual leave accrues progressively during a year of
service according to the employee’s ordinary hours of work, and accumulates from year
10
to year. leave is credited every payday fortnight. subject to organisational requirements
and approval by the auditor-general, leave is available for use as it accrues.
23.2
anticipation of annual leave – employees who have insufficient leave credits may,
subject to approval by the auditor-general, anticipate one week’s leave to cover
emergency situations and when employees have exhausted their personal leave.
23.3
may access on half pay – annual leave may be taken on half pay, with a minimum debit
of one half day credit at any one time, giving an absence of 1 day on half pay. approval to
take half pay annual leave is subject to the proposal meeting operational requirements.
combinations of full and half pay absences are allowable. leave taken on half pay will
count as service for all purposes.
23.4
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1101 | long service leave | access to personal/carer’s leave while on annual leave, or long service leave – an
employee who is medically unfit or has carer’s duties consistent with sub-clause 25.5 (a)
and (b) while on any period of paid leave (other than parental leave) and, who produces
reasonable evidence (consistent with sub-clause 25.7), may apply for personal/carer’s
leave. their leave will be re-credited to the extent of the period of personal leave
granted.
25.9
leave without pay and effect on leave accrual – any continuous period of
miscellaneous leave without pay greater than 30 calendar days will not count as service
for personal/carer's leave purposes.
25.10
employees on worker’s compensation – an employee in receipt of worker’s
compensation payments for accumulated periods exceeding 45 weeks per claim will
accrue personal leave on the basis of hours actually worked.
25.11
employees may exhaust credits – an employee will not, without their consent, be retired
on invalidity grounds before their personal leave and/or annual leave credits are
exhausted, unless provided by legislation.
25.12
anticipation of personal/carer’s leave – the auditor-general may allow an employee
who has worked in the aps for at least 3 years, to anticipate up to 10 days full pay
personal leave where all other paid leave credits (excluding long service leave) are |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1103 | parental leave | and (b) while on any period of paid leave (other than parental leave) and, who produces
reasonable evidence (consistent with sub-clause 25.7), may apply for personal/carer’s
leave. their leave will be re-credited to the extent of the period of personal leave
granted.
25.9
leave without pay and effect on leave accrual – any continuous period of
miscellaneous leave without pay greater than 30 calendar days will not count as service
for personal/carer's leave purposes.
25.10
employees on worker’s compensation – an employee in receipt of worker’s
compensation payments for accumulated periods exceeding 45 weeks per claim will
accrue personal leave on the basis of hours actually worked.
25.11
employees may exhaust credits – an employee will not, without their consent, be retired
on invalidity grounds before their personal leave and/or annual leave credits are
exhausted, unless provided by legislation.
25.12
anticipation of personal/carer’s leave – the auditor-general may allow an employee
who has worked in the aps for at least 3 years, to anticipate up to 10 days full pay
personal leave where all other paid leave credits (excluding long service leave) are
exhausted.
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1130 | long service leave | personal leave where all other paid leave credits (excluding long service leave) are
exhausted.
13
26.
other leave
26.1
granting of other leave – other leave may be granted by the auditor-general, for a
purpose that is considered to be in the interests of the anao and/or the commonwealth.
26.2
leave may be granted: for the period requested or for another period;
(i)
(ii)
with or without pay; and
subject to conditions.
other leave with pay includes, but is not limited to, where an employee engages in
community service activities such as jury service and emergency management activities
as defined in the fwa.
where leave is refused, the employee will be advised in writing of the reason for the
decision. further information regarding other leave is available in the anao
employment manual.
26.3
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1240 | long service leave | long service leave
28.1
an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
28.2
the minimum period during which long service leave can be taken is seven calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
parental leave
29.1
maternity and parental leave - the entitlement to maternity leave is provided under the
maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa
sets out the entitlements to parental leave.
29.2
an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is
entitled to a period of additional paid leave of three weeks to count as service, which
may be taken as three weeks at full pay or six weeks at half pay. only three weeks
additional paid leave will count as service for all purposes. this additional paid leave is
not paid maternity leave as provided under the maternity leave (commonwealth
employees) act 1973.
29.3
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1243 | long service leave | an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
28.2
the minimum period during which long service leave can be taken is seven calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
parental leave
29.1
maternity and parental leave - the entitlement to maternity leave is provided under the
maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa
sets out the entitlements to parental leave.
29.2
an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is
entitled to a period of additional paid leave of three weeks to count as service, which
may be taken as three weeks at full pay or six weeks at half pay. only three weeks
additional paid leave will count as service for all purposes. this additional paid leave is
not paid maternity leave as provided under the maternity leave (commonwealth
employees) act 1973.
29.3
an employee who is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 in relation to the birth of a child will have
entitlements to unpaid leave in accordance with the relevant provisions of the fwa. |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1248 | long service leave | the minimum period during which long service leave can be taken is seven calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
parental leave
29.1
maternity and parental leave - the entitlement to maternity leave is provided under the
maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa
sets out the entitlements to parental leave.
29.2
an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is
entitled to a period of additional paid leave of three weeks to count as service, which
may be taken as three weeks at full pay or six weeks at half pay. only three weeks
additional paid leave will count as service for all purposes. this additional paid leave is
not paid maternity leave as provided under the maternity leave (commonwealth
employees) act 1973.
29.3
an employee who is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 in relation to the birth of a child will have
entitlements to unpaid leave in accordance with the relevant provisions of the fwa.
29.4
adoption leave – an employee, who meets the same qualifying service that applies to
paid maternity leave under the maternity leave (commonwealth employees) act 1973, |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1249 | long service leave | days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
parental leave
29.1
maternity and parental leave - the entitlement to maternity leave is provided under the
maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa
sets out the entitlements to parental leave.
29.2
an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is
entitled to a period of additional paid leave of three weeks to count as service, which
may be taken as three weeks at full pay or six weeks at half pay. only three weeks
additional paid leave will count as service for all purposes. this additional paid leave is
not paid maternity leave as provided under the maternity leave (commonwealth
employees) act 1973.
29.3
an employee who is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 in relation to the birth of a child will have
entitlements to unpaid leave in accordance with the relevant provisions of the fwa.
29.4
adoption leave – an employee, who meets the same qualifying service that applies to
paid maternity leave under the maternity leave (commonwealth employees) act 1973,
who is the primary caregiver of an adopted child who: |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1252 | parental leave | parental leave
29.1
maternity and parental leave - the entitlement to maternity leave is provided under the
maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa
sets out the entitlements to parental leave.
29.2
an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is
entitled to a period of additional paid leave of three weeks to count as service, which
may be taken as three weeks at full pay or six weeks at half pay. only three weeks
additional paid leave will count as service for all purposes. this additional paid leave is
not paid maternity leave as provided under the maternity leave (commonwealth
employees) act 1973.
29.3
an employee who is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 in relation to the birth of a child will have
entitlements to unpaid leave in accordance with the relevant provisions of the fwa.
29.4
adoption leave – an employee, who meets the same qualifying service that applies to
paid maternity leave under the maternity leave (commonwealth employees) act 1973,
who is the primary caregiver of an adopted child who:
•
is, or will be, under school age at the day of placement, or the expected day of |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1255 | maternity leave | maternity and parental leave - the entitlement to maternity leave is provided under the
maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa
sets out the entitlements to parental leave.
29.2
an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is
entitled to a period of additional paid leave of three weeks to count as service, which
may be taken as three weeks at full pay or six weeks at half pay. only three weeks
additional paid leave will count as service for all purposes. this additional paid leave is
not paid maternity leave as provided under the maternity leave (commonwealth
employees) act 1973.
29.3
an employee who is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 in relation to the birth of a child will have
entitlements to unpaid leave in accordance with the relevant provisions of the fwa.
29.4
adoption leave – an employee, who meets the same qualifying service that applies to
paid maternity leave under the maternity leave (commonwealth employees) act 1973,
who is the primary caregiver of an adopted child who:
•
is, or will be, under school age at the day of placement, or the expected day of
placement;
• |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1255 | parental leave | maternity and parental leave - the entitlement to maternity leave is provided under the
maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa
sets out the entitlements to parental leave.
29.2
an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is
entitled to a period of additional paid leave of three weeks to count as service, which
may be taken as three weeks at full pay or six weeks at half pay. only three weeks
additional paid leave will count as service for all purposes. this additional paid leave is
not paid maternity leave as provided under the maternity leave (commonwealth
employees) act 1973.
29.3
an employee who is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 in relation to the birth of a child will have
entitlements to unpaid leave in accordance with the relevant provisions of the fwa.
29.4
adoption leave – an employee, who meets the same qualifying service that applies to
paid maternity leave under the maternity leave (commonwealth employees) act 1973,
who is the primary caregiver of an adopted child who:
•
is, or will be, under school age at the day of placement, or the expected day of
placement;
• |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1256 | maternity leave | maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa
sets out the entitlements to parental leave.
29.2
an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is
entitled to a period of additional paid leave of three weeks to count as service, which
may be taken as three weeks at full pay or six weeks at half pay. only three weeks
additional paid leave will count as service for all purposes. this additional paid leave is
not paid maternity leave as provided under the maternity leave (commonwealth
employees) act 1973.
29.3
an employee who is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 in relation to the birth of a child will have
entitlements to unpaid leave in accordance with the relevant provisions of the fwa.
29.4
adoption leave – an employee, who meets the same qualifying service that applies to
paid maternity leave under the maternity leave (commonwealth employees) act 1973,
who is the primary caregiver of an adopted child who:
•
is, or will be, under school age at the day of placement, or the expected day of
placement;
•
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1257 | parental leave | sets out the entitlements to parental leave.
29.2
an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is
entitled to a period of additional paid leave of three weeks to count as service, which
may be taken as three weeks at full pay or six weeks at half pay. only three weeks
additional paid leave will count as service for all purposes. this additional paid leave is
not paid maternity leave as provided under the maternity leave (commonwealth
employees) act 1973.
29.3
an employee who is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 in relation to the birth of a child will have
entitlements to unpaid leave in accordance with the relevant provisions of the fwa.
29.4
adoption leave – an employee, who meets the same qualifying service that applies to
paid maternity leave under the maternity leave (commonwealth employees) act 1973,
who is the primary caregiver of an adopted child who:
•
is, or will be, under school age at the day of placement, or the expected day of
placement;
•
has not, or will not have, lived continuously with the employee for a period of 6 |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1261 | maternity leave | an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is
entitled to a period of additional paid leave of three weeks to count as service, which
may be taken as three weeks at full pay or six weeks at half pay. only three weeks
additional paid leave will count as service for all purposes. this additional paid leave is
not paid maternity leave as provided under the maternity leave (commonwealth
employees) act 1973.
29.3
an employee who is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 in relation to the birth of a child will have
entitlements to unpaid leave in accordance with the relevant provisions of the fwa.
29.4
adoption leave – an employee, who meets the same qualifying service that applies to
paid maternity leave under the maternity leave (commonwealth employees) act 1973,
who is the primary caregiver of an adopted child who:
•
is, or will be, under school age at the day of placement, or the expected day of
placement;
•
has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day of placement; and
15
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1265 | maternity leave | not paid maternity leave as provided under the maternity leave (commonwealth
employees) act 1973.
29.3
an employee who is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 in relation to the birth of a child will have
entitlements to unpaid leave in accordance with the relevant provisions of the fwa.
29.4
adoption leave – an employee, who meets the same qualifying service that applies to
paid maternity leave under the maternity leave (commonwealth employees) act 1973,
who is the primary caregiver of an adopted child who:
•
is, or will be, under school age at the day of placement, or the expected day of
placement;
•
has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day of placement; and
15
•
is not a child or step-child of the employee or the employee’s partner, unless that
child had not been in the custody and care of the employee or the employee’s |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1270 | maternity leave | an employee who is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 in relation to the birth of a child will have
entitlements to unpaid leave in accordance with the relevant provisions of the fwa.
29.4
adoption leave – an employee, who meets the same qualifying service that applies to
paid maternity leave under the maternity leave (commonwealth employees) act 1973,
who is the primary caregiver of an adopted child who:
•
is, or will be, under school age at the day of placement, or the expected day of
placement;
•
has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day of placement; and
15
•
is not a child or step-child of the employee or the employee’s partner, unless that
child had not been in the custody and care of the employee or the employee’s
partner for a significant period of time;
is entitled to 15 weeks paid leave from the date of the placement of the child.
29.5
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1277 | maternity leave | paid maternity leave under the maternity leave (commonwealth employees) act 1973,
who is the primary caregiver of an adopted child who:
•
is, or will be, under school age at the day of placement, or the expected day of
placement;
•
has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day of placement; and
15
•
is not a child or step-child of the employee or the employee’s partner, unless that
child had not been in the custody and care of the employee or the employee’s
partner for a significant period of time;
is entitled to 15 weeks paid leave from the date of the placement of the child.
29.5
foster care and permanent care orders - an employee, who meets the same qualifying
service that applies to paid maternity leave under the maternity leave act, who is the
primary caregiver of a long term foster child or who is granted custody and guardianship of a
child (up to the age of 16) as a result of a permanent care order and is the primary care giver
of the child is entitled to 15 weeks of paid leave from the date of the placement of the child.
29.6 |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1301 | maternity leave | service that applies to paid maternity leave under the maternity leave act, who is the
primary caregiver of a long term foster child or who is granted custody and guardianship of a
child (up to the age of 16) as a result of a permanent care order and is the primary care giver
of the child is entitled to 15 weeks of paid leave from the date of the placement of the child.
29.6
employees who are eligible for paid maternity or parental leave under clauses 29.1, 29.4 or
29.5, may elect to have the payment for that leave spread over a maximum of 30 weeks at a
rate no less than half normal salary. where payment is spread over a longer period, only
half of the total weeks of the leave paid will count as service.
29.7
supporting partner leave - an employee who is not the primary care giver to a dependent
child is entitled to 2 weeks (10 days) of paid supporting partner’s leave immediately
following the birth, adoption or fostering of the dependent child subject to issue of a
certified birth certificate. the leave can be taken on full pay or half pay. where a public
holiday occurs during the period of leave, the period of the public holiday will not be
included as part of the leave period.
further information relating to the leave provisions outlined in clause 29 can be found in the anao
employment manual.
30.
31.
public holidays
30.1 |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1308 | parental leave | employees who are eligible for paid maternity or parental leave under clauses 29.1, 29.4 or
29.5, may elect to have the payment for that leave spread over a maximum of 30 weeks at a
rate no less than half normal salary. where payment is spread over a longer period, only
half of the total weeks of the leave paid will count as service.
29.7
supporting partner leave - an employee who is not the primary care giver to a dependent
child is entitled to 2 weeks (10 days) of paid supporting partner’s leave immediately
following the birth, adoption or fostering of the dependent child subject to issue of a
certified birth certificate. the leave can be taken on full pay or half pay. where a public
holiday occurs during the period of leave, the period of the public holiday will not be
included as part of the leave period.
further information relating to the leave provisions outlined in clause 29 can be found in the anao
employment manual.
30.
31.
public holidays
30.1
an employee is entitled to public holidays in accordance with section 115 of the fwa.
30.2
an employee, who is absent on a day or part-day that is a public holiday at the place
where the employee is based for work purposes, is entitled to be paid for the part or full |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1346 | long service leave | for that form of leave (e.g. if on long service leave on half pay, payment is on half pay).
allowances
31.1
review – during the course of this agreement, the auditor-general may review the
allowances and/or provide guidance to employees and supervisors.
31.2
motor vehicle allowance – the auditor-general may authorise, where the employee is
agreeable, an employee to use a private vehicle, owned, hired or novated by the
employee at their expense, for official purposes, where the auditor-general considers
that it will result in greater efficiency or involve less expense for the anao. the
allowance payable will not exceed the amount that would have been payable to
transport the employee by the most efficient means. such authorised employees will
16
receive a motor vehicle allowance in accordance with the rates set by the tax
assessment regulations 1997.
31.3
first aid allowance – where an employee possesses the required qualifications and
ability and is appointed as a first aid officer by the auditor-general, they will be paid a
first aid allowance of $22.00 per fortnight. further information can be found in the
anao employment manual.
31.4
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1406 | travel | double time, inclusive of travelling time, as per sub-clause 33.8, with a maximum
payment of 5 hours double time in any 24 hour period.
31.8
parking fees – reimbursement of parking fees will be available to employees where they
are required to attend audited entities’ premises on official anao business in accordance
with anao financial management procedures.
31.9
professional membership fees – employees are eligible for an annual payment or
reimbursement of professional fees. further information is available in the anao
employment manual.
31.10
studies assistance – employees undertaking approved study may be reimbursed
expenses. further information is available in the anao employment manual.
31.11
flu vaccination – the anao will provide annually, at no expense to employees, access on
a voluntary basis to a flu vaccination.
31.12
health assessment – the anao will provide annually, at no expense to employees, access
to a voluntary health assessment.
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1442 | travel | travel
32.1
employees undertaking work away from the office involving an overnight absence are
entitled to be compensated for any reasonable expenses fairly incurred while on official
travel. where an employee is required to travel interstate for official purposes which do
not involve an overnight absence, a part-day travel allowance is also payable. the
approval and payment arrangements are outlined in the anao financial management
procedures and employment manual.
32.2
the employment conditions for an employee deployed overseas on an aid program
funded by the relevant agency (currently the department of foreign affairs and trade),
will be consistent with the prevailing whole of government overseas travel conditions.
overtime
33.1
payment of overtime is to compensate those eligible employees who are requested to
undertake additional work for the organisation over and above their ordinary daily hours
(7.5 hours). where necessitated by operational requirements, an employee may be
required to work on weekends or public holidays.
33.2
eligibility for overtime – employees at or below the aps 6 classification are eligible for
payment of overtime.
33.3 |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1447 | travel | travel. where an employee is required to travel interstate for official purposes which do
not involve an overnight absence, a part-day travel allowance is also payable. the
approval and payment arrangements are outlined in the anao financial management
procedures and employment manual.
32.2
the employment conditions for an employee deployed overseas on an aid program
funded by the relevant agency (currently the department of foreign affairs and trade),
will be consistent with the prevailing whole of government overseas travel conditions.
overtime
33.1
payment of overtime is to compensate those eligible employees who are requested to
undertake additional work for the organisation over and above their ordinary daily hours
(7.5 hours). where necessitated by operational requirements, an employee may be
required to work on weekends or public holidays.
33.2
eligibility for overtime – employees at or below the aps 6 classification are eligible for
payment of overtime.
33.3
prior approval – flexible working hour’s arrangement is the preferred option than use of
overtime. if circumstances do not permit prior written approval, written approval must
be sought as soon as possible after the completion of the overtime.
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1448 | travel | not involve an overnight absence, a part-day travel allowance is also payable. the
approval and payment arrangements are outlined in the anao financial management
procedures and employment manual.
32.2
the employment conditions for an employee deployed overseas on an aid program
funded by the relevant agency (currently the department of foreign affairs and trade),
will be consistent with the prevailing whole of government overseas travel conditions.
overtime
33.1
payment of overtime is to compensate those eligible employees who are requested to
undertake additional work for the organisation over and above their ordinary daily hours
(7.5 hours). where necessitated by operational requirements, an employee may be
required to work on weekends or public holidays.
33.2
eligibility for overtime – employees at or below the aps 6 classification are eligible for
payment of overtime.
33.3
prior approval – flexible working hour’s arrangement is the preferred option than use of
overtime. if circumstances do not permit prior written approval, written approval must
be sought as soon as possible after the completion of the overtime.
33.4 |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1448 | travel allowance | not involve an overnight absence, a part-day travel allowance is also payable. the
approval and payment arrangements are outlined in the anao financial management
procedures and employment manual.
32.2
the employment conditions for an employee deployed overseas on an aid program
funded by the relevant agency (currently the department of foreign affairs and trade),
will be consistent with the prevailing whole of government overseas travel conditions.
overtime
33.1
payment of overtime is to compensate those eligible employees who are requested to
undertake additional work for the organisation over and above their ordinary daily hours
(7.5 hours). where necessitated by operational requirements, an employee may be
required to work on weekends or public holidays.
33.2
eligibility for overtime – employees at or below the aps 6 classification are eligible for
payment of overtime.
33.3
prior approval – flexible working hour’s arrangement is the preferred option than use of
overtime. if circumstances do not permit prior written approval, written approval must
be sought as soon as possible after the completion of the overtime.
33.4 |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1456 | travel | will be consistent with the prevailing whole of government overseas travel conditions.
overtime
33.1
payment of overtime is to compensate those eligible employees who are requested to
undertake additional work for the organisation over and above their ordinary daily hours
(7.5 hours). where necessitated by operational requirements, an employee may be
required to work on weekends or public holidays.
33.2
eligibility for overtime – employees at or below the aps 6 classification are eligible for
payment of overtime.
33.3
prior approval – flexible working hour’s arrangement is the preferred option than use of
overtime. if circumstances do not permit prior written approval, written approval must
be sought as soon as possible after the completion of the overtime.
33.4
when payable – overtime allowance, subject to approval, is payable for work performed
on a:
(i)
monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or
longer if agreed under clause 13 of this agreement; and
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1458 | overtime | overtime
33.1
payment of overtime is to compensate those eligible employees who are requested to
undertake additional work for the organisation over and above their ordinary daily hours
(7.5 hours). where necessitated by operational requirements, an employee may be
required to work on weekends or public holidays.
33.2
eligibility for overtime – employees at or below the aps 6 classification are eligible for
payment of overtime.
33.3
prior approval – flexible working hour’s arrangement is the preferred option than use of
overtime. if circumstances do not permit prior written approval, written approval must
be sought as soon as possible after the completion of the overtime.
33.4
when payable – overtime allowance, subject to approval, is payable for work performed
on a:
(i)
monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or
longer if agreed under clause 13 of this agreement; and
(ii)
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1461 | overtime | payment of overtime is to compensate those eligible employees who are requested to
undertake additional work for the organisation over and above their ordinary daily hours
(7.5 hours). where necessitated by operational requirements, an employee may be
required to work on weekends or public holidays.
33.2
eligibility for overtime – employees at or below the aps 6 classification are eligible for
payment of overtime.
33.3
prior approval – flexible working hour’s arrangement is the preferred option than use of
overtime. if circumstances do not permit prior written approval, written approval must
be sought as soon as possible after the completion of the overtime.
33.4
when payable – overtime allowance, subject to approval, is payable for work performed
on a:
(i)
monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or
longer if agreed under clause 13 of this agreement; and
(ii)
saturday, sunday or public holiday.
33.5 |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1468 | overtime | eligibility for overtime – employees at or below the aps 6 classification are eligible for
payment of overtime.
33.3
prior approval – flexible working hour’s arrangement is the preferred option than use of
overtime. if circumstances do not permit prior written approval, written approval must
be sought as soon as possible after the completion of the overtime.
33.4
when payable – overtime allowance, subject to approval, is payable for work performed
on a:
(i)
monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or
longer if agreed under clause 13 of this agreement; and
(ii)
saturday, sunday or public holiday.
33.5
meal allowances - are not payable during periods of overtime.
33.6
minimum payment – payment for overtime will be calculated on the employee’s actual
salary, and to the nearest quarter hour with a minimum payment of 3 hours for all |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1469 | overtime | payment of overtime.
33.3
prior approval – flexible working hour’s arrangement is the preferred option than use of
overtime. if circumstances do not permit prior written approval, written approval must
be sought as soon as possible after the completion of the overtime.
33.4
when payable – overtime allowance, subject to approval, is payable for work performed
on a:
(i)
monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or
longer if agreed under clause 13 of this agreement; and
(ii)
saturday, sunday or public holiday.
33.5
meal allowances - are not payable during periods of overtime.
33.6
minimum payment – payment for overtime will be calculated on the employee’s actual
salary, and to the nearest quarter hour with a minimum payment of 3 hours for all
occasions. |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1474 | overtime | overtime. if circumstances do not permit prior written approval, written approval must
be sought as soon as possible after the completion of the overtime.
33.4
when payable – overtime allowance, subject to approval, is payable for work performed
on a:
(i)
monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or
longer if agreed under clause 13 of this agreement; and
(ii)
saturday, sunday or public holiday.
33.5
meal allowances - are not payable during periods of overtime.
33.6
minimum payment – payment for overtime will be calculated on the employee’s actual
salary, and to the nearest quarter hour with a minimum payment of 3 hours for all
occasions.
33.7
rate of payment – payment of overtime will be at time and a half for work performed
monday to friday and public holidays in accordance with section 115 of the fwa and |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1475 | overtime | be sought as soon as possible after the completion of the overtime.
33.4
when payable – overtime allowance, subject to approval, is payable for work performed
on a:
(i)
monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or
longer if agreed under clause 13 of this agreement; and
(ii)
saturday, sunday or public holiday.
33.5
meal allowances - are not payable during periods of overtime.
33.6
minimum payment – payment for overtime will be calculated on the employee’s actual
salary, and to the nearest quarter hour with a minimum payment of 3 hours for all
occasions.
33.7
rate of payment – payment of overtime will be at time and a half for work performed
monday to friday and public holidays in accordance with section 115 of the fwa and
double time for work performed on saturday and sunday. |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1479 | overtime | when payable – overtime allowance, subject to approval, is payable for work performed
on a:
(i)
monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or
longer if agreed under clause 13 of this agreement; and
(ii)
saturday, sunday or public holiday.
33.5
meal allowances - are not payable during periods of overtime.
33.6
minimum payment – payment for overtime will be calculated on the employee’s actual
salary, and to the nearest quarter hour with a minimum payment of 3 hours for all
occasions.
33.7
rate of payment – payment of overtime will be at time and a half for work performed
monday to friday and public holidays in accordance with section 115 of the fwa and
double time for work performed on saturday and sunday.
33.8
formula for overtime payments – the formula for payment of overtime for full-time |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1492 | overtime | meal allowances - are not payable during periods of overtime.
33.6
minimum payment – payment for overtime will be calculated on the employee’s actual
salary, and to the nearest quarter hour with a minimum payment of 3 hours for all
occasions.
33.7
rate of payment – payment of overtime will be at time and a half for work performed
monday to friday and public holidays in accordance with section 115 of the fwa and
double time for work performed on saturday and sunday.
33.8
formula for overtime payments – the formula for payment of overtime for full-time
employees is:
time and a half rate
annual salary
313
x
______6________
37.5 weekly hours
x
3 |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1496 | overtime | minimum payment – payment for overtime will be calculated on the employee’s actual
salary, and to the nearest quarter hour with a minimum payment of 3 hours for all
occasions.
33.7
rate of payment – payment of overtime will be at time and a half for work performed
monday to friday and public holidays in accordance with section 115 of the fwa and
double time for work performed on saturday and sunday.
33.8
formula for overtime payments – the formula for payment of overtime for full-time
employees is:
time and a half rate
annual salary
313
x
______6________
37.5 weekly hours
x
3
2
18
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1502 | overtime | rate of payment – payment of overtime will be at time and a half for work performed
monday to friday and public holidays in accordance with section 115 of the fwa and
double time for work performed on saturday and sunday.
33.8
formula for overtime payments – the formula for payment of overtime for full-time
employees is:
time and a half rate
annual salary
313
x
______6________
37.5 weekly hours
x
3
2
18
double time rate
annual salary
x
313 |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1508 | overtime | formula for overtime payments – the formula for payment of overtime for full-time
employees is:
time and a half rate
annual salary
313
x
______6________
37.5 weekly hours
x
3
2
18
double time rate
annual salary
x
313
33.9
34.
35.2
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1600 | health and wellbeing | the anao will provide employees with access to health and wellbeing initiatives
including an employee assistance program, a workplace diversity program and a
respectful and productive workplace initiative. further information is available in the
anao employment manual.
19
38.
redeployment, reduction and retrenchment
38.1
where it has been determined that there are more employees than necessary to perform
the work required, those employees who are excess to organisational requirements are
entitled to the benefits set out in this agreement.
coverage
38.2
the following provisions will apply to all anao employees, with the exception of:
(a)
ongoing employees on probation, and
(b)
non-ongoing employees.
definition of excess employee
38.3 |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1785 | long service leave | government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976;
(iii)
service with a commonwealth body (other than service with a joint
commonwealth-state body corporate) in which the commonwealth has a
controlling interest which is recognised for long service leave purposes;
(iv)
service with the australian defence forces;
(v)
aps service immediately preceding deemed resignation under the repealed section
49 of the public service act if the service has not previously been recognised for
severance pay purposes; and
(vi)
service in another organisation where a staff member was transferred from the
aps to that organisation with a transfer of function; or a staff member engaged by
that organisation on work within a function, is appointed as a result of the transfer
of that function to the aps, and such service is recognised for long service leave
purposes.
rate of payment
38.18
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1792 | long service leave | controlling interest which is recognised for long service leave purposes;
(iv)
service with the australian defence forces;
(v)
aps service immediately preceding deemed resignation under the repealed section
49 of the public service act if the service has not previously been recognised for
severance pay purposes; and
(vi)
service in another organisation where a staff member was transferred from the
aps to that organisation with a transfer of function; or a staff member engaged by
that organisation on work within a function, is appointed as a result of the transfer
of that function to the aps, and such service is recognised for long service leave
purposes.
rate of payment
38.18
salary for making any payment under sub-clause 38.15 will include:
(i)
the employee’s salary at their substantive work value level; or
(ii)
|
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1809 | long service leave | of that function to the aps, and such service is recognised for long service leave
purposes.
rate of payment
38.18
salary for making any payment under sub-clause 38.15 will include:
(i)
the employee’s salary at their substantive work value level; or
(ii)
a higher salary, where the employee has been in receipt of the higher salary for a
continuous period of at least 12 months immediately prior to the date on which
the employee is given notice of termination; and
(iii)
other allowances in the nature of salary which are paid on a regular basis,
excluding allowances which are a reimbursement for expenses incurred, or a
payment for disabilities associated with the performance of duty.
accelerated separation option and additional payment
38.19
where the auditor-general invites an excess employee to accept a voluntary
retrenchment, the auditor-general may also invite the excess employee to accept an
accelerated separation option. this option provides, in addition to the severance benefit,
a payment of a maximum of four weeks’ salary in lieu of the consideration period |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 1937 | travel | in meeting reasonable travel and incidental expenses incurred in seeking alternative
employment, where costs are not met by the prospective employer.
38.31
relocation expenses – if, as a result of transfer or reduction in classification or salary
level, an excess staff member is required to move to a different anao locality, the staff
member will be entitled to reasonable relocation expenses.
involuntary retrenchment
39.
38.32
the auditor-general, subject to clause 38.30 (unless otherwise assigned permanently to
other duties within the anao), may terminate on an involuntary basis an excess
employee under section 29 of the public service act.
38.33
the excess employee will not be terminated involuntarily if they have not been invited to
accept an offer of voluntary redundancy or they have elected to be retrenched but the
auditor-general has refused to approve it.
termination of employment
39.1
grounds for termination – where procedures outlined in this agreement lead to
termination of employment on any of the allowable grounds under section 29 of the |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 2026 | salary packaging | salary packaging
41.1
42.
junior rates
42.1
43.
salary packaging – employees have the option to access benefits on a salary sacrifice
basis, where there is no additional cost to the anao. where employees take up the
option of salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes
of superannuation, severance and termination payments and any other purposes, will be
determined as if the salary sacrifice arrangement had not been entered into. further
information can be found in the anao employment manual.
junior rates of pay – junior rates of pay as a percentage of aps 1 equivalent adult rate
pay point 1 in the anao broadbanded classification structure will apply as follows:
under 18 years
60%
at 18 years
70%
at 19 years
81% |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 2036 | salary packaging | salary packaging – employees have the option to access benefits on a salary sacrifice
basis, where there is no additional cost to the anao. where employees take up the
option of salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes
of superannuation, severance and termination payments and any other purposes, will be
determined as if the salary sacrifice arrangement had not been entered into. further
information can be found in the anao employment manual.
junior rates of pay – junior rates of pay as a percentage of aps 1 equivalent adult rate
pay point 1 in the anao broadbanded classification structure will apply as follows:
under 18 years
60%
at 18 years
70%
at 19 years
81%
at 20 years
91%
graduate aps
43.1
graduate rates of pay – the following pay arrangements will apply to recruits to the
anao graduate program: |
| Australian National Audit Office_Enterprise_Agreement_2016-19.txt | 2038 | salary packaging | option of salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes
of superannuation, severance and termination payments and any other purposes, will be
determined as if the salary sacrifice arrangement had not been entered into. further
information can be found in the anao employment manual.
junior rates of pay – junior rates of pay as a percentage of aps 1 equivalent adult rate
pay point 1 in the anao broadbanded classification structure will apply as follows:
under 18 years
60%
at 18 years
70%
at 19 years
81%
at 20 years
91%
graduate aps
43.1
graduate rates of pay – the following pay arrangements will apply to recruits to the
anao graduate program:
(i)
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 320 | long service leave | long service leave (commonwealth employees) act 1976
maternity leave (commonwealth employees) act 1973
paid parental leave act 2010
public service act 1999
safety, rehabilitation and compensation act 1988
work health and safety act 2011
superannuation act 1976
superannuation act 1990
superannuation act 2005
superannuation (productivity benefit) act 1988
superannuation benefits (supervisory mechanisms) act 1990
superannuation guarantee (administration) act 1992.
department of education and training enterprise agreement 2016–2019
|
1
6.
this agreement states the terms and conditions of employment that are not otherwise provided for
under relevant commonwealth legislation or implied at common law.
7.
any guidelines, policies and procedures referred to in this agreement are not incorporated into, and
do not form part of, this agreement. this agreement prevails to the extent of any inconsistency with
a policy, guideline or procedure.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 321 | maternity leave | maternity leave (commonwealth employees) act 1973
paid parental leave act 2010
public service act 1999
safety, rehabilitation and compensation act 1988
work health and safety act 2011
superannuation act 1976
superannuation act 1990
superannuation act 2005
superannuation (productivity benefit) act 1988
superannuation benefits (supervisory mechanisms) act 1990
superannuation guarantee (administration) act 1992.
department of education and training enterprise agreement 2016–2019
|
1
6.
this agreement states the terms and conditions of employment that are not otherwise provided for
under relevant commonwealth legislation or implied at common law.
7.
any guidelines, policies and procedures referred to in this agreement are not incorporated into, and
do not form part of, this agreement. this agreement prevails to the extent of any inconsistency with
a policy, guideline or procedure.
8. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 322 | parental leave | paid parental leave act 2010
public service act 1999
safety, rehabilitation and compensation act 1988
work health and safety act 2011
superannuation act 1976
superannuation act 1990
superannuation act 2005
superannuation (productivity benefit) act 1988
superannuation benefits (supervisory mechanisms) act 1990
superannuation guarantee (administration) act 1992.
department of education and training enterprise agreement 2016–2019
|
1
6.
this agreement states the terms and conditions of employment that are not otherwise provided for
under relevant commonwealth legislation or implied at common law.
7.
any guidelines, policies and procedures referred to in this agreement are not incorporated into, and
do not form part of, this agreement. this agreement prevails to the extent of any inconsistency with
a policy, guideline or procedure.
8.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 575 | salary advancement | b. the employee’s performance is assessed as meeting the requirements for salary advancement
for both key business deliverables and observable work behaviours and
c. the employee demonstrates an ability to undertake the higher level work, and if appropriate has
the necessary qualifications, skills and/or experience or
d. an employee is successful in an open merit selection process consistent with the ps act.
6
| department of education and training enterprise agreement 2016–2019
part d – remuneration
salary
37.
the salary rates are detailed in attachments a, b, c and d of this agreement.
salary increases
38.
salary rates for employees, who immediately prior to the commencement of this agreement, were
on former deewr enterprise agreement 2012–2014 salary points will increase by:
a. 2.5% on commencement
b. 2% 12 months after commencement
c. 1% 24 months after commencement.
39.
employees, who immediately prior to the commencement of this agreement were under the terms
and conditions of the one innovation enterprise agreement 2011, will be aligned to the salary rates
in attachment a in accordance with attachment e. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 642 | salary advancement | advancement at the tpl classification under the salary advancement provisions of this ea, will be
paid at the higher tpl salary rate from the date of promotion or movement.
department of education and training enterprise agreement 2016–2019
|
7
46.
unless the secretary determines a higher salary, an existing ongoing aps employee moving to the
department at the same classification level, whose salary immediately prior to transfer is below the
maximum salary in the department for that aps classification, will have their salary rates set within
the salary range for that classification at a rate closest to, but no lower than the existing salary.
47.
unless the secretary determines otherwise, an existing ongoing aps employee moving to the
department at the same classification level, whose salary in their previous aps agency exceeds the
maximum salary in the department for that classification, will be maintained on that salary until
such time as the salary differential is absorbed by departmental salary increases at the relevant
classification level.
48.
where an ongoing employee’s salary exceeds the maximum salary range at the relevant
departmental classification level and is set by an individual flexibility arrangement (ifa) under an
enterprise agreement or an instrument other than an enterprise agreement, the secretary will
determine the salary on movement to the department. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 698 | salary advancement | salary advancement
53.
on 15 july each year, an ongoing employee (excluding employees under the department’s training
broadband), who is not already on the maximum salary, will be eligible for salary advancement to
the next pay point in their classification if the employee:
a. has performed duties in the department at that classification level or higher for a period of
three continuous months or more in the performance cycle and
b. has received ratings of ‘meets expectations’ for both business deliverables and observable work
behaviours as part of the end cycle performance appraisal ending 30 june each year.
54.
8
salary advancement provisions for government lawyers are outlined in attachment c.
| department of education and training enterprise agreement 2016–2019
salary advancement and temporary performance loading
55.
56.
57.
where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary
advancement at both their temporary performance and substantive levels, if they are not already
on the maximum salary, effective from 15 july, where the employee:
a. was in receipt of continuous tpl at the same classification or higher and salary level from
1 april to 15 july that year and |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 702 | salary advancement | broadband), who is not already on the maximum salary, will be eligible for salary advancement to
the next pay point in their classification if the employee:
a. has performed duties in the department at that classification level or higher for a period of
three continuous months or more in the performance cycle and
b. has received ratings of ‘meets expectations’ for both business deliverables and observable work
behaviours as part of the end cycle performance appraisal ending 30 june each year.
54.
8
salary advancement provisions for government lawyers are outlined in attachment c.
| department of education and training enterprise agreement 2016–2019
salary advancement and temporary performance loading
55.
56.
57.
where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary
advancement at both their temporary performance and substantive levels, if they are not already
on the maximum salary, effective from 15 july, where the employee:
a. was in receipt of continuous tpl at the same classification or higher and salary level from
1 april to 15 july that year and
b. has received ratings of ‘meets expectations’ for both business deliverables and observable work
behaviours at the tpl classification as part of the end cycle performance appraisal ending
30 june that year.
where there is a break in tpl between 30 june and 15 july of the same calendar year the |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 713 | salary advancement | salary advancement provisions for government lawyers are outlined in attachment c.
| department of education and training enterprise agreement 2016–2019
salary advancement and temporary performance loading
55.
56.
57.
where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary
advancement at both their temporary performance and substantive levels, if they are not already
on the maximum salary, effective from 15 july, where the employee:
a. was in receipt of continuous tpl at the same classification or higher and salary level from
1 april to 15 july that year and
b. has received ratings of ‘meets expectations’ for both business deliverables and observable work
behaviours at the tpl classification as part of the end cycle performance appraisal ending
30 june that year.
where there is a break in tpl between 30 june and 15 july of the same calendar year the
employee is still eligible for salary advancement at both levels.
an ongoing employee who is promoted or moved within the broadband between 1 april and
15 july each year, and was in receipt of continuous tpl at the same classification and salary level
from 1 april to immediately before the promotion, will be eligible for salary advancement subject to
meeting the requirements in clause 53.
part time employees
58.
remuneration and other benefits for part time employees will be calculated on a pro rata basis
according to hours worked, with the exception of reimbursement benefits and expense-related |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 717 | salary advancement | salary advancement and temporary performance loading
55.
56.
57.
where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary
advancement at both their temporary performance and substantive levels, if they are not already
on the maximum salary, effective from 15 july, where the employee:
a. was in receipt of continuous tpl at the same classification or higher and salary level from
1 april to 15 july that year and
b. has received ratings of ‘meets expectations’ for both business deliverables and observable work
behaviours at the tpl classification as part of the end cycle performance appraisal ending
30 june that year.
where there is a break in tpl between 30 june and 15 july of the same calendar year the
employee is still eligible for salary advancement at both levels.
an ongoing employee who is promoted or moved within the broadband between 1 april and
15 july each year, and was in receipt of continuous tpl at the same classification and salary level
from 1 april to immediately before the promotion, will be eligible for salary advancement subject to
meeting the requirements in clause 53.
part time employees
58.
remuneration and other benefits for part time employees will be calculated on a pro rata basis
according to hours worked, with the exception of reimbursement benefits and expense-related
allowances, which will be paid at the same amount as full time employees.
casual employees
59. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 732 | salary advancement | employee is still eligible for salary advancement at both levels.
an ongoing employee who is promoted or moved within the broadband between 1 april and
15 july each year, and was in receipt of continuous tpl at the same classification and salary level
from 1 april to immediately before the promotion, will be eligible for salary advancement subject to
meeting the requirements in clause 53.
part time employees
58.
remuneration and other benefits for part time employees will be calculated on a pro rata basis
according to hours worked, with the exception of reimbursement benefits and expense-related
allowances, which will be paid at the same amount as full time employees.
casual employees
59.
casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on which
the employees is not rostered to work and all paid leave entitlements, except long service leave.
casual employees are entitled to access unpaid compassionate leave and unpaid carers leave of
two days per each permissible occasion.
supported salary rates
60.
supported wage rates as set out in attachment g will apply to an employee with disability who is
eligible for consideration under the supported wage system.
junior rates
61.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 735 | salary advancement | from 1 april to immediately before the promotion, will be eligible for salary advancement subject to
meeting the requirements in clause 53.
part time employees
58.
remuneration and other benefits for part time employees will be calculated on a pro rata basis
according to hours worked, with the exception of reimbursement benefits and expense-related
allowances, which will be paid at the same amount as full time employees.
casual employees
59.
casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on which
the employees is not rostered to work and all paid leave entitlements, except long service leave.
casual employees are entitled to access unpaid compassionate leave and unpaid carers leave of
two days per each permissible occasion.
supported salary rates
60.
supported wage rates as set out in attachment g will apply to an employee with disability who is
eligible for consideration under the supported wage system.
junior rates
61.
junior rates of pay are only applicable to the aps 1 classification as detailed in attachments a and b.
superannuation |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 749 | long service leave | the employees is not rostered to work and all paid leave entitlements, except long service leave.
casual employees are entitled to access unpaid compassionate leave and unpaid carers leave of
two days per each permissible occasion.
supported salary rates
60.
supported wage rates as set out in attachment g will apply to an employee with disability who is
eligible for consideration under the supported wage system.
junior rates
61.
junior rates of pay are only applicable to the aps 1 classification as detailed in attachments a and b.
superannuation
62.
the department will provide employer superannuation contributions in accordance with the relevant
legislative requirements.
63.
the department will provide employer superannuation contributions to members of the pssap of
no less than 15.4% fortnightly contribution salary.
64.
where an employee exercises superannuation choice, employer superannuation contributions will
be no less than 15.4% ordinary times earnings. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 788 | parental leave | for employees who take paid and/or unpaid parental leave (which includes maternity, supporting
partner, adoption and foster care leave), employer contributions will be made for a period equal to
a maximum of 52 weeks as if the entire period of leave was paid leave, in accordance with the rules
of the appropriate superannuation scheme. contributions will be based on the employer
contribution amount in the full pay period immediately prior to commencing leave.
66.
the secretary may choose to limit superannuation choice to complying superannuation funds that
meet the superstream standard.
67.
any fees applied by a chosen fund associated with the administration of superannuation
contributions will be borne by the employee.
salary packaging
68.
employees may access salary packaging and may package up to 100% of salary.
69.
where an employee elects to access salary packaging, the employee’s salary for the purposes of
superannuation, severance and termination payments, and any other purposes, will be determined
as if the salary packaging arrangement had not occurred.
individual flexibility arrangements
70.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 804 | salary packaging | salary packaging
68.
employees may access salary packaging and may package up to 100% of salary.
69.
where an employee elects to access salary packaging, the employee’s salary for the purposes of
superannuation, severance and termination payments, and any other purposes, will be determined
as if the salary packaging arrangement had not occurred.
individual flexibility arrangements
70.
the secretary and an employee covered by this agreement may agree to make an individual
flexibility arrangement (ifa) to vary the terms of the agreement if:
a. the ifa deals with one or more of the following matters:
• arrangements about when work is performed
• overtime rates
• penalty rates
• allowances
• remuneration
• leave and
b. the ifa meets the genuine needs of the department and the employee, in relation to one or
more of the matters mentioned in paragraph (a) and
c. the arrangement is genuinely agreed to by the secretary and employee.
71.
the secretary must ensure the terms of the ifa: |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 807 | salary packaging | employees may access salary packaging and may package up to 100% of salary.
69.
where an employee elects to access salary packaging, the employee’s salary for the purposes of
superannuation, severance and termination payments, and any other purposes, will be determined
as if the salary packaging arrangement had not occurred.
individual flexibility arrangements
70.
the secretary and an employee covered by this agreement may agree to make an individual
flexibility arrangement (ifa) to vary the terms of the agreement if:
a. the ifa deals with one or more of the following matters:
• arrangements about when work is performed
• overtime rates
• penalty rates
• allowances
• remuneration
• leave and
b. the ifa meets the genuine needs of the department and the employee, in relation to one or
more of the matters mentioned in paragraph (a) and
c. the arrangement is genuinely agreed to by the secretary and employee.
71.
the secretary must ensure the terms of the ifa:
a. are about permitted matters under section 172 of the fw act
b. are not unlawful terms under section 194 of the fw act and
c. result in the employee being better off overall than the employee would be if no ifa was made. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 811 | salary packaging | where an employee elects to access salary packaging, the employee’s salary for the purposes of
superannuation, severance and termination payments, and any other purposes, will be determined
as if the salary packaging arrangement had not occurred.
individual flexibility arrangements
70.
the secretary and an employee covered by this agreement may agree to make an individual
flexibility arrangement (ifa) to vary the terms of the agreement if:
a. the ifa deals with one or more of the following matters:
• arrangements about when work is performed
• overtime rates
• penalty rates
• allowances
• remuneration
• leave and
b. the ifa meets the genuine needs of the department and the employee, in relation to one or
more of the matters mentioned in paragraph (a) and
c. the arrangement is genuinely agreed to by the secretary and employee.
71.
the secretary must ensure the terms of the ifa:
a. are about permitted matters under section 172 of the fw act
b. are not unlawful terms under section 194 of the fw act and
c. result in the employee being better off overall than the employee would be if no ifa was made.
10 |
department of education and training enterprise agreement 2016–2019 |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 813 | salary packaging | as if the salary packaging arrangement had not occurred.
individual flexibility arrangements
70.
the secretary and an employee covered by this agreement may agree to make an individual
flexibility arrangement (ifa) to vary the terms of the agreement if:
a. the ifa deals with one or more of the following matters:
• arrangements about when work is performed
• overtime rates
• penalty rates
• allowances
• remuneration
• leave and
b. the ifa meets the genuine needs of the department and the employee, in relation to one or
more of the matters mentioned in paragraph (a) and
c. the arrangement is genuinely agreed to by the secretary and employee.
71.
the secretary must ensure the terms of the ifa:
a. are about permitted matters under section 172 of the fw act
b. are not unlawful terms under section 194 of the fw act and
c. result in the employee being better off overall than the employee would be if no ifa was made.
10 |
department of education and training enterprise agreement 2016–2019
72. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 822 | overtime | • overtime rates
• penalty rates
• allowances
• remuneration
• leave and
b. the ifa meets the genuine needs of the department and the employee, in relation to one or
more of the matters mentioned in paragraph (a) and
c. the arrangement is genuinely agreed to by the secretary and employee.
71.
the secretary must ensure the terms of the ifa:
a. are about permitted matters under section 172 of the fw act
b. are not unlawful terms under section 194 of the fw act and
c. result in the employee being better off overall than the employee would be if no ifa was made.
10 |
department of education and training enterprise agreement 2016–2019
72.
the ifa must:
a. be in writing
b. include the name of the employer and employee
c. be signed by the secretary and employee and if the employee is under 18 years of age, signed
by a parent or guardian of the employee
d. include details of:
i. the terms of the enterprise agreement that will be varied by the ifa
ii. how the ifa will vary the effect of the terms and |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 885 | study assistance | study assistance
77.
an employee undertaking formal study may be eligible to apply for study assistance, which may
include reimbursement of costs up to $3000 per year and/or a maximum of eight hours per week
paid leave (15 hours for aboriginal and torres strait islander employees), that can be used weekly,
accumulated and used as a leave bank or both.
performance management arrangements
78.
employees must participate in the department’s performance management arrangements.
the performance management cycle runs from july to june each year.
79.
all employees will be required to have a current performance agreement, except non-ongoing
employees engaged for less than three months.
80.
for more information about the performance management processes, including the responsibilities,
rights and obligations of managers and employees in managing performance, employees should
consult the performance management policy.
managing underperformance
81.
where underperformance is identified, the department will work with affected employees and their
managers to attain and sustain the standards required. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 888 | study assistance | an employee undertaking formal study may be eligible to apply for study assistance, which may
include reimbursement of costs up to $3000 per year and/or a maximum of eight hours per week
paid leave (15 hours for aboriginal and torres strait islander employees), that can be used weekly,
accumulated and used as a leave bank or both.
performance management arrangements
78.
employees must participate in the department’s performance management arrangements.
the performance management cycle runs from july to june each year.
79.
all employees will be required to have a current performance agreement, except non-ongoing
employees engaged for less than three months.
80.
for more information about the performance management processes, including the responsibilities,
rights and obligations of managers and employees in managing performance, employees should
consult the performance management policy.
managing underperformance
81.
where underperformance is identified, the department will work with affected employees and their
managers to attain and sustain the standards required.
82.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 947 | maternity leave | employees who have commenced a period of lwop (other than maternity leave without pay) for
a period of six months or more on or before 1 september each year will not be entitled to receive
the health related allowance for that year.
school holiday care allowance
87.
the department will contribute to the cost of school holiday care for primary school children of
employees required to work. if more than one carer works for the department, the allowance will
only be paid when they are both at work.
88.
on production of a receipt from an approved school holiday programme provider, the department
will reimburse up to a maximum of $18 per child per day up to $180 per family per week.
departmental liaison officer (dlo) allowance
89.
an employee who receives the annual dlo allowance is not entitled to claim for flex time or any
overtime worked while performing the duties of dlo. the rate of dlo allowance is $20,401
per annum.
workplace responsibility allowance
90.
an ongoing employee is entitled to a workplace responsibility allowance of $26 per fortnight where
they are appointed to a workplace responsibility role and have successfully completed any training
programmes and/or refresher courses required.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 967 | overtime | overtime worked while performing the duties of dlo. the rate of dlo allowance is $20,401
per annum.
workplace responsibility allowance
90.
an ongoing employee is entitled to a workplace responsibility allowance of $26 per fortnight where
they are appointed to a workplace responsibility role and have successfully completed any training
programmes and/or refresher courses required.
91.
a workplace responsibility role includes a first aid officer, emergency warden or health and
safety representative.
92.
if an employee undertakes more than one of the recognised workplace responsibilities they will not
be entitled to multiple payment of the workplace responsibility allowance.
community and indigenous australian languages allowance
93.
an employee is eligible to receive an allowance of $1,700 per annum where the employee is
accredited to a fluent level in a recognised community or indigenous australian language by an
appropriate individual or body, and where the employee is required to utilise the language in the
delivery of the department’s programmes.
department of education and training enterprise agreement 2016–2019
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1050 | travel | department, relocation assistance for the removal of furniture and effects and travel to the new
locality may be provided at the discretion of the secretary.
104. any assistance provided will take into account the business requirements and the monetary limits
of the relocation provisions for employee initiated moves.
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department of education and training enterprise agreement 2016–2019
employer initiated transfers
105. where the department initiates the transfer, term transfer or temporary transfer of greater than
13 weeks from one locality to another, the employee may request a relocation assistance package
for reimbursement of reasonable expenses.
employee initiated transfer
106. where an employee of the department applies for promotion or transfer at level which involves
permanently moving from one geographic locality to another, the employee may request a relocation
assistance package for reimbursement of reasonable expenses.
107. employees requesting transfer to another locality for personal reasons are generally not eligible for
relocation assistance.
disturbance allowance
108. where the household effects of an existing employee, to whom the relocation provisions apply,
have been removed at departmental expense from the employee’s former locality to the new
locality, the employee is entitled to be paid a one-off disturbance allowance of $810 for an
employee who relocates alone or $1,500 for an employee who relocates with a spouse, partner
or dependant.
109. where an employee has received disturbance allowance at the new locality and subsequently
relocates within the new locality, no further disturbance allowance is payable.
department of education and training enterprise agreement 2016–2019
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1084 | travel | part g – travel
travel expenditure
110. an employee who undertakes travel on official business and is required to be away from home
overnight will be entitled to have actual travel expenditure within the indicative daily cap paid for or
reimbursed by the department. for further information, employees should consult the travel policy.
111. where the secretary decides that the accommodation rate is insufficient in specific circumstances,
a higher rate may be approved.
112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and
meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other
meals or incidental costs by the amount withdrawn.
113. where an employee chooses to stay in non-commercial accommodation, employees may access up
to $55 per night to meet expenses associated with staying in non-commercial accommodation.
part day travel
114. where an employee is required to travel for official business purposes for a period of ten hours
or more but no overnight stay is required, a part day travel allowance of $40 will be payable
to employees.
reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1085 | travel | travel expenditure
110. an employee who undertakes travel on official business and is required to be away from home
overnight will be entitled to have actual travel expenditure within the indicative daily cap paid for or
reimbursed by the department. for further information, employees should consult the travel policy.
111. where the secretary decides that the accommodation rate is insufficient in specific circumstances,
a higher rate may be approved.
112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and
meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other
meals or incidental costs by the amount withdrawn.
113. where an employee chooses to stay in non-commercial accommodation, employees may access up
to $55 per night to meet expenses associated with staying in non-commercial accommodation.
part day travel
114. where an employee is required to travel for official business purposes for a period of ten hours
or more but no overnight stay is required, a part day travel allowance of $40 will be payable
to employees.
reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1086 | travel | 110. an employee who undertakes travel on official business and is required to be away from home
overnight will be entitled to have actual travel expenditure within the indicative daily cap paid for or
reimbursed by the department. for further information, employees should consult the travel policy.
111. where the secretary decides that the accommodation rate is insufficient in specific circumstances,
a higher rate may be approved.
112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and
meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other
meals or incidental costs by the amount withdrawn.
113. where an employee chooses to stay in non-commercial accommodation, employees may access up
to $55 per night to meet expenses associated with staying in non-commercial accommodation.
part day travel
114. where an employee is required to travel for official business purposes for a period of ten hours
or more but no overnight stay is required, a part day travel allowance of $40 will be payable
to employees.
reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1087 | travel | overnight will be entitled to have actual travel expenditure within the indicative daily cap paid for or
reimbursed by the department. for further information, employees should consult the travel policy.
111. where the secretary decides that the accommodation rate is insufficient in specific circumstances,
a higher rate may be approved.
112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and
meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other
meals or incidental costs by the amount withdrawn.
113. where an employee chooses to stay in non-commercial accommodation, employees may access up
to $55 per night to meet expenses associated with staying in non-commercial accommodation.
part day travel
114. where an employee is required to travel for official business purposes for a period of ten hours
or more but no overnight stay is required, a part day travel allowance of $40 will be payable
to employees.
reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1088 | travel | reimbursed by the department. for further information, employees should consult the travel policy.
111. where the secretary decides that the accommodation rate is insufficient in specific circumstances,
a higher rate may be approved.
112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and
meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other
meals or incidental costs by the amount withdrawn.
113. where an employee chooses to stay in non-commercial accommodation, employees may access up
to $55 per night to meet expenses associated with staying in non-commercial accommodation.
part day travel
114. where an employee is required to travel for official business purposes for a period of ten hours
or more but no overnight stay is required, a part day travel allowance of $40 will be payable
to employees.
reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1091 | travel | 112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and
meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other
meals or incidental costs by the amount withdrawn.
113. where an employee chooses to stay in non-commercial accommodation, employees may access up
to $55 per night to meet expenses associated with staying in non-commercial accommodation.
part day travel
114. where an employee is required to travel for official business purposes for a period of ten hours
or more but no overnight stay is required, a part day travel allowance of $40 will be payable
to employees.
reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1098 | travel | part day travel
114. where an employee is required to travel for official business purposes for a period of ten hours
or more but no overnight stay is required, a part day travel allowance of $40 will be payable
to employees.
reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1099 | travel | 114. where an employee is required to travel for official business purposes for a period of ten hours
or more but no overnight stay is required, a part day travel allowance of $40 will be payable
to employees.
reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019 |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1100 | travel | or more but no overnight stay is required, a part day travel allowance of $40 will be payable
to employees.
reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1100 | travel allowance | or more but no overnight stay is required, a part day travel allowance of $40 will be payable
to employees.
reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1103 | travel | reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business: |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1103 | travel allowance | reviewed travel allowance
115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business: |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1104 | travel | 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after
21 days away from home (in the one location) and paid on the basis of reasonable actual expenses
or an alternative package of assistance approved by the secretary. a trip home will not be regarded
as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1107 | travel | as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1107 | travel allowance | as a break for the purposes of determining reviewed travel allowance.
recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1109 | travel | recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise: |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1109 | recognition of travel time | recognition of travel time
116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise: |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1110 | travel | 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the
7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1111 | bandwidth | 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the
12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1112 | travel | 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1112 | recognition of travel time | 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1112 | bandwidth | 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary.
117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1113 | travel | 117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
vehicle allowance consistent with provisions in this agreement. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1113 | overtime | 117. travel time will not be paid as overtime.
118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
vehicle allowance consistent with provisions in this agreement. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1114 | travel | 118. reasonable time off in lieu may be granted where employees are directed to travel outside
the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
vehicle allowance consistent with provisions in this agreement.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1115 | bandwidth | the bandwidth.
airline lounge membership
119. where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
120. where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per
kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
vehicle allowance consistent with provisions in this agreement.
family care expenses when travelling |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1124 | travel | kilometre, capped at the cost of the lowest practical fare of the day of travel.
16 |
department of education and training enterprise agreement 2016–2019
emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
vehicle allowance consistent with provisions in this agreement.
family care expenses when travelling
123. when an employee with family caring responsibilities is required to travel away from home for
official purposes, the department will provide reimbursement on production of receipts for the full
cost of ‘additional commercial care’ (over normal caring arrangements).
124. where commercial care is not available, the secretary has the discretion to approve the cost of the
care provided by other arrangements. this reimbursement will be up to $60 per night subject to
provision of satisfactory evidence.
department of education and training enterprise agreement 2016–2019
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1130 | travel | emergency situations while travelling on official business
121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
vehicle allowance consistent with provisions in this agreement.
family care expenses when travelling
123. when an employee with family caring responsibilities is required to travel away from home for
official purposes, the department will provide reimbursement on production of receipts for the full
cost of ‘additional commercial care’ (over normal caring arrangements).
124. where commercial care is not available, the secretary has the discretion to approve the cost of the
care provided by other arrangements. this reimbursement will be up to $60 per night subject to
provision of satisfactory evidence.
department of education and training enterprise agreement 2016–2019
|
17
part h – flexible working arrangements
125. the department recognises employees have family and personal commitments and is committed to |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1131 | travel | 121. assistance may be authorised by the secretary in situations where, while an employee is travelling
on official business:
a. an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
vehicle allowance consistent with provisions in this agreement.
family care expenses when travelling
123. when an employee with family caring responsibilities is required to travel away from home for
official purposes, the department will provide reimbursement on production of receipts for the full
cost of ‘additional commercial care’ (over normal caring arrangements).
124. where commercial care is not available, the secretary has the discretion to approve the cost of the
care provided by other arrangements. this reimbursement will be up to $60 per night subject to
provision of satisfactory evidence.
department of education and training enterprise agreement 2016–2019
|
17
part h – flexible working arrangements
125. the department recognises employees have family and personal commitments and is committed to
providing flexibility in working arrangements that allow the department to be responsive and to |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1134 | travel | member travels to visit the employee or
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
vehicle allowance consistent with provisions in this agreement.
family care expenses when travelling
123. when an employee with family caring responsibilities is required to travel away from home for
official purposes, the department will provide reimbursement on production of receipts for the full
cost of ‘additional commercial care’ (over normal caring arrangements).
124. where commercial care is not available, the secretary has the discretion to approve the cost of the
care provided by other arrangements. this reimbursement will be up to $60 per night subject to
provision of satisfactory evidence.
department of education and training enterprise agreement 2016–2019
|
17
part h – flexible working arrangements
125. the department recognises employees have family and personal commitments and is committed to
providing flexibility in working arrangements that allow the department to be responsive and to
assist employees to balance their personal and work commitments.
126. an employee, including casual employees, may request flexible working arrangements consistent
with the fw act. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1136 | travel | critically or dangerously ill and the employee travels to visit the critically or dangerously ill
family member.
122. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
vehicle allowance consistent with provisions in this agreement.
family care expenses when travelling
123. when an employee with family caring responsibilities is required to travel away from home for
official purposes, the department will provide reimbursement on production of receipts for the full
cost of ‘additional commercial care’ (over normal caring arrangements).
124. where commercial care is not available, the secretary has the discretion to approve the cost of the
care provided by other arrangements. this reimbursement will be up to $60 per night subject to
provision of satisfactory evidence.
department of education and training enterprise agreement 2016–2019
|
17
part h – flexible working arrangements
125. the department recognises employees have family and personal commitments and is committed to
providing flexibility in working arrangements that allow the department to be responsive and to
assist employees to balance their personal and work commitments.
126. an employee, including casual employees, may request flexible working arrangements consistent
with the fw act.
working hours |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1139 | travel | a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
vehicle allowance consistent with provisions in this agreement.
family care expenses when travelling
123. when an employee with family caring responsibilities is required to travel away from home for
official purposes, the department will provide reimbursement on production of receipts for the full
cost of ‘additional commercial care’ (over normal caring arrangements).
124. where commercial care is not available, the secretary has the discretion to approve the cost of the
care provided by other arrangements. this reimbursement will be up to $60 per night subject to
provision of satisfactory evidence.
department of education and training enterprise agreement 2016–2019
|
17
part h – flexible working arrangements
125. the department recognises employees have family and personal commitments and is committed to
providing flexibility in working arrangements that allow the department to be responsive and to
assist employees to balance their personal and work commitments.
126. an employee, including casual employees, may request flexible working arrangements consistent
with the fw act.
working hours
127. all employees are required to maintain a record of attendance.
128. the ordinary hours for full time employees are 150 hours per settlement period, which equates to
7 hours and 30 minutes per day. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1141 | travel | b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
vehicle allowance consistent with provisions in this agreement.
family care expenses when travelling
123. when an employee with family caring responsibilities is required to travel away from home for
official purposes, the department will provide reimbursement on production of receipts for the full
cost of ‘additional commercial care’ (over normal caring arrangements).
124. where commercial care is not available, the secretary has the discretion to approve the cost of the
care provided by other arrangements. this reimbursement will be up to $60 per night subject to
provision of satisfactory evidence.
department of education and training enterprise agreement 2016–2019
|
17
part h – flexible working arrangements
125. the department recognises employees have family and personal commitments and is committed to
providing flexibility in working arrangements that allow the department to be responsive and to
assist employees to balance their personal and work commitments.
126. an employee, including casual employees, may request flexible working arrangements consistent
with the fw act.
working hours
127. all employees are required to maintain a record of attendance.
128. the ordinary hours for full time employees are 150 hours per settlement period, which equates to
7 hours and 30 minutes per day.
129. the bandwidth is a 12 hour period from 7:00 am to 7:00 pm monday to friday, except on a public
holiday. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1144 | travel | family care expenses when travelling
123. when an employee with family caring responsibilities is required to travel away from home for
official purposes, the department will provide reimbursement on production of receipts for the full
cost of ‘additional commercial care’ (over normal caring arrangements).
124. where commercial care is not available, the secretary has the discretion to approve the cost of the
care provided by other arrangements. this reimbursement will be up to $60 per night subject to
provision of satisfactory evidence.
department of education and training enterprise agreement 2016–2019
|
17
part h – flexible working arrangements
125. the department recognises employees have family and personal commitments and is committed to
providing flexibility in working arrangements that allow the department to be responsive and to
assist employees to balance their personal and work commitments.
126. an employee, including casual employees, may request flexible working arrangements consistent
with the fw act.
working hours
127. all employees are required to maintain a record of attendance.
128. the ordinary hours for full time employees are 150 hours per settlement period, which equates to
7 hours and 30 minutes per day.
129. the bandwidth is a 12 hour period from 7:00 am to 7:00 pm monday to friday, except on a public
holiday.
130. the start time of the 12 hour bandwidth may be varied where an employee and the employee’s
supervisor agree in writing to other arrangements.
131. employees must take a meal break of at least 30 minutes after five continuous hours of work. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1145 | travel | 123. when an employee with family caring responsibilities is required to travel away from home for
official purposes, the department will provide reimbursement on production of receipts for the full
cost of ‘additional commercial care’ (over normal caring arrangements).
124. where commercial care is not available, the secretary has the discretion to approve the cost of the
care provided by other arrangements. this reimbursement will be up to $60 per night subject to
provision of satisfactory evidence.
department of education and training enterprise agreement 2016–2019
|
17
part h – flexible working arrangements
125. the department recognises employees have family and personal commitments and is committed to
providing flexibility in working arrangements that allow the department to be responsive and to
assist employees to balance their personal and work commitments.
126. an employee, including casual employees, may request flexible working arrangements consistent
with the fw act.
working hours
127. all employees are required to maintain a record of attendance.
128. the ordinary hours for full time employees are 150 hours per settlement period, which equates to
7 hours and 30 minutes per day.
129. the bandwidth is a 12 hour period from 7:00 am to 7:00 pm monday to friday, except on a public
holiday.
130. the start time of the 12 hour bandwidth may be varied where an employee and the employee’s
supervisor agree in writing to other arrangements.
131. employees must take a meal break of at least 30 minutes after five continuous hours of work.
the maximum number of agreed working hours to be worked in a day is 10 hours, unless also |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1169 | bandwidth | 129. the bandwidth is a 12 hour period from 7:00 am to 7:00 pm monday to friday, except on a public
holiday.
130. the start time of the 12 hour bandwidth may be varied where an employee and the employee’s
supervisor agree in writing to other arrangements.
131. employees must take a meal break of at least 30 minutes after five continuous hours of work.
the maximum number of agreed working hours to be worked in a day is 10 hours, unless also
working overtime.
132. employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any overtime
worked, without specific approval from the secretary.
133. where the secretary requires an employee to resume or continue work without having had
a minimum break, the employee will be paid at double the hourly rate for the hours worked, until
they have had an eight hour break plus reasonable travelling time.
134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee
will not lose pay for the absence.
135. arrangements for shift workers are contained in attachment g of the agreement.
ordinary hours – full time employees
136. an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee or the
manager to accommodate operational or personal requirements.
137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised
with the next level manager. where agreement cannot be reached on the pattern of ordinary hours,
the employee will work a standard day.
18 |
department of education and training enterprise agreement 2016–2019
part time employees |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1171 | bandwidth | 130. the start time of the 12 hour bandwidth may be varied where an employee and the employee’s
supervisor agree in writing to other arrangements.
131. employees must take a meal break of at least 30 minutes after five continuous hours of work.
the maximum number of agreed working hours to be worked in a day is 10 hours, unless also
working overtime.
132. employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any overtime
worked, without specific approval from the secretary.
133. where the secretary requires an employee to resume or continue work without having had
a minimum break, the employee will be paid at double the hourly rate for the hours worked, until
they have had an eight hour break plus reasonable travelling time.
134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee
will not lose pay for the absence.
135. arrangements for shift workers are contained in attachment g of the agreement.
ordinary hours – full time employees
136. an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee or the
manager to accommodate operational or personal requirements.
137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised
with the next level manager. where agreement cannot be reached on the pattern of ordinary hours,
the employee will work a standard day.
18 |
department of education and training enterprise agreement 2016–2019
part time employees
138. the department may engage an employee on a part time basis. an employee engaged on a part time
basis does not have an automatic right to vary their part time hours or access full time hours. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1175 | overtime | working overtime.
132. employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any overtime
worked, without specific approval from the secretary.
133. where the secretary requires an employee to resume or continue work without having had
a minimum break, the employee will be paid at double the hourly rate for the hours worked, until
they have had an eight hour break plus reasonable travelling time.
134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee
will not lose pay for the absence.
135. arrangements for shift workers are contained in attachment g of the agreement.
ordinary hours – full time employees
136. an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee or the
manager to accommodate operational or personal requirements.
137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised
with the next level manager. where agreement cannot be reached on the pattern of ordinary hours,
the employee will work a standard day.
18 |
department of education and training enterprise agreement 2016–2019
part time employees
138. the department may engage an employee on a part time basis. an employee engaged on a part time
basis does not have an automatic right to vary their part time hours or access full time hours.
139. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement
period. employees are required to work at least three continuous hours on any agreed working day.
140. employees who work part time can agree to work outside their agreed ordinary hours and pattern of
work. in such instances, part time aps employees will be entitled to access flex time provisions, and |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1177 | travel | reasonable travelling time minimum break from the previous day’s work, including any overtime
worked, without specific approval from the secretary.
133. where the secretary requires an employee to resume or continue work without having had
a minimum break, the employee will be paid at double the hourly rate for the hours worked, until
they have had an eight hour break plus reasonable travelling time.
134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee
will not lose pay for the absence.
135. arrangements for shift workers are contained in attachment g of the agreement.
ordinary hours – full time employees
136. an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee or the
manager to accommodate operational or personal requirements.
137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised
with the next level manager. where agreement cannot be reached on the pattern of ordinary hours,
the employee will work a standard day.
18 |
department of education and training enterprise agreement 2016–2019
part time employees
138. the department may engage an employee on a part time basis. an employee engaged on a part time
basis does not have an automatic right to vary their part time hours or access full time hours.
139. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement
period. employees are required to work at least three continuous hours on any agreed working day.
140. employees who work part time can agree to work outside their agreed ordinary hours and pattern of
work. in such instances, part time aps employees will be entitled to access flex time provisions, and
el employees are entitled to access time off in lieu (toil), subject to the executive level toil
provisions located in clauses 164–167. where work is directed outside an aps employee’s agreed |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1177 | overtime | reasonable travelling time minimum break from the previous day’s work, including any overtime
worked, without specific approval from the secretary.
133. where the secretary requires an employee to resume or continue work without having had
a minimum break, the employee will be paid at double the hourly rate for the hours worked, until
they have had an eight hour break plus reasonable travelling time.
134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee
will not lose pay for the absence.
135. arrangements for shift workers are contained in attachment g of the agreement.
ordinary hours – full time employees
136. an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee or the
manager to accommodate operational or personal requirements.
137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised
with the next level manager. where agreement cannot be reached on the pattern of ordinary hours,
the employee will work a standard day.
18 |
department of education and training enterprise agreement 2016–2019
part time employees
138. the department may engage an employee on a part time basis. an employee engaged on a part time
basis does not have an automatic right to vary their part time hours or access full time hours.
139. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement
period. employees are required to work at least three continuous hours on any agreed working day.
140. employees who work part time can agree to work outside their agreed ordinary hours and pattern of
work. in such instances, part time aps employees will be entitled to access flex time provisions, and
el employees are entitled to access time off in lieu (toil), subject to the executive level toil
provisions located in clauses 164–167. where work is directed outside an aps employee’s agreed |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1181 | travel | they have had an eight hour break plus reasonable travelling time.
134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee
will not lose pay for the absence.
135. arrangements for shift workers are contained in attachment g of the agreement.
ordinary hours – full time employees
136. an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee or the
manager to accommodate operational or personal requirements.
137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised
with the next level manager. where agreement cannot be reached on the pattern of ordinary hours,
the employee will work a standard day.
18 |
department of education and training enterprise agreement 2016–2019
part time employees
138. the department may engage an employee on a part time basis. an employee engaged on a part time
basis does not have an automatic right to vary their part time hours or access full time hours.
139. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement
period. employees are required to work at least three continuous hours on any agreed working day.
140. employees who work part time can agree to work outside their agreed ordinary hours and pattern of
work. in such instances, part time aps employees will be entitled to access flex time provisions, and
el employees are entitled to access time off in lieu (toil), subject to the executive level toil
provisions located in clauses 164–167. where work is directed outside an aps employee’s agreed
ordinary hours, overtime rates are applicable.
141. an employee may request access to part time employment at any time. managers will make every
attempt to accommodate the request having regard to both operational requirements of the
department and the personal needs of the employee. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1207 | overtime | ordinary hours, overtime rates are applicable.
141. an employee may request access to part time employment at any time. managers will make every
attempt to accommodate the request having regard to both operational requirements of the
department and the personal needs of the employee.
142. employees returning from maternity, parental, adoption or foster care leave will be provided with
access to part time employment, upon application, until the child reaches three years of age.
thereafter, an employee may request flexible working arrangements in accordance with the fw act.
143. the part time hours and days of work are to be agreed between the manager and employee having
regard to operational requirements and the employee’s circumstances.
flex time
144. flex time is available to all aps level employees. all hours must be recorded on the departmental
flex sheet.
145. employees accumulate flex time working within the bandwidth.
146. a flex credit is where an employee accumulates hours in excess of ordinary hours with the agreement
of their manager. an employee may only carry over a maximum of 37.5 hours flex credit into the next
settlement period. in exceptional circumstances and where the manager has expressly agreed to the
additional hours being worked, greater than 37.5 hours may be carried over one settlement period.
147. in exceptional circumstances, people, communication and legal group may:
a. direct the excess flex leave to be taken so that the balance is below 37.5 hours or
b. offer the employee the option to cash out flex time credits in excess of 37.5 hours at an ordinary
time rate or
c. convert the excess credits to annual leave on a one to one basis.
148. a flex debit occurs when the employee works less time than their ordinary hours. an employee may
only accrue a flex debit and carry over a maximum of 15 hours flex debit into the next settlement
period with the agreement of their manager.
149. flex leave is where an employee works less than their ordinary hours on any given day and is not on
any other form of leave. flex leave requires prior approval by the employee’s manager, and for
periods of one day or more reasonable notice is required.
150. where there is insufficient work, a manager may require an employee not to work hours in addition to |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1220 | bandwidth | 145. employees accumulate flex time working within the bandwidth.
146. a flex credit is where an employee accumulates hours in excess of ordinary hours with the agreement
of their manager. an employee may only carry over a maximum of 37.5 hours flex credit into the next
settlement period. in exceptional circumstances and where the manager has expressly agreed to the
additional hours being worked, greater than 37.5 hours may be carried over one settlement period.
147. in exceptional circumstances, people, communication and legal group may:
a. direct the excess flex leave to be taken so that the balance is below 37.5 hours or
b. offer the employee the option to cash out flex time credits in excess of 37.5 hours at an ordinary
time rate or
c. convert the excess credits to annual leave on a one to one basis.
148. a flex debit occurs when the employee works less time than their ordinary hours. an employee may
only accrue a flex debit and carry over a maximum of 15 hours flex debit into the next settlement
period with the agreement of their manager.
149. flex leave is where an employee works less than their ordinary hours on any given day and is not on
any other form of leave. flex leave requires prior approval by the employee’s manager, and for
periods of one day or more reasonable notice is required.
150. where there is insufficient work, a manager may require an employee not to work hours in addition to
their ordinary hours.
151. where an employee’s manager considers the employee’s attendance is unsatisfactory or that the
employee is misusing flex, the employee may be required to work ordinary hours for a period
specified by the manager.
department of education and training enterprise agreement 2016–2019
|
19
overtime
152. where operational requirements make it necessary, a manager may direct an employee to work
outside and in excess of their ordinary hours on any day. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1247 | overtime | overtime
152. where operational requirements make it necessary, a manager may direct an employee to work
outside and in excess of their ordinary hours on any day.
153. an aps level employee directed to perform work outside and in excess of their ordinary hours on
a given day will be paid overtime, or where agreed, time off in lieu of overtime payment at the
applicable overtime rates.
154. where a period of overtime is not continuous with ordinary time work, the base period of overtime
payment for such work will be calculated as if the employee had worked for four hours. when
determining whether a period is continuous with ordinary time work, meal breaks should not be
regarded as breaking continuity.
155. overtime payments approved by an employee’s manager will be calculated as follows:
• monday to saturday: one and a half times the hourly rate for the first three hours each day
and double the hourly rate thereafter
• sunday: double the hourly rate
• public holiday: two and a half times the hourly rate (except for duty on a public holiday within
agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition
to normal salary payment for the day).
156. time off in lieu of overtime payment may be approved by an employee’s manager under certain
circumstances. where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period due to operational requirements,
payment of the original entitlement or the residual entitlement where the full entitlement was not
granted will be made.
157. executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance
158. where an employee is required to remain contactable, available and able to perform extra duty
outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance,
subject to approval by the secretary.
159. restricted employees will receive a restriction allowance at the rate of nine per cent of their |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1251 | overtime | a given day will be paid overtime, or where agreed, time off in lieu of overtime payment at the
applicable overtime rates.
154. where a period of overtime is not continuous with ordinary time work, the base period of overtime
payment for such work will be calculated as if the employee had worked for four hours. when
determining whether a period is continuous with ordinary time work, meal breaks should not be
regarded as breaking continuity.
155. overtime payments approved by an employee’s manager will be calculated as follows:
• monday to saturday: one and a half times the hourly rate for the first three hours each day
and double the hourly rate thereafter
• sunday: double the hourly rate
• public holiday: two and a half times the hourly rate (except for duty on a public holiday within
agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition
to normal salary payment for the day).
156. time off in lieu of overtime payment may be approved by an employee’s manager under certain
circumstances. where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period due to operational requirements,
payment of the original entitlement or the residual entitlement where the full entitlement was not
granted will be made.
157. executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance
158. where an employee is required to remain contactable, available and able to perform extra duty
outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance,
subject to approval by the secretary.
159. restricted employees will receive a restriction allowance at the rate of nine per cent of their
ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to:
a. the employee remaining contactable, fit and available to perform extra duty and
b. the employee not being in receipt of any other payment for the period for which restriction
allowance would otherwise be payable, except as provided for in the following clause. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1252 | overtime | applicable overtime rates.
154. where a period of overtime is not continuous with ordinary time work, the base period of overtime
payment for such work will be calculated as if the employee had worked for four hours. when
determining whether a period is continuous with ordinary time work, meal breaks should not be
regarded as breaking continuity.
155. overtime payments approved by an employee’s manager will be calculated as follows:
• monday to saturday: one and a half times the hourly rate for the first three hours each day
and double the hourly rate thereafter
• sunday: double the hourly rate
• public holiday: two and a half times the hourly rate (except for duty on a public holiday within
agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition
to normal salary payment for the day).
156. time off in lieu of overtime payment may be approved by an employee’s manager under certain
circumstances. where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period due to operational requirements,
payment of the original entitlement or the residual entitlement where the full entitlement was not
granted will be made.
157. executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance
158. where an employee is required to remain contactable, available and able to perform extra duty
outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance,
subject to approval by the secretary.
159. restricted employees will receive a restriction allowance at the rate of nine per cent of their
ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to:
a. the employee remaining contactable, fit and available to perform extra duty and
b. the employee not being in receipt of any other payment for the period for which restriction
allowance would otherwise be payable, except as provided for in the following clause.
160. restriction allowance is payable whether or not the restricted employee is required to perform duty |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1253 | overtime | 154. where a period of overtime is not continuous with ordinary time work, the base period of overtime
payment for such work will be calculated as if the employee had worked for four hours. when
determining whether a period is continuous with ordinary time work, meal breaks should not be
regarded as breaking continuity.
155. overtime payments approved by an employee’s manager will be calculated as follows:
• monday to saturday: one and a half times the hourly rate for the first three hours each day
and double the hourly rate thereafter
• sunday: double the hourly rate
• public holiday: two and a half times the hourly rate (except for duty on a public holiday within
agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition
to normal salary payment for the day).
156. time off in lieu of overtime payment may be approved by an employee’s manager under certain
circumstances. where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period due to operational requirements,
payment of the original entitlement or the residual entitlement where the full entitlement was not
granted will be made.
157. executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance
158. where an employee is required to remain contactable, available and able to perform extra duty
outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance,
subject to approval by the secretary.
159. restricted employees will receive a restriction allowance at the rate of nine per cent of their
ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to:
a. the employee remaining contactable, fit and available to perform extra duty and
b. the employee not being in receipt of any other payment for the period for which restriction
allowance would otherwise be payable, except as provided for in the following clause.
160. restriction allowance is payable whether or not the restricted employee is required to perform duty
outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1257 | overtime | 155. overtime payments approved by an employee’s manager will be calculated as follows:
• monday to saturday: one and a half times the hourly rate for the first three hours each day
and double the hourly rate thereafter
• sunday: double the hourly rate
• public holiday: two and a half times the hourly rate (except for duty on a public holiday within
agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition
to normal salary payment for the day).
156. time off in lieu of overtime payment may be approved by an employee’s manager under certain
circumstances. where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period due to operational requirements,
payment of the original entitlement or the residual entitlement where the full entitlement was not
granted will be made.
157. executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance
158. where an employee is required to remain contactable, available and able to perform extra duty
outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance,
subject to approval by the secretary.
159. restricted employees will receive a restriction allowance at the rate of nine per cent of their
ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to:
a. the employee remaining contactable, fit and available to perform extra duty and
b. the employee not being in receipt of any other payment for the period for which restriction
allowance would otherwise be payable, except as provided for in the following clause.
160. restriction allowance is payable whether or not the restricted employee is required to perform duty
outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is
required to perform duty, overtime will be payable and subject to:
a. a one hour base rate of payment when work is performed without the necessity to travel to
the workplace
b. a three hour base rate of payment, including travel time, if work is required to be performed at |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1264 | overtime | 156. time off in lieu of overtime payment may be approved by an employee’s manager under certain
circumstances. where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period due to operational requirements,
payment of the original entitlement or the residual entitlement where the full entitlement was not
granted will be made.
157. executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance
158. where an employee is required to remain contactable, available and able to perform extra duty
outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance,
subject to approval by the secretary.
159. restricted employees will receive a restriction allowance at the rate of nine per cent of their
ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to:
a. the employee remaining contactable, fit and available to perform extra duty and
b. the employee not being in receipt of any other payment for the period for which restriction
allowance would otherwise be payable, except as provided for in the following clause.
160. restriction allowance is payable whether or not the restricted employee is required to perform duty
outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is
required to perform duty, overtime will be payable and subject to:
a. a one hour base rate of payment when work is performed without the necessity to travel to
the workplace
b. a three hour base rate of payment, including travel time, if work is required to be performed at
the workplace.
20 |
department of education and training enterprise agreement 2016–2019
161. if an employee is required to perform subsequent periods of duty within the one hour minimum |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1269 | overtime | 157. executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance
158. where an employee is required to remain contactable, available and able to perform extra duty
outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance,
subject to approval by the secretary.
159. restricted employees will receive a restriction allowance at the rate of nine per cent of their
ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to:
a. the employee remaining contactable, fit and available to perform extra duty and
b. the employee not being in receipt of any other payment for the period for which restriction
allowance would otherwise be payable, except as provided for in the following clause.
160. restriction allowance is payable whether or not the restricted employee is required to perform duty
outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is
required to perform duty, overtime will be payable and subject to:
a. a one hour base rate of payment when work is performed without the necessity to travel to
the workplace
b. a three hour base rate of payment, including travel time, if work is required to be performed at
the workplace.
20 |
department of education and training enterprise agreement 2016–2019
161. if an employee is required to perform subsequent periods of duty within the one hour minimum
payment period, only the initial one hour minimum is payable. where an employee is required to
undertake a second period of duty that commences after the one hour minimum payment period
has lapsed for the first period of duty, a second one hour minimum payment period commences
and a further one hour minimum is payable.
162. restriction allowance will continue to be paid for periods of overtime worked while restricted. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1277 | bandwidth | ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to:
a. the employee remaining contactable, fit and available to perform extra duty and
b. the employee not being in receipt of any other payment for the period for which restriction
allowance would otherwise be payable, except as provided for in the following clause.
160. restriction allowance is payable whether or not the restricted employee is required to perform duty
outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is
required to perform duty, overtime will be payable and subject to:
a. a one hour base rate of payment when work is performed without the necessity to travel to
the workplace
b. a three hour base rate of payment, including travel time, if work is required to be performed at
the workplace.
20 |
department of education and training enterprise agreement 2016–2019
161. if an employee is required to perform subsequent periods of duty within the one hour minimum
payment period, only the initial one hour minimum is payable. where an employee is required to
undertake a second period of duty that commences after the one hour minimum payment period
has lapsed for the first period of duty, a second one hour minimum payment period commences
and a further one hour minimum is payable.
162. restriction allowance will continue to be paid for periods of overtime worked while restricted.
emergency duty
163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at
double the hourly rate, which will be payable for all emergency duty without prior notice. executive
level employees will only be eligible to receive emergency duty payments in exceptional
circumstances with the approval of the secretary.
overtime meal allowance |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1282 | overtime | outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is
required to perform duty, overtime will be payable and subject to:
a. a one hour base rate of payment when work is performed without the necessity to travel to
the workplace
b. a three hour base rate of payment, including travel time, if work is required to be performed at
the workplace.
20 |
department of education and training enterprise agreement 2016–2019
161. if an employee is required to perform subsequent periods of duty within the one hour minimum
payment period, only the initial one hour minimum is payable. where an employee is required to
undertake a second period of duty that commences after the one hour minimum payment period
has lapsed for the first period of duty, a second one hour minimum payment period commences
and a further one hour minimum is payable.
162. restriction allowance will continue to be paid for periods of overtime worked while restricted.
emergency duty
163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at
double the hourly rate, which will be payable for all emergency duty without prior notice. executive
level employees will only be eligible to receive emergency duty payments in exceptional
circumstances with the approval of the secretary.
overtime meal allowance
164. where an employee who is eligible for overtime payment is directed to work overtime for at least
three hours outside their ordinary hours, their manager will approve a flat rate overtime meal
allowance of $26. where an employee works a further five hours overtime on a saturday, sunday
or public holiday, they will receive an additional overtime meal allowance of $26.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1283 | overtime | required to perform duty, overtime will be payable and subject to:
a. a one hour base rate of payment when work is performed without the necessity to travel to
the workplace
b. a three hour base rate of payment, including travel time, if work is required to be performed at
the workplace.
20 |
department of education and training enterprise agreement 2016–2019
161. if an employee is required to perform subsequent periods of duty within the one hour minimum
payment period, only the initial one hour minimum is payable. where an employee is required to
undertake a second period of duty that commences after the one hour minimum payment period
has lapsed for the first period of duty, a second one hour minimum payment period commences
and a further one hour minimum is payable.
162. restriction allowance will continue to be paid for periods of overtime worked while restricted.
emergency duty
163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at
double the hourly rate, which will be payable for all emergency duty without prior notice. executive
level employees will only be eligible to receive emergency duty payments in exceptional
circumstances with the approval of the secretary.
overtime meal allowance
164. where an employee who is eligible for overtime payment is directed to work overtime for at least
three hours outside their ordinary hours, their manager will approve a flat rate overtime meal
allowance of $26. where an employee works a further five hours overtime on a saturday, sunday
or public holiday, they will receive an additional overtime meal allowance of $26.
executive level employees – flexibility and time off in lieu |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1284 | travel | a. a one hour base rate of payment when work is performed without the necessity to travel to
the workplace
b. a three hour base rate of payment, including travel time, if work is required to be performed at
the workplace.
20 |
department of education and training enterprise agreement 2016–2019
161. if an employee is required to perform subsequent periods of duty within the one hour minimum
payment period, only the initial one hour minimum is payable. where an employee is required to
undertake a second period of duty that commences after the one hour minimum payment period
has lapsed for the first period of duty, a second one hour minimum payment period commences
and a further one hour minimum is payable.
162. restriction allowance will continue to be paid for periods of overtime worked while restricted.
emergency duty
163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at
double the hourly rate, which will be payable for all emergency duty without prior notice. executive
level employees will only be eligible to receive emergency duty payments in exceptional
circumstances with the approval of the secretary.
overtime meal allowance
164. where an employee who is eligible for overtime payment is directed to work overtime for at least
three hours outside their ordinary hours, their manager will approve a flat rate overtime meal
allowance of $26. where an employee works a further five hours overtime on a saturday, sunday
or public holiday, they will receive an additional overtime meal allowance of $26.
executive level employees – flexibility and time off in lieu
165. the hours of duty worked by executive level employees are not regular and executive level |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1286 | travel | b. a three hour base rate of payment, including travel time, if work is required to be performed at
the workplace.
20 |
department of education and training enterprise agreement 2016–2019
161. if an employee is required to perform subsequent periods of duty within the one hour minimum
payment period, only the initial one hour minimum is payable. where an employee is required to
undertake a second period of duty that commences after the one hour minimum payment period
has lapsed for the first period of duty, a second one hour minimum payment period commences
and a further one hour minimum is payable.
162. restriction allowance will continue to be paid for periods of overtime worked while restricted.
emergency duty
163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at
double the hourly rate, which will be payable for all emergency duty without prior notice. executive
level employees will only be eligible to receive emergency duty payments in exceptional
circumstances with the approval of the secretary.
overtime meal allowance
164. where an employee who is eligible for overtime payment is directed to work overtime for at least
three hours outside their ordinary hours, their manager will approve a flat rate overtime meal
allowance of $26. where an employee works a further five hours overtime on a saturday, sunday
or public holiday, they will receive an additional overtime meal allowance of $26.
executive level employees – flexibility and time off in lieu
165. the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
166. executive level employees are able to work flexible hours. this means that arrangements for |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1298 | overtime | 162. restriction allowance will continue to be paid for periods of overtime worked while restricted.
emergency duty
163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at
double the hourly rate, which will be payable for all emergency duty without prior notice. executive
level employees will only be eligible to receive emergency duty payments in exceptional
circumstances with the approval of the secretary.
overtime meal allowance
164. where an employee who is eligible for overtime payment is directed to work overtime for at least
three hours outside their ordinary hours, their manager will approve a flat rate overtime meal
allowance of $26. where an employee works a further five hours overtime on a saturday, sunday
or public holiday, they will receive an additional overtime meal allowance of $26.
executive level employees – flexibility and time off in lieu
165. the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
166. executive level employees are able to work flexible hours. this means that arrangements for
managing variations in attendance times and short-term absences, including full days, may be
agreed in advance with the manager.
167. where substantial additional work is required, toil is able to be accessed by agreement with the
manager. toil will not be on an hour for hour basis or replicate a flex time system.
168. reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
169. any employee may request approval to work from home, although arrangements must suit the type
of work performed and operational requirements.
christmas closedown |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1301 | travel | 163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at
double the hourly rate, which will be payable for all emergency duty without prior notice. executive
level employees will only be eligible to receive emergency duty payments in exceptional
circumstances with the approval of the secretary.
overtime meal allowance
164. where an employee who is eligible for overtime payment is directed to work overtime for at least
three hours outside their ordinary hours, their manager will approve a flat rate overtime meal
allowance of $26. where an employee works a further five hours overtime on a saturday, sunday
or public holiday, they will receive an additional overtime meal allowance of $26.
executive level employees – flexibility and time off in lieu
165. the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
166. executive level employees are able to work flexible hours. this means that arrangements for
managing variations in attendance times and short-term absences, including full days, may be
agreed in advance with the manager.
167. where substantial additional work is required, toil is able to be accessed by agreement with the
manager. toil will not be on an hour for hour basis or replicate a flex time system.
168. reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
169. any employee may request approval to work from home, although arrangements must suit the type
of work performed and operational requirements.
christmas closedown
170. all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this period will
be known as the christmas closedown. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1306 | overtime | overtime meal allowance
164. where an employee who is eligible for overtime payment is directed to work overtime for at least
three hours outside their ordinary hours, their manager will approve a flat rate overtime meal
allowance of $26. where an employee works a further five hours overtime on a saturday, sunday
or public holiday, they will receive an additional overtime meal allowance of $26.
executive level employees – flexibility and time off in lieu
165. the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
166. executive level employees are able to work flexible hours. this means that arrangements for
managing variations in attendance times and short-term absences, including full days, may be
agreed in advance with the manager.
167. where substantial additional work is required, toil is able to be accessed by agreement with the
manager. toil will not be on an hour for hour basis or replicate a flex time system.
168. reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
169. any employee may request approval to work from home, although arrangements must suit the type
of work performed and operational requirements.
christmas closedown
170. all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this period will
be known as the christmas closedown.
171. employees are not required to attend for duty during the christmas closedown, unless otherwise
directed by the secretary, and will be paid in accordance with their ordinary hours of work. where
an employee is absent on leave, payment for the christmas closedown will be in accordance with
the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half
pay). there will be no deduction from annual or personal leave credits for the christmas closedown. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1307 | overtime | 164. where an employee who is eligible for overtime payment is directed to work overtime for at least
three hours outside their ordinary hours, their manager will approve a flat rate overtime meal
allowance of $26. where an employee works a further five hours overtime on a saturday, sunday
or public holiday, they will receive an additional overtime meal allowance of $26.
executive level employees – flexibility and time off in lieu
165. the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
166. executive level employees are able to work flexible hours. this means that arrangements for
managing variations in attendance times and short-term absences, including full days, may be
agreed in advance with the manager.
167. where substantial additional work is required, toil is able to be accessed by agreement with the
manager. toil will not be on an hour for hour basis or replicate a flex time system.
168. reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
169. any employee may request approval to work from home, although arrangements must suit the type
of work performed and operational requirements.
christmas closedown
170. all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this period will
be known as the christmas closedown.
171. employees are not required to attend for duty during the christmas closedown, unless otherwise
directed by the secretary, and will be paid in accordance with their ordinary hours of work. where
an employee is absent on leave, payment for the christmas closedown will be in accordance with
the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half
pay). there will be no deduction from annual or personal leave credits for the christmas closedown.
172. where an employee who is eligible for overtime and restriction provisions is directed to attend work |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1308 | overtime | three hours outside their ordinary hours, their manager will approve a flat rate overtime meal
allowance of $26. where an employee works a further five hours overtime on a saturday, sunday
or public holiday, they will receive an additional overtime meal allowance of $26.
executive level employees – flexibility and time off in lieu
165. the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
166. executive level employees are able to work flexible hours. this means that arrangements for
managing variations in attendance times and short-term absences, including full days, may be
agreed in advance with the manager.
167. where substantial additional work is required, toil is able to be accessed by agreement with the
manager. toil will not be on an hour for hour basis or replicate a flex time system.
168. reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
169. any employee may request approval to work from home, although arrangements must suit the type
of work performed and operational requirements.
christmas closedown
170. all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this period will
be known as the christmas closedown.
171. employees are not required to attend for duty during the christmas closedown, unless otherwise
directed by the secretary, and will be paid in accordance with their ordinary hours of work. where
an employee is absent on leave, payment for the christmas closedown will be in accordance with
the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half
pay). there will be no deduction from annual or personal leave credits for the christmas closedown.
172. where an employee who is eligible for overtime and restriction provisions is directed to attend work
or be available for work during the christmas closedown, the overtime rate applicable to sunday |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1309 | overtime | allowance of $26. where an employee works a further five hours overtime on a saturday, sunday
or public holiday, they will receive an additional overtime meal allowance of $26.
executive level employees – flexibility and time off in lieu
165. the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
166. executive level employees are able to work flexible hours. this means that arrangements for
managing variations in attendance times and short-term absences, including full days, may be
agreed in advance with the manager.
167. where substantial additional work is required, toil is able to be accessed by agreement with the
manager. toil will not be on an hour for hour basis or replicate a flex time system.
168. reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
169. any employee may request approval to work from home, although arrangements must suit the type
of work performed and operational requirements.
christmas closedown
170. all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this period will
be known as the christmas closedown.
171. employees are not required to attend for duty during the christmas closedown, unless otherwise
directed by the secretary, and will be paid in accordance with their ordinary hours of work. where
an employee is absent on leave, payment for the christmas closedown will be in accordance with
the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half
pay). there will be no deduction from annual or personal leave credits for the christmas closedown.
172. where an employee who is eligible for overtime and restriction provisions is directed to attend work
or be available for work during the christmas closedown, the overtime rate applicable to sunday
overtime will apply for the days designated as christmas closedown. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1310 | overtime | or public holiday, they will receive an additional overtime meal allowance of $26.
executive level employees – flexibility and time off in lieu
165. the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
166. executive level employees are able to work flexible hours. this means that arrangements for
managing variations in attendance times and short-term absences, including full days, may be
agreed in advance with the manager.
167. where substantial additional work is required, toil is able to be accessed by agreement with the
manager. toil will not be on an hour for hour basis or replicate a flex time system.
168. reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
169. any employee may request approval to work from home, although arrangements must suit the type
of work performed and operational requirements.
christmas closedown
170. all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this period will
be known as the christmas closedown.
171. employees are not required to attend for duty during the christmas closedown, unless otherwise
directed by the secretary, and will be paid in accordance with their ordinary hours of work. where
an employee is absent on leave, payment for the christmas closedown will be in accordance with
the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half
pay). there will be no deduction from annual or personal leave credits for the christmas closedown.
172. where an employee who is eligible for overtime and restriction provisions is directed to attend work
or be available for work during the christmas closedown, the overtime rate applicable to sunday
overtime will apply for the days designated as christmas closedown.
department of education and training enterprise agreement 2016–2019 |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1334 | long service leave | the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half
pay). there will be no deduction from annual or personal leave credits for the christmas closedown.
172. where an employee who is eligible for overtime and restriction provisions is directed to attend work
or be available for work during the christmas closedown, the overtime rate applicable to sunday
overtime will apply for the days designated as christmas closedown.
department of education and training enterprise agreement 2016–2019
|
21
part i – leave
portability of leave
173. where an employee joins the department on an ongoing or non-ongoing basis from an employer
staffed under the ps act, the parliamentary service act 1999 or from the act government service,
accrued annual and personal leave (however described) will be transferred or recognised, provided
there is no break in continuity of service, or payments made to the employee in lieu of these
entitlements from the previous employer.
174. service with organisations where the employee was previously employed under the ps act, the
parliamentary service act 1999, or from the act government service may be recognised for
personal leave purposes if the break in service is not more than two calendar months.
impact of leave without pay on personal and annual leave
175. where an employee takes 30 or more days leave without pay in total in a calendar year, the whole
period will not count as service for annual and personal leave purposes.
176. where an employee takes 30 or more days leave without pay (including an accumulated period)
during the calendar year, the whole period will not count as service.
cancellation of leave or recall to duty from leave
177. where an employee’s leave is cancelled by their manager without reasonable notice, or they are |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1336 | overtime | 172. where an employee who is eligible for overtime and restriction provisions is directed to attend work
or be available for work during the christmas closedown, the overtime rate applicable to sunday
overtime will apply for the days designated as christmas closedown.
department of education and training enterprise agreement 2016–2019
|
21
part i – leave
portability of leave
173. where an employee joins the department on an ongoing or non-ongoing basis from an employer
staffed under the ps act, the parliamentary service act 1999 or from the act government service,
accrued annual and personal leave (however described) will be transferred or recognised, provided
there is no break in continuity of service, or payments made to the employee in lieu of these
entitlements from the previous employer.
174. service with organisations where the employee was previously employed under the ps act, the
parliamentary service act 1999, or from the act government service may be recognised for
personal leave purposes if the break in service is not more than two calendar months.
impact of leave without pay on personal and annual leave
175. where an employee takes 30 or more days leave without pay in total in a calendar year, the whole
period will not count as service for annual and personal leave purposes.
176. where an employee takes 30 or more days leave without pay (including an accumulated period)
during the calendar year, the whole period will not count as service.
cancellation of leave or recall to duty from leave
177. where an employee’s leave is cancelled by their manager without reasonable notice, or they are
recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other
unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1337 | overtime | or be available for work during the christmas closedown, the overtime rate applicable to sunday
overtime will apply for the days designated as christmas closedown.
department of education and training enterprise agreement 2016–2019
|
21
part i – leave
portability of leave
173. where an employee joins the department on an ongoing or non-ongoing basis from an employer
staffed under the ps act, the parliamentary service act 1999 or from the act government service,
accrued annual and personal leave (however described) will be transferred or recognised, provided
there is no break in continuity of service, or payments made to the employee in lieu of these
entitlements from the previous employer.
174. service with organisations where the employee was previously employed under the ps act, the
parliamentary service act 1999, or from the act government service may be recognised for
personal leave purposes if the break in service is not more than two calendar months.
impact of leave without pay on personal and annual leave
175. where an employee takes 30 or more days leave without pay in total in a calendar year, the whole
period will not count as service for annual and personal leave purposes.
176. where an employee takes 30 or more days leave without pay (including an accumulated period)
during the calendar year, the whole period will not count as service.
cancellation of leave or recall to duty from leave
177. where an employee’s leave is cancelled by their manager without reasonable notice, or they are
recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other
unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable
under insurance or from another source. all unused leave will be re-credited. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1338 | overtime | overtime will apply for the days designated as christmas closedown.
department of education and training enterprise agreement 2016–2019
|
21
part i – leave
portability of leave
173. where an employee joins the department on an ongoing or non-ongoing basis from an employer
staffed under the ps act, the parliamentary service act 1999 or from the act government service,
accrued annual and personal leave (however described) will be transferred or recognised, provided
there is no break in continuity of service, or payments made to the employee in lieu of these
entitlements from the previous employer.
174. service with organisations where the employee was previously employed under the ps act, the
parliamentary service act 1999, or from the act government service may be recognised for
personal leave purposes if the break in service is not more than two calendar months.
impact of leave without pay on personal and annual leave
175. where an employee takes 30 or more days leave without pay in total in a calendar year, the whole
period will not count as service for annual and personal leave purposes.
176. where an employee takes 30 or more days leave without pay (including an accumulated period)
during the calendar year, the whole period will not count as service.
cancellation of leave or recall to duty from leave
177. where an employee’s leave is cancelled by their manager without reasonable notice, or they are
recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other
unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable
under insurance or from another source. all unused leave will be re-credited.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1364 | travel | recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other
unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable
under insurance or from another source. all unused leave will be re-credited.
re-crediting periods of approved leave
178. an employee who becomes eligible for personal, carers or compassionate leave, or any nondiscretionary leave under the national employment standards (nes), while on annual or long
service leave may apply to have their annual or long service leave re-credited. subject to the
provision of satisfactory evidence, the employee’s annual or long service leave will be re-credited to
the extent of the leave subsequently granted.
workers’ compensation
179. an employee on workers’ compensation leave under the safety, rehabilitation and compensation
act 1988, whose compensation is calculated on the basis of actual hours worked, will have their
annual and personal leave accrual calculated in the same way.
22 |
department of education and training enterprise agreement 2016–2019
annual leave
180. a full time employee is entitled to 20 working days paid annual leave for each completed year of
service, accruing daily.
181. a part time employee’s annual leave entitlement will accrue on a pro rata basis.
182. annual leave credits may be taken at any time with the approval of the manager. any unused
annual leave accumulates. annual leave counts as service for all purposes.
183. an employee may be granted annual leave at half pay. where an employee takes annual leave at
half pay, the employee cannot access purchased leave in the same calendar year.
184. employees may request in writing to cash out annual leave so long as the remaining accrued
entitlement to annual leave does not fall below 20 days (pro rata for equivalent part time
employees). the employee will be paid the full amount that would have been paid to the employee |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1370 | long service leave | service leave may apply to have their annual or long service leave re-credited. subject to the
provision of satisfactory evidence, the employee’s annual or long service leave will be re-credited to
the extent of the leave subsequently granted.
workers’ compensation
179. an employee on workers’ compensation leave under the safety, rehabilitation and compensation
act 1988, whose compensation is calculated on the basis of actual hours worked, will have their
annual and personal leave accrual calculated in the same way.
22 |
department of education and training enterprise agreement 2016–2019
annual leave
180. a full time employee is entitled to 20 working days paid annual leave for each completed year of
service, accruing daily.
181. a part time employee’s annual leave entitlement will accrue on a pro rata basis.
182. annual leave credits may be taken at any time with the approval of the manager. any unused
annual leave accumulates. annual leave counts as service for all purposes.
183. an employee may be granted annual leave at half pay. where an employee takes annual leave at
half pay, the employee cannot access purchased leave in the same calendar year.
184. employees may request in writing to cash out annual leave so long as the remaining accrued
entitlement to annual leave does not fall below 20 days (pro rata for equivalent part time
employees). the employee will be paid the full amount that would have been paid to the employee
had the employee taken the leave that is cashed out.
185. the secretary will not approve requests to cash out leave in accordance with this clause unless the
employee has taken at least 10 days annual leave at the same time or has taken a block of 10 days
annual leave (pro rata equivalent for part time employees) in the same calendar year.
186. employees who have accrued an annual leave credit of 40 days (or equivalent of two years) or more
may be directed by their manager to take at least 10 days annual leave within 12 weeks of the |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1371 | long service leave | provision of satisfactory evidence, the employee’s annual or long service leave will be re-credited to
the extent of the leave subsequently granted.
workers’ compensation
179. an employee on workers’ compensation leave under the safety, rehabilitation and compensation
act 1988, whose compensation is calculated on the basis of actual hours worked, will have their
annual and personal leave accrual calculated in the same way.
22 |
department of education and training enterprise agreement 2016–2019
annual leave
180. a full time employee is entitled to 20 working days paid annual leave for each completed year of
service, accruing daily.
181. a part time employee’s annual leave entitlement will accrue on a pro rata basis.
182. annual leave credits may be taken at any time with the approval of the manager. any unused
annual leave accumulates. annual leave counts as service for all purposes.
183. an employee may be granted annual leave at half pay. where an employee takes annual leave at
half pay, the employee cannot access purchased leave in the same calendar year.
184. employees may request in writing to cash out annual leave so long as the remaining accrued
entitlement to annual leave does not fall below 20 days (pro rata for equivalent part time
employees). the employee will be paid the full amount that would have been paid to the employee
had the employee taken the leave that is cashed out.
185. the secretary will not approve requests to cash out leave in accordance with this clause unless the
employee has taken at least 10 days annual leave at the same time or has taken a block of 10 days
annual leave (pro rata equivalent for part time employees) in the same calendar year.
186. employees who have accrued an annual leave credit of 40 days (or equivalent of two years) or more
may be directed by their manager to take at least 10 days annual leave within 12 weeks of the
direction. the manager may agree to extend the period to take leave to six months where extended |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1409 | long service leave | 189. periods of long service leave cannot be broken with annual leave, except as provided for by legislation.
purchased leave
190. employees may purchase up to eight weeks additional annual leave once per 12 month period by
paying for the leave progressively over the course of the relevant period, subject to the approval of
the secretary.
191. purchased leave is intended for use in a planned manner. when considering requests managers will
take into account operational requirements and the reasons for the employee’s request.
192. where an employee has purchased leave approved, they cannot take annual leave at half pay in the
same calendar year.
193. unless otherwise agreed, purchased leave not taken during the nominated 12 month period will
automatically be reimbursed as salary.
194. purchased leave counts as service for all purposes including superannuation.
department of education and training enterprise agreement 2016–2019
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23
personal leave
195. ongoing and non-ongoing full time employees are entitled to 18 paid days personal leave every
12 months, accrued daily.
196. a part time employee’s personal leave entitlement will accrue on a pro rata basis.
197. on commencement of the agreement there will be a transitional arrangement for employees who
have existing annual accrual to a daily accrual rate. the date of conversion will be 1 january 2017.
on that date annual accrual will cease and daily accrual will commence.
198. in the first year of employment, ongoing and non-ongoing employees will be given a credit, of
seven days leave, or part time pro rata equivalent, in advance of accruing the entitlement. after the
date on which the seven days would normally have accrued, accrual will be on a daily basis. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1495 | long service leave | long service leave
216. an employee will be eligible for long service leave (lsl) in accordance with the long service leave
(commonwealth employees) act 1976.
217. the minimum period for which lsl will be granted is seven calendar days at full pay or 14 calendar
days at half pay. a period of lsl cannot be broken by other periods of leave, a weekend or a public
holiday, except as otherwise provided by legislation.
218. long service leave credits may be taken at any time, subject to operational requirements and the
approval of the employee’s manager.
community service leave
219. an employee is entitled to leave for the purposes of engaging in community service activities
including jury service and emergency management activities as defined in the fw act.
220. participation in voluntary emergency management duties includes training, emergency service
responses, reasonable recovery time and ceremonial duties. the secretary may determine whether
any or all of the leave taken for participation in voluntary emergency management activities will be
with pay.
221. leave with pay will be granted for any period of jury service.
222. an employee will be required to provide the department notice of the absence as soon as
practicable and the period or expected period of absence.
department of education and training enterprise agreement 2016–2019
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25
community volunteer leave
223. employees may be granted up to two days paid leave each calendar year to volunteer with
a registered community organisation. employees covered by the government lawyer broadband
may request to use the leave to volunteer legal services. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1496 | long service leave | 216. an employee will be eligible for long service leave (lsl) in accordance with the long service leave
(commonwealth employees) act 1976.
217. the minimum period for which lsl will be granted is seven calendar days at full pay or 14 calendar
days at half pay. a period of lsl cannot be broken by other periods of leave, a weekend or a public
holiday, except as otherwise provided by legislation.
218. long service leave credits may be taken at any time, subject to operational requirements and the
approval of the employee’s manager.
community service leave
219. an employee is entitled to leave for the purposes of engaging in community service activities
including jury service and emergency management activities as defined in the fw act.
220. participation in voluntary emergency management duties includes training, emergency service
responses, reasonable recovery time and ceremonial duties. the secretary may determine whether
any or all of the leave taken for participation in voluntary emergency management activities will be
with pay.
221. leave with pay will be granted for any period of jury service.
222. an employee will be required to provide the department notice of the absence as soon as
practicable and the period or expected period of absence.
department of education and training enterprise agreement 2016–2019
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community volunteer leave
223. employees may be granted up to two days paid leave each calendar year to volunteer with
a registered community organisation. employees covered by the government lawyer broadband
may request to use the leave to volunteer legal services.
224. paid leave will not be available to attend ceremonial functions unless the organisation certifies in |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1501 | long service leave | 218. long service leave credits may be taken at any time, subject to operational requirements and the
approval of the employee’s manager.
community service leave
219. an employee is entitled to leave for the purposes of engaging in community service activities
including jury service and emergency management activities as defined in the fw act.
220. participation in voluntary emergency management duties includes training, emergency service
responses, reasonable recovery time and ceremonial duties. the secretary may determine whether
any or all of the leave taken for participation in voluntary emergency management activities will be
with pay.
221. leave with pay will be granted for any period of jury service.
222. an employee will be required to provide the department notice of the absence as soon as
practicable and the period or expected period of absence.
department of education and training enterprise agreement 2016–2019
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community volunteer leave
223. employees may be granted up to two days paid leave each calendar year to volunteer with
a registered community organisation. employees covered by the government lawyer broadband
may request to use the leave to volunteer legal services.
224. paid leave will not be available to attend ceremonial functions unless the organisation certifies in
writing that the employee is required to attend as part of their duties.
defence reserve leave
225. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian
defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1540 | long service leave | 230. eligible employees may also apply for annual leave, long service leave, leave without pay, top-up
pay or they may use flex time or make up time for the purpose of fulfilling adf reserve, cfts or
cadet force obligations.
war service sick leave
231. the secretary will grant war service sick leave to employees who are unfit for duty because of
a war-caused or defence-caused condition as determined in accordance with relevant legislation.
232. employees who are eligible war veterans will accrue two separate credits of paid war service
sick leave:
a. special credit – nine weeks war service sick leave credited on commencement with the aps
following eligible military service.
b. annual credit – three weeks annual credit on commencement and again following each
12 months of service. unused credits accumulate up to a maximum credit balance of nine
weeks. this credit cannot be accessed until the special credit has been exhausted.
233. employees who re-join the aps following an earlier period of aps employment in which they had
been credited with war service sick leave will be credited with:
a. any special credit that remained unused at the final day of the prior aps employment and
b. any annual credit held on the final day of the prior aps employment.
miscellaneous leave
234. miscellaneous leave provides flexibility to managers and employees. miscellaneous leave may be
granted for circumstances not provided for elsewhere in this agreement, either with or without pay,
for a purpose that the secretary considers to be in the interests of the department and having
regard to operational requirements.
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department of education and training enterprise agreement 2016–2019
235. the leave granted may be for the period requested or for another period, and to count as service or
not to count as service. where miscellaneous leave is refused the manager will advise the employee |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1575 | long service leave | as service for all purposes except long service leave, unless the secretary determines otherwise.
237. employees may be granted up to two days paid cultural leave in a calendar year for religious or
cultural activities associated with their culture or ethnicity.
238. employees may access one additional day paid cultural leave to participate in naidoc.
ceremonial leave
239. managers may grant up to 20 days in any two calendar years of leave without pay to aboriginal
and torres strait islander employees for ceremonial purposes arising from the death of a family
member or other ceremonial obligations. leave for a ceremonial obligation is without pay and
does not count as service.
240. ceremonial leave is in addition to compassionate leave.
parental leave
241. for the purpose of this agreement, parental leave includes: maternity and maternal leave, primary
carer leave, adoption leave, long term foster care and permanent care orders, supporting partner
leave and unpaid parental leave.
242. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for
under legislation or this agreement.
243. all paid parental leave types will count as service for all purposes. for employees without the
qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of
unpaid maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for under
legislation. unpaid parental leave will not be taken to have broken service.
244. to provide for flexible administration, employees have the option to spread the payment for all paid
parental leave types up to double the number of weeks at a rate of one-half of the normal salary for
the employee. when payment is spread at half pay, only the full pay equivalent period will count as
service (except to the extent this clause contradicts with clause 241).
maternity and maternal leave
245. eligible employees can access maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act). |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1587 | parental leave | parental leave
241. for the purpose of this agreement, parental leave includes: maternity and maternal leave, primary
carer leave, adoption leave, long term foster care and permanent care orders, supporting partner
leave and unpaid parental leave.
242. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for
under legislation or this agreement.
243. all paid parental leave types will count as service for all purposes. for employees without the
qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of
unpaid maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for under
legislation. unpaid parental leave will not be taken to have broken service.
244. to provide for flexible administration, employees have the option to spread the payment for all paid
parental leave types up to double the number of weeks at a rate of one-half of the normal salary for
the employee. when payment is spread at half pay, only the full pay equivalent period will count as
service (except to the extent this clause contradicts with clause 241).
maternity and maternal leave
245. eligible employees can access maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act).
246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1588 | parental leave | 241. for the purpose of this agreement, parental leave includes: maternity and maternal leave, primary
carer leave, adoption leave, long term foster care and permanent care orders, supporting partner
leave and unpaid parental leave.
242. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for
under legislation or this agreement.
243. all paid parental leave types will count as service for all purposes. for employees without the
qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of
unpaid maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for under
legislation. unpaid parental leave will not be taken to have broken service.
244. to provide for flexible administration, employees have the option to spread the payment for all paid
parental leave types up to double the number of weeks at a rate of one-half of the normal salary for
the employee. when payment is spread at half pay, only the full pay equivalent period will count as
service (except to the extent this clause contradicts with clause 241).
maternity and maternal leave
245. eligible employees can access maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act).
246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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adoption leave |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1590 | parental leave | leave and unpaid parental leave.
242. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for
under legislation or this agreement.
243. all paid parental leave types will count as service for all purposes. for employees without the
qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of
unpaid maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for under
legislation. unpaid parental leave will not be taken to have broken service.
244. to provide for flexible administration, employees have the option to spread the payment for all paid
parental leave types up to double the number of weeks at a rate of one-half of the normal salary for
the employee. when payment is spread at half pay, only the full pay equivalent period will count as
service (except to the extent this clause contradicts with clause 241).
maternity and maternal leave
245. eligible employees can access maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act).
246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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adoption leave
249. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1591 | parental leave | 242. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for
under legislation or this agreement.
243. all paid parental leave types will count as service for all purposes. for employees without the
qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of
unpaid maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for under
legislation. unpaid parental leave will not be taken to have broken service.
244. to provide for flexible administration, employees have the option to spread the payment for all paid
parental leave types up to double the number of weeks at a rate of one-half of the normal salary for
the employee. when payment is spread at half pay, only the full pay equivalent period will count as
service (except to the extent this clause contradicts with clause 241).
maternity and maternal leave
245. eligible employees can access maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act).
246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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adoption leave
249. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1593 | parental leave | 243. all paid parental leave types will count as service for all purposes. for employees without the
qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of
unpaid maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for under
legislation. unpaid parental leave will not be taken to have broken service.
244. to provide for flexible administration, employees have the option to spread the payment for all paid
parental leave types up to double the number of weeks at a rate of one-half of the normal salary for
the employee. when payment is spread at half pay, only the full pay equivalent period will count as
service (except to the extent this clause contradicts with clause 241).
maternity and maternal leave
245. eligible employees can access maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act).
246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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adoption leave
249. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child:
a. is under school age on the day of placement
b. did not previously live with the employee for a period of six months or more as at the day |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1594 | maternity leave | qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of
unpaid maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for under
legislation. unpaid parental leave will not be taken to have broken service.
244. to provide for flexible administration, employees have the option to spread the payment for all paid
parental leave types up to double the number of weeks at a rate of one-half of the normal salary for
the employee. when payment is spread at half pay, only the full pay equivalent period will count as
service (except to the extent this clause contradicts with clause 241).
maternity and maternal leave
245. eligible employees can access maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act).
246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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adoption leave
249. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child:
a. is under school age on the day of placement
b. did not previously live with the employee for a period of six months or more as at the day
of placement and |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1596 | parental leave | service. unpaid parental leave types will not count as service unless otherwise provided for under
legislation. unpaid parental leave will not be taken to have broken service.
244. to provide for flexible administration, employees have the option to spread the payment for all paid
parental leave types up to double the number of weeks at a rate of one-half of the normal salary for
the employee. when payment is spread at half pay, only the full pay equivalent period will count as
service (except to the extent this clause contradicts with clause 241).
maternity and maternal leave
245. eligible employees can access maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act).
246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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adoption leave
249. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child:
a. is under school age on the day of placement
b. did not previously live with the employee for a period of six months or more as at the day
of placement and
c. is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1597 | parental leave | legislation. unpaid parental leave will not be taken to have broken service.
244. to provide for flexible administration, employees have the option to spread the payment for all paid
parental leave types up to double the number of weeks at a rate of one-half of the normal salary for
the employee. when payment is spread at half pay, only the full pay equivalent period will count as
service (except to the extent this clause contradicts with clause 241).
maternity and maternal leave
245. eligible employees can access maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act).
246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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adoption leave
249. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child:
a. is under school age on the day of placement
b. did not previously live with the employee for a period of six months or more as at the day
of placement and
c. is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders
250. an employee who has a period of service equal to that required for employees covered by the |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1599 | parental leave | parental leave types up to double the number of weeks at a rate of one-half of the normal salary for
the employee. when payment is spread at half pay, only the full pay equivalent period will count as
service (except to the extent this clause contradicts with clause 241).
maternity and maternal leave
245. eligible employees can access maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act).
246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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adoption leave
249. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child:
a. is under school age on the day of placement
b. did not previously live with the employee for a period of six months or more as at the day
of placement and
c. is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders
250. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks paid foster care leave from the day of the placement of a child where: |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1603 | maternity leave | 245. eligible employees can access maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act).
246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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adoption leave
249. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child:
a. is under school age on the day of placement
b. did not previously live with the employee for a period of six months or more as at the day
of placement and
c. is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders
250. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks paid foster care leave from the day of the placement of a child where:
a. the employee becomes the primary care giver of a long term foster child or
b. is granted custody and guardianship of a child up to the age of 18 years as a result of
a permanent care order and
c. the child did not previously live with the employee for a period of six months or more as at the |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1604 | maternity leave | (commonwealth employees) act 1973 (maternity leave act).
246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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27
adoption leave
249. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child:
a. is under school age on the day of placement
b. did not previously live with the employee for a period of six months or more as at the day
of placement and
c. is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders
250. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks paid foster care leave from the day of the placement of a child where:
a. the employee becomes the primary care giver of a long term foster child or
b. is granted custody and guardianship of a child up to the age of 18 years as a result of
a permanent care order and
c. the child did not previously live with the employee for a period of six months or more as at the
day of placement. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1605 | maternity leave | 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks
of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
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adoption leave
249. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child:
a. is under school age on the day of placement
b. did not previously live with the employee for a period of six months or more as at the day
of placement and
c. is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders
250. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks paid foster care leave from the day of the placement of a child where:
a. the employee becomes the primary care giver of a long term foster child or
b. is granted custody and guardianship of a child up to the age of 18 years as a result of
a permanent care order and
c. the child did not previously live with the employee for a period of six months or more as at the
day of placement.
251. in exceptional circumstances, the secretary may approve paid and/or unpaid foster care leave |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1606 | maternity leave | of paid maternal leave, to be taken immediately following the paid component of maternity leave.
247. an employee is unable to access personal leave while on paid maternity/maternal leave.
248. a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
department of education and training enterprise agreement 2016–2019
|
27
adoption leave
249. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child:
a. is under school age on the day of placement
b. did not previously live with the employee for a period of six months or more as at the day
of placement and
c. is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders
250. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks paid foster care leave from the day of the placement of a child where:
a. the employee becomes the primary care giver of a long term foster child or
b. is granted custody and guardianship of a child up to the age of 18 years as a result of
a permanent care order and
c. the child did not previously live with the employee for a period of six months or more as at the
day of placement.
251. in exceptional circumstances, the secretary may approve paid and/or unpaid foster care leave
under these provisions for short term fostering arrangements or kinship care. this will only be |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1619 | maternity leave | ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child:
a. is under school age on the day of placement
b. did not previously live with the employee for a period of six months or more as at the day
of placement and
c. is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders
250. an employee who has a period of service equal to that required for employees covered by the
ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks paid foster care leave from the day of the placement of a child where:
a. the employee becomes the primary care giver of a long term foster child or
b. is granted custody and guardianship of a child up to the age of 18 years as a result of
a permanent care order and
c. the child did not previously live with the employee for a period of six months or more as at the
day of placement.
251. in exceptional circumstances, the secretary may approve paid and/or unpaid foster care leave
under these provisions for short term fostering arrangements or kinship care. this will only be
considered where legal reasons or circumstances beyond the employee’s control mean the
arrangements cannot be considered long term fostering, however are likely to become long term
or permanent.
primary carer leave
252. an ongoing employee, other than the mother, who becomes the primary care giver for a newborn
baby will be entitled to a period of six weeks paid primary carer leave.
supporting partner leave
253. an employee, who has 12 continuous months of aps service and is not otherwise entitled to paid
maternity or parental leave under the maternity leave act or this agreement, will be entitled to two
weeks of paid supporting partner leave to commence within one month of the birth, adoption or
permanent foster placement of a child or their partner’s child.
unpaid parental leave
254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1627 | maternity leave | ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
is entitled to 14 weeks paid foster care leave from the day of the placement of a child where:
a. the employee becomes the primary care giver of a long term foster child or
b. is granted custody and guardianship of a child up to the age of 18 years as a result of
a permanent care order and
c. the child did not previously live with the employee for a period of six months or more as at the
day of placement.
251. in exceptional circumstances, the secretary may approve paid and/or unpaid foster care leave
under these provisions for short term fostering arrangements or kinship care. this will only be
considered where legal reasons or circumstances beyond the employee’s control mean the
arrangements cannot be considered long term fostering, however are likely to become long term
or permanent.
primary carer leave
252. an ongoing employee, other than the mother, who becomes the primary care giver for a newborn
baby will be entitled to a period of six weeks paid primary carer leave.
supporting partner leave
253. an employee, who has 12 continuous months of aps service and is not otherwise entitled to paid
maternity or parental leave under the maternity leave act or this agreement, will be entitled to two
weeks of paid supporting partner leave to commence within one month of the birth, adoption or
permanent foster placement of a child or their partner’s child.
unpaid parental leave
254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less
any period of paid foster care leave or maternity and parental leave types taken in accordance with
the fw act.
255. an employee is not entitled to take paid personal or compassionate leave while they are taking
unpaid parental leave.
256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to
an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1644 | maternity leave | maternity or parental leave under the maternity leave act or this agreement, will be entitled to two
weeks of paid supporting partner leave to commence within one month of the birth, adoption or
permanent foster placement of a child or their partner’s child.
unpaid parental leave
254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less
any period of paid foster care leave or maternity and parental leave types taken in accordance with
the fw act.
255. an employee is not entitled to take paid personal or compassionate leave while they are taking
unpaid parental leave.
256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to
an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
28 |
department of education and training enterprise agreement 2016–2019
returning from any type of parental leave
257. employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the employee’s
skills and classification.
258. an employee returning to duty from parental leave will have the right to access part time work in
accordance with the part time provisions in this agreement.
unauthorised absences
259. where an employee is absent from duty without approval, all pay and other benefits provided under
this agreement cease to be available until the employee resumes duty, or is granted leave or
ceases employment. such absences will not count as service for any purpose. for further
information on unauthorised absences, please refer to the working hours policy.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1644 | parental leave | maternity or parental leave under the maternity leave act or this agreement, will be entitled to two
weeks of paid supporting partner leave to commence within one month of the birth, adoption or
permanent foster placement of a child or their partner’s child.
unpaid parental leave
254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less
any period of paid foster care leave or maternity and parental leave types taken in accordance with
the fw act.
255. an employee is not entitled to take paid personal or compassionate leave while they are taking
unpaid parental leave.
256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to
an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
28 |
department of education and training enterprise agreement 2016–2019
returning from any type of parental leave
257. employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the employee’s
skills and classification.
258. an employee returning to duty from parental leave will have the right to access part time work in
accordance with the part time provisions in this agreement.
unauthorised absences
259. where an employee is absent from duty without approval, all pay and other benefits provided under
this agreement cease to be available until the employee resumes duty, or is granted leave or
ceases employment. such absences will not count as service for any purpose. for further
information on unauthorised absences, please refer to the working hours policy.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1647 | parental leave | unpaid parental leave
254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less
any period of paid foster care leave or maternity and parental leave types taken in accordance with
the fw act.
255. an employee is not entitled to take paid personal or compassionate leave while they are taking
unpaid parental leave.
256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to
an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
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department of education and training enterprise agreement 2016–2019
returning from any type of parental leave
257. employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the employee’s
skills and classification.
258. an employee returning to duty from parental leave will have the right to access part time work in
accordance with the part time provisions in this agreement.
unauthorised absences
259. where an employee is absent from duty without approval, all pay and other benefits provided under
this agreement cease to be available until the employee resumes duty, or is granted leave or
ceases employment. such absences will not count as service for any purpose. for further
information on unauthorised absences, please refer to the working hours policy.
department of education and training enterprise agreement 2016–2019
| |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1648 | parental leave | 254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less
any period of paid foster care leave or maternity and parental leave types taken in accordance with
the fw act.
255. an employee is not entitled to take paid personal or compassionate leave while they are taking
unpaid parental leave.
256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to
an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
28 |
department of education and training enterprise agreement 2016–2019
returning from any type of parental leave
257. employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the employee’s
skills and classification.
258. an employee returning to duty from parental leave will have the right to access part time work in
accordance with the part time provisions in this agreement.
unauthorised absences
259. where an employee is absent from duty without approval, all pay and other benefits provided under
this agreement cease to be available until the employee resumes duty, or is granted leave or
ceases employment. such absences will not count as service for any purpose. for further
information on unauthorised absences, please refer to the working hours policy.
department of education and training enterprise agreement 2016–2019
|
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1649 | parental leave | any period of paid foster care leave or maternity and parental leave types taken in accordance with
the fw act.
255. an employee is not entitled to take paid personal or compassionate leave while they are taking
unpaid parental leave.
256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to
an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
28 |
department of education and training enterprise agreement 2016–2019
returning from any type of parental leave
257. employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the employee’s
skills and classification.
258. an employee returning to duty from parental leave will have the right to access part time work in
accordance with the part time provisions in this agreement.
unauthorised absences
259. where an employee is absent from duty without approval, all pay and other benefits provided under
this agreement cease to be available until the employee resumes duty, or is granted leave or
ceases employment. such absences will not count as service for any purpose. for further
information on unauthorised absences, please refer to the working hours policy.
department of education and training enterprise agreement 2016–2019
|
29 |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1652 | parental leave | unpaid parental leave.
256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to
an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
28 |
department of education and training enterprise agreement 2016–2019
returning from any type of parental leave
257. employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the employee’s
skills and classification.
258. an employee returning to duty from parental leave will have the right to access part time work in
accordance with the part time provisions in this agreement.
unauthorised absences
259. where an employee is absent from duty without approval, all pay and other benefits provided under
this agreement cease to be available until the employee resumes duty, or is granted leave or
ceases employment. such absences will not count as service for any purpose. for further
information on unauthorised absences, please refer to the working hours policy.
department of education and training enterprise agreement 2016–2019
|
29
part j – management of excess employees
260. the following provisions apply to all employees covered by this agreement, excluding an employee |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1653 | parental leave | 256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to
an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
28 |
department of education and training enterprise agreement 2016–2019
returning from any type of parental leave
257. employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the employee’s
skills and classification.
258. an employee returning to duty from parental leave will have the right to access part time work in
accordance with the part time provisions in this agreement.
unauthorised absences
259. where an employee is absent from duty without approval, all pay and other benefits provided under
this agreement cease to be available until the employee resumes duty, or is granted leave or
ceases employment. such absences will not count as service for any purpose. for further
information on unauthorised absences, please refer to the working hours policy.
department of education and training enterprise agreement 2016–2019
|
29
part j – management of excess employees
260. the following provisions apply to all employees covered by this agreement, excluding an employee
serving a probationary period and a non-ongoing employee. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1654 | parental leave | an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of
unpaid leave is to commence immediately following the initial 52 week leave period.
28 |
department of education and training enterprise agreement 2016–2019
returning from any type of parental leave
257. employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the employee’s
skills and classification.
258. an employee returning to duty from parental leave will have the right to access part time work in
accordance with the part time provisions in this agreement.
unauthorised absences
259. where an employee is absent from duty without approval, all pay and other benefits provided under
this agreement cease to be available until the employee resumes duty, or is granted leave or
ceases employment. such absences will not count as service for any purpose. for further
information on unauthorised absences, please refer to the working hours policy.
department of education and training enterprise agreement 2016–2019
|
29
part j – management of excess employees
260. the following provisions apply to all employees covered by this agreement, excluding an employee
serving a probationary period and a non-ongoing employee.
261. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1661 | parental leave | returning from any type of parental leave
257. employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the employee’s
skills and classification.
258. an employee returning to duty from parental leave will have the right to access part time work in
accordance with the part time provisions in this agreement.
unauthorised absences
259. where an employee is absent from duty without approval, all pay and other benefits provided under
this agreement cease to be available until the employee resumes duty, or is granted leave or
ceases employment. such absences will not count as service for any purpose. for further
information on unauthorised absences, please refer to the working hours policy.
department of education and training enterprise agreement 2016–2019
|
29
part j – management of excess employees
260. the following provisions apply to all employees covered by this agreement, excluding an employee
serving a probationary period and a non-ongoing employee.
261. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be
taken to facilitate redeployment opportunities at level across the department and the aps for
excess or potentially excess employees.
262. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to
an employee who is excess in accordance with the paragraph below only where the secretary,
having regard to the commonwealth’s liability, decides it is appropriate.
discussion and consideration period |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1662 | parental leave | 257. employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the employee’s
skills and classification.
258. an employee returning to duty from parental leave will have the right to access part time work in
accordance with the part time provisions in this agreement.
unauthorised absences
259. where an employee is absent from duty without approval, all pay and other benefits provided under
this agreement cease to be available until the employee resumes duty, or is granted leave or
ceases employment. such absences will not count as service for any purpose. for further
information on unauthorised absences, please refer to the working hours policy.
department of education and training enterprise agreement 2016–2019
|
29
part j – management of excess employees
260. the following provisions apply to all employees covered by this agreement, excluding an employee
serving a probationary period and a non-ongoing employee.
261. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be
taken to facilitate redeployment opportunities at level across the department and the aps for
excess or potentially excess employees.
262. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to
an employee who is excess in accordance with the paragraph below only where the secretary,
having regard to the commonwealth’s liability, decides it is appropriate.
discussion and consideration period
263. where an excess employee situation is identified, the secretary will: |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1665 | parental leave | 258. an employee returning to duty from parental leave will have the right to access part time work in
accordance with the part time provisions in this agreement.
unauthorised absences
259. where an employee is absent from duty without approval, all pay and other benefits provided under
this agreement cease to be available until the employee resumes duty, or is granted leave or
ceases employment. such absences will not count as service for any purpose. for further
information on unauthorised absences, please refer to the working hours policy.
department of education and training enterprise agreement 2016–2019
|
29
part j – management of excess employees
260. the following provisions apply to all employees covered by this agreement, excluding an employee
serving a probationary period and a non-ongoing employee.
261. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be
taken to facilitate redeployment opportunities at level across the department and the aps for
excess or potentially excess employees.
262. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to
an employee who is excess in accordance with the paragraph below only where the secretary,
having regard to the commonwealth’s liability, decides it is appropriate.
discussion and consideration period
263. where an excess employee situation is identified, the secretary will:
a. advise the employee(s) directly affected of the situation, the reasons and scope and invite the
employee(s) to nominate a representative
b. discuss the voluntary redundancy and reassignment processes with affected employees |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1793 | long service leave | b. government service as defined in section 10 of the long service leave (commonwealth
employees) act 1976
c. service with a commonwealth body (other than service with a joint commonwealth-state body
corporate in which the commonwealth does not have a controlling interest) which is recognised
for long service leave purposes
d. service with the australian defence forces
e. aps service immediately preceding deemed resignation under repealed section 49 of the public
service act 1922, if the service has not previously been recognised for severance pay purposes
f. service in another organisation where an employee was transferred from that organisation with
a transfer of function; or an employee engaged by that organisation on work within a function is
appointed as a result of the transfer of that function to the aps and such service is recognised
for long service leave purposes.
283. for earlier periods of service to count, there must be no breaks between the periods of service,
except where:
a. the break in service is less than one month and occurs where an offer of employment with the
new employer was made and accepted by the employee before ceasing employment with
the preceding employer or
b. the earlier period of service was with the aps and ceased because the employee was deemed
to have resigned from the aps under the repealed section 49 of the public service act 1922.
service not to count for severance pay purposes
284. periods of service that will not count as service for redundancy pay purposes are previous periods
of service that ceased by way of:
a. termination under section 29 of the ps act or
b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office, retirement
on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of
probationary appointment for reasons of unsatisfactory service or
c. voluntary retirement at or above the minimum retiring age applicable to the employee or
d. payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1797 | long service leave | for long service leave purposes
d. service with the australian defence forces
e. aps service immediately preceding deemed resignation under repealed section 49 of the public
service act 1922, if the service has not previously been recognised for severance pay purposes
f. service in another organisation where an employee was transferred from that organisation with
a transfer of function; or an employee engaged by that organisation on work within a function is
appointed as a result of the transfer of that function to the aps and such service is recognised
for long service leave purposes.
283. for earlier periods of service to count, there must be no breaks between the periods of service,
except where:
a. the break in service is less than one month and occurs where an offer of employment with the
new employer was made and accepted by the employee before ceasing employment with
the preceding employer or
b. the earlier period of service was with the aps and ceased because the employee was deemed
to have resigned from the aps under the repealed section 49 of the public service act 1922.
service not to count for severance pay purposes
284. periods of service that will not count as service for redundancy pay purposes are previous periods
of service that ceased by way of:
a. termination under section 29 of the ps act or
b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office, retirement
on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of
probationary appointment for reasons of unsatisfactory service or
c. voluntary retirement at or above the minimum retiring age applicable to the employee or
d. payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit.
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department of education and training enterprise agreement 2016–2019
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1804 | long service leave | for long service leave purposes.
283. for earlier periods of service to count, there must be no breaks between the periods of service,
except where:
a. the break in service is less than one month and occurs where an offer of employment with the
new employer was made and accepted by the employee before ceasing employment with
the preceding employer or
b. the earlier period of service was with the aps and ceased because the employee was deemed
to have resigned from the aps under the repealed section 49 of the public service act 1922.
service not to count for severance pay purposes
284. periods of service that will not count as service for redundancy pay purposes are previous periods
of service that ceased by way of:
a. termination under section 29 of the ps act or
b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office, retirement
on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of
probationary appointment for reasons of unsatisfactory service or
c. voluntary retirement at or above the minimum retiring age applicable to the employee or
d. payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit.
32 |
department of education and training enterprise agreement 2016–2019
285. absences from duty which do not count as service for long service leave purposes will not count for
severance pay purposes.
retention period
286. should an employee not accept the formal offer of voluntary redundancy, the employee will
commence their retention period one month after the offer of voluntary redundancy. the notice
period will be concurrent with the retention period. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1827 | long service leave | 285. absences from duty which do not count as service for long service leave purposes will not count for
severance pay purposes.
retention period
286. should an employee not accept the formal offer of voluntary redundancy, the employee will
commence their retention period one month after the offer of voluntary redundancy. the notice
period will be concurrent with the retention period.
287. the purpose of the retention period is to enable excess employees to be reassigned within the aps
or to find other suitable employment. consistent with this, during the retention period:
a. the department will continue to provide and resource reasonable career transition services and
support, and take all reasonable steps to move an excess employee to a suitable vacancy, to
another agency or to pursue placements outside the aps consistent with this agreement and
b. employees will take all reasonable steps to secure permanent re-assignment or placement.
288. the retention period is:
a. 13 months where an employee has 20 or more years of continuous, current service with the
aps or is over 45 years of age
b. seven months for other employees.
289. if an employee is entitled to a redundancy payment under the nes, their retention period is
reduced by the employee’s redundancy pay entitlement under the nes on termination, calculated
as at the expiration of the retention period (as adjusted by this clause).
redeployment
290. the following provisions will apply to employees during their retention period:
a. the employee can access up to $1,200 for payment for outplacement services or training
opportunities that would be expected to enhance the employment prospects of employees.
b. excess employees of the department will be considered first and in isolation from, and not in
competition with, other applicants who are not excess for an advertised vacancy to which the
employee seeks transfer but only at or below the employee’s level. in placing excess employees,
consideration will be given to the employee’s current skills and experience or the employee’s
ability to acquire the relevant skills for the advertised vacancy in a short period of time. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 1862 | travel | employment interviews and may request assistance in meeting reasonable travel costs and
incidental expenses incurred by the employee in seeking alternative employment, where these
are not met by the prospective employer.
e. the employee may, after being given four weeks of notice, be reduced in classification as
a means of securing alternative employment. if reduction occurs after the offer of voluntary
redundancy and before the end of the retention period the employee will receive payments to
maintain the employee’s salary level for the balance of the retention period.
department of education and training enterprise agreement 2016–2019
|
33
extension of the retention period
291. retention periods will only be extended by periods of approved leave due to the employee’s illness
or injury (supported by medical evidence) taken during the retention period. the period will not be
extended on these grounds beyond an additional eight weeks.
involuntary redundancy
292. if an excess employee is unsuccessful in obtaining permanent reassignment at the end of the
retention period, the employee’s employment will be terminated under section 29 of the ps act.
an employee may be entitled to a redundancy payment under the nes.
293. where an excess employee’s employment is to be terminated the employee will be given four
weeks’ notice of termination (or five weeks for an employee over 45 years of age with at least five
years of continuous, current aps service). this period of notice will be served, as far as practicable,
concurrently with the retention period.
34 |
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 2364 | salary advancement | d. is eligible for salary advancement as set out in part d of this agreement and
e. received a performance rating of ‘meets expectations’ in the most recent performance cycle.
313. where an employee is advanced to the senior government lawyer level, an employee will only be
advanced to the first salary point in the senior government lawyer scale and must remain at that
level for at least 12 months before being eligible for further advancement within the senior
government lawyer scale.
accelerated advancement
314. subject to secretary approval, if eligible for advancement in accordance with clauses 312 and 313,
an employee on the government lawyer broadband may be advanced two pay points within the
broadband. the decision to advance an employee more than one point in the broadband will take
into account performance outcomes.
40 |
department of education and training enterprise agreement 2016–2019
attachment d – department of education and training: information
technology specialist designation and salary
table 1—information technology (it) specialist designation
classification
pay
point
on
commencement
it specialist
(executive level 1) |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3433 | salary advancement | *employees are eligible for salary advancement and will move to the next highest education and training
salary rate in attachment a on 15 july 2016, subject to meeting salary advancement requirements.
department of education and training enterprise agreement 2016–2019
|
45
prior to commencement
existing
dss ea salary point
salary
senior
103,585
lawyer
legal
senior
119,656
broadband
lawyer
principal
136,530
lawyer
on commencement
salary
translation arrangement
point
senior |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3434 | salary advancement | salary rate in attachment a on 15 july 2016, subject to meeting salary advancement requirements.
department of education and training enterprise agreement 2016–2019
|
45
prior to commencement
existing
dss ea salary point
salary
senior
103,585
lawyer
legal
senior
119,656
broadband
lawyer
principal
136,530
lawyer
on commencement
salary
translation arrangement
point
senior
rate frozen |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3477 | salary advancement | *employees are eligible for salary advancement and will move to the next highest education and training
salary rate in attachment c on 15 july 2016, subject to meeting salary advancement requirements.
46 |
department of education and training enterprise agreement 2016–2019
attachment g – shift workers
322. shift workers are those employees whose rostered ordinary hours fall outside the period
7:00 am–7:00 pm monday to friday and/or include saturdays, sundays or public holidays for
an ongoing or fixed period.
323. shift workers will receive the following rate:
rostered time of work
work performed on a shift, any part of which falls between
7:00 pm and 7:00 am.
work performed continuously for a period exceeding 4 weeks on
a shift falling wholly between 7:00 pm and 7:00 am
work performed anytime on a saturday
work performed anytime on a sunday
work performed anytime on a public holiday
rate
115% of ordinary hourly rate
130% of ordinary hourly rate
150% of ordinary hourly rate
200% of ordinary hourly rate
250% of ordinary hourly rate
rates for working saturdays, sundays or public holidays
324. penalty rates for shift work performed on a saturday, sunday or public holiday will be payable for |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3478 | salary advancement | salary rate in attachment c on 15 july 2016, subject to meeting salary advancement requirements.
46 |
department of education and training enterprise agreement 2016–2019
attachment g – shift workers
322. shift workers are those employees whose rostered ordinary hours fall outside the period
7:00 am–7:00 pm monday to friday and/or include saturdays, sundays or public holidays for
an ongoing or fixed period.
323. shift workers will receive the following rate:
rostered time of work
work performed on a shift, any part of which falls between
7:00 pm and 7:00 am.
work performed continuously for a period exceeding 4 weeks on
a shift falling wholly between 7:00 pm and 7:00 am
work performed anytime on a saturday
work performed anytime on a sunday
work performed anytime on a public holiday
rate
115% of ordinary hourly rate
130% of ordinary hourly rate
150% of ordinary hourly rate
200% of ordinary hourly rate
250% of ordinary hourly rate
rates for working saturdays, sundays or public holidays
324. penalty rates for shift work performed on a saturday, sunday or public holiday will be payable for
any time worked after midnight on those days, including where the shift commenced the day before. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3509 | overtime | overtime
325. shift workers directed to work overtime are entitled to the overtime payments calculated as follows:
for overtime worked
monday to saturday – first three hours
monday to saturday – after three hours
sunday – all day
public holidays or additional holiday – all day
overtime rate
150% of ordinary hourly rate
200% of ordinary hourly rate
200% of ordinary hourly rate
250% of ordinary hourly rate
crib time
326. where an employee working a shift pattern is required to be on standby during meal breaks, they
will be paid crib time of single time for the period they are required to be on standby.
operation of shifts
327. managers will allocate shifts equitably among employees undertaking shift work, with shift rosters
specifying the standard hours of work for each shift.
328. a shift worker can be moved from one shift team to another by agreement at any time or with
seven days’ notice. if seven days’ notice has not been given, except where this is not possible due
to the illness or unanticipated absence of another employee, overtime will apply as per the
overtime provisions of this agreement for work outside the employee’s previously rostered hours
of duty until the employee has received seven days’ notice of the shift change.
329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval
of the relevant manager provided that the arrangement does not give rise to an employee
working overtime.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3510 | overtime | 325. shift workers directed to work overtime are entitled to the overtime payments calculated as follows:
for overtime worked
monday to saturday – first three hours
monday to saturday – after three hours
sunday – all day
public holidays or additional holiday – all day
overtime rate
150% of ordinary hourly rate
200% of ordinary hourly rate
200% of ordinary hourly rate
250% of ordinary hourly rate
crib time
326. where an employee working a shift pattern is required to be on standby during meal breaks, they
will be paid crib time of single time for the period they are required to be on standby.
operation of shifts
327. managers will allocate shifts equitably among employees undertaking shift work, with shift rosters
specifying the standard hours of work for each shift.
328. a shift worker can be moved from one shift team to another by agreement at any time or with
seven days’ notice. if seven days’ notice has not been given, except where this is not possible due
to the illness or unanticipated absence of another employee, overtime will apply as per the
overtime provisions of this agreement for work outside the employee’s previously rostered hours
of duty until the employee has received seven days’ notice of the shift change.
329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval
of the relevant manager provided that the arrangement does not give rise to an employee
working overtime.
department of education and training enterprise agreement 2016–2019 |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3511 | overtime | for overtime worked
monday to saturday – first three hours
monday to saturday – after three hours
sunday – all day
public holidays or additional holiday – all day
overtime rate
150% of ordinary hourly rate
200% of ordinary hourly rate
200% of ordinary hourly rate
250% of ordinary hourly rate
crib time
326. where an employee working a shift pattern is required to be on standby during meal breaks, they
will be paid crib time of single time for the period they are required to be on standby.
operation of shifts
327. managers will allocate shifts equitably among employees undertaking shift work, with shift rosters
specifying the standard hours of work for each shift.
328. a shift worker can be moved from one shift team to another by agreement at any time or with
seven days’ notice. if seven days’ notice has not been given, except where this is not possible due
to the illness or unanticipated absence of another employee, overtime will apply as per the
overtime provisions of this agreement for work outside the employee’s previously rostered hours
of duty until the employee has received seven days’ notice of the shift change.
329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval
of the relevant manager provided that the arrangement does not give rise to an employee
working overtime.
department of education and training enterprise agreement 2016–2019
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3517 | overtime | overtime rate
150% of ordinary hourly rate
200% of ordinary hourly rate
200% of ordinary hourly rate
250% of ordinary hourly rate
crib time
326. where an employee working a shift pattern is required to be on standby during meal breaks, they
will be paid crib time of single time for the period they are required to be on standby.
operation of shifts
327. managers will allocate shifts equitably among employees undertaking shift work, with shift rosters
specifying the standard hours of work for each shift.
328. a shift worker can be moved from one shift team to another by agreement at any time or with
seven days’ notice. if seven days’ notice has not been given, except where this is not possible due
to the illness or unanticipated absence of another employee, overtime will apply as per the
overtime provisions of this agreement for work outside the employee’s previously rostered hours
of duty until the employee has received seven days’ notice of the shift change.
329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval
of the relevant manager provided that the arrangement does not give rise to an employee
working overtime.
department of education and training enterprise agreement 2016–2019
|
47
leave
330. shift workers will accrue an additional half day of paid annual leave for each sunday or public |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3532 | overtime | to the illness or unanticipated absence of another employee, overtime will apply as per the
overtime provisions of this agreement for work outside the employee’s previously rostered hours
of duty until the employee has received seven days’ notice of the shift change.
329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval
of the relevant manager provided that the arrangement does not give rise to an employee
working overtime.
department of education and training enterprise agreement 2016–2019
|
47
leave
330. shift workers will accrue an additional half day of paid annual leave for each sunday or public
holiday worked, up to a maximum of five days for each calendar year in addition to penalty rates.
331. if the employee is rostered off on a public holiday, they will if practicable, within one month of that
public holiday, be granted a day’s paid leave in lieu of that holiday. where it is impractical to grant
a day’s leave in lieu, the employee will be paid one day’s pay at ordinary time.
332. where a shift worker takes annual leave, they will be paid shift penalty payments in respect of any
duty which the shift worker would have performed had they not been on approved annual leave.
333. where a shift worker takes a period of leave other than annual leave, shift penalties are not payable
for the period of the absence.
introduction of 12 hour shifts
334. the secretary and affected employees may consider the introduction of 12 hour shifts. where this
occurs, affected employees, and where they so choose, their representatives, will be consulted,
regarding:
a. suitable roster arrangements, including meal breaks and a forward rotation of shifts
b. any trial and review processes considered appropriate. |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3533 | overtime | overtime provisions of this agreement for work outside the employee’s previously rostered hours
of duty until the employee has received seven days’ notice of the shift change.
329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval
of the relevant manager provided that the arrangement does not give rise to an employee
working overtime.
department of education and training enterprise agreement 2016–2019
|
47
leave
330. shift workers will accrue an additional half day of paid annual leave for each sunday or public
holiday worked, up to a maximum of five days for each calendar year in addition to penalty rates.
331. if the employee is rostered off on a public holiday, they will if practicable, within one month of that
public holiday, be granted a day’s paid leave in lieu of that holiday. where it is impractical to grant
a day’s leave in lieu, the employee will be paid one day’s pay at ordinary time.
332. where a shift worker takes annual leave, they will be paid shift penalty payments in respect of any
duty which the shift worker would have performed had they not been on approved annual leave.
333. where a shift worker takes a period of leave other than annual leave, shift penalties are not payable
for the period of the absence.
introduction of 12 hour shifts
334. the secretary and affected employees may consider the introduction of 12 hour shifts. where this
occurs, affected employees, and where they so choose, their representatives, will be consulted,
regarding:
a. suitable roster arrangements, including meal breaks and a forward rotation of shifts
b. any trial and review processes considered appropriate.
335. roster arrangements for 12 hour shifts will not involve more than three consecutive night shifts for |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3537 | overtime | working overtime.
department of education and training enterprise agreement 2016–2019
|
47
leave
330. shift workers will accrue an additional half day of paid annual leave for each sunday or public
holiday worked, up to a maximum of five days for each calendar year in addition to penalty rates.
331. if the employee is rostered off on a public holiday, they will if practicable, within one month of that
public holiday, be granted a day’s paid leave in lieu of that holiday. where it is impractical to grant
a day’s leave in lieu, the employee will be paid one day’s pay at ordinary time.
332. where a shift worker takes annual leave, they will be paid shift penalty payments in respect of any
duty which the shift worker would have performed had they not been on approved annual leave.
333. where a shift worker takes a period of leave other than annual leave, shift penalties are not payable
for the period of the absence.
introduction of 12 hour shifts
334. the secretary and affected employees may consider the introduction of 12 hour shifts. where this
occurs, affected employees, and where they so choose, their representatives, will be consulted,
regarding:
a. suitable roster arrangements, including meal breaks and a forward rotation of shifts
b. any trial and review processes considered appropriate.
335. roster arrangements for 12 hour shifts will not involve more than three consecutive night shifts for
any employee.
336. twelve hour shifts may be implemented with the agreement of a majority of affected employees.
337. if 12 hour shifts are introduced, any hours worked as overtime will be paid at double time.
|
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3565 | overtime | 337. if 12 hour shifts are introduced, any hours worked as overtime will be paid at double time.
48 |
department of education and training enterprise agreement 2016–2019
attachment h – remote localities assistance
338. remote localities assistance (rla) is to recognise the climatic condition and lack of access to
services in remote localities due to the geographical location.
339. four categories have been determined for payment of rla, depending on the level of remoteness.
the amounts payable for the categories are:
category 1
category 2
category 3
category 4
with dependents
$5,974
$11,950
$16,729
$20,911
without dependents |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3723 | bandwidth | bandwidth
casual employee
discussion and consideration
period
delegate
department
dependant
employee
excess employee
extended absence due to illness
or injury
family
manager
partner
purchased leave
senior executive service (ses)
secretary
settlement period
shift worker
standard day
52 |
a department as defined in the public service act 1999
the department of education and training enterprise agreement 2016–2019 |
| department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt | 3755 | travel | holiday or where different start time is approved for travel purposes
an employee who works on an irregular or intermittent basis
a period of two months commencing from the date the secretary makes an employee
a formal offer of voluntary redundancy
a person to whom the secretary of the department of education and training has
delegated a power or function under this agreement
the department of education and training
the spouse of the employee; and/or a child or parent of the employee, or of the
spouse of the employee, being a child or parent who ordinarily resides with the
employee and who is wholly or substantially dependent upon the employee
an employee, other than a casual employee, of the department of education and
training, whether ongoing, non-ongoing, full time or part time within the meaning of
the public service act 1999
an employee will be considered an excess employee where:
a. the employee is part of a class of employees that is larger in size than is
necessary for the efficient and economical working of the department or
b. the services of an employee cannot be effectively used because of
technological or other changes in the work methods of the department, or
structural or other changes in the nature, extent or organisation of functions of
the department or
c. the duties usually performed by the employee are to be performed in a
different locality, the employee is not willing to perform the duties at the other
locality and the secretary has determined that these provisions will apply to
that employee.
an absence of at least four continuous weeks or a combined total absence of four
weeks within a 13 week period because of illness or injury
a person who is related by blood, marriage (including a former spouse), adoption,
fostering or traditional kinship; a de facto partner (including a former de facto
partner); a person who has a strong affinity with the employee; or a parent, child,
grandparent, grandchild or sibling of the employee‘s spouse or de facto partner |
| department of home-affairs-workplace-determination-2019.txt | 61 | salary advancement | salary advancement
salary on reduction
supported salary rates
superannuation
recovery of overpayments
salary packaging
individual flexibility arrangements
death of an employee
10
10
10
11
11
11
12
12
13
13
14
part 3.
15
working hours and arrangements
types of employment
full-time employees
part-time employees |
| department of home-affairs-workplace-determination-2019.txt | 66 | salary packaging | salary packaging
individual flexibility arrangements
death of an employee
10
10
10
11
11
11
12
12
13
13
14
part 3.
15
working hours and arrangements
types of employment
full-time employees
part-time employees
casual employees
hours of duty
part-time employees and leave balances
unauthorised absence
flexible working arrangements |
| department of home-affairs-workplace-determination-2019.txt | 97 | bandwidth | flex-time bandwidth
settlement period
maximum credit
maximum debit
flex-time at cessation of employment
withdrawal of flex-time
time off for executive level employees
requests for flexible working arrangements under the fair work act
home-based work
public holidays and additional holidays
additional holiday
payment for public holidays
local arrangements
15
15
15
15
15
16
16
16
16
17
17
17
17
17
17
18 |
| department of home-affairs-workplace-determination-2019.txt | 137 | overtime | reasonable additional hours and overtime
entitlement to payment for overtime
overtime payment rate
minimum payment for non-continuous overtime
emergency duty
overtime meal allowance
rest relief
shift work arrangements
penalty rates
shift hours
consultation and notice
application of notice for code of conduct or disciplinary matters
exchange of shifts
20
20
21
22
22
22
22
23
23
24
24
24
24
part 4.
|
| department of home-affairs-workplace-determination-2019.txt | 138 | overtime | entitlement to payment for overtime
overtime payment rate
minimum payment for non-continuous overtime
emergency duty
overtime meal allowance
rest relief
shift work arrangements
penalty rates
shift hours
consultation and notice
application of notice for code of conduct or disciplinary matters
exchange of shifts
20
20
21
22
22
22
22
23
23
24
24
24
24
part 4.
25 |
| department of home-affairs-workplace-determination-2019.txt | 139 | overtime | overtime payment rate
minimum payment for non-continuous overtime
emergency duty
overtime meal allowance
rest relief
shift work arrangements
penalty rates
shift hours
consultation and notice
application of notice for code of conduct or disciplinary matters
exchange of shifts
20
20
21
22
22
22
22
23
23
24
24
24
24
part 4.
25
|
| department of home-affairs-workplace-determination-2019.txt | 140 | overtime | minimum payment for non-continuous overtime
emergency duty
overtime meal allowance
rest relief
shift work arrangements
penalty rates
shift hours
consultation and notice
application of notice for code of conduct or disciplinary matters
exchange of shifts
20
20
21
22
22
22
22
23
23
24
24
24
24
part 4.
25
leave |
| department of home-affairs-workplace-determination-2019.txt | 142 | overtime | overtime meal allowance
rest relief
shift work arrangements
penalty rates
shift hours
consultation and notice
application of notice for code of conduct or disciplinary matters
exchange of shifts
20
20
21
22
22
22
22
23
23
24
24
24
24
part 4.
25
leave
general provisions |
| department of home-affairs-workplace-determination-2019.txt | 191 | long service leave | long service leave
miscellaneous leave
naidoc leave
adoption/foster leave
paid entitlement
unpaid entitlement
maternity leave
maternity leave act entitlement
25
25
25
25
25
25
26
26
26
26
26
27
27
27
27
27
28
28
28
28
29 |
| department of home-affairs-workplace-determination-2019.txt | 197 | maternity leave | maternity leave
maternity leave act entitlement
25
25
25
25
25
25
26
26
26
26
26
27
27
27
27
27
28
28
28
28
29
29
29
29
30
30
30 |
| department of home-affairs-workplace-determination-2019.txt | 198 | maternity leave | maternity leave act entitlement
25
25
25
25
25
25
26
26
26
26
26
27
27
27
27
27
28
28
28
28
29
29
29
29
30
30
30
30 |
| department of home-affairs-workplace-determination-2019.txt | 256 | study leave | study leave and financial assistance
war service sick leave
christmas/new year period
30
31
31
31
32
32
32
32
32
33
33
33
33
33
34
34
34
34
35
35
35
36
36
36
36
37 |
| department of home-affairs-workplace-determination-2019.txt | 402 | travel | travel and location based conditions and allowances
travel during working hours
remote localities
determination of localities
district allowance
additional leave
remote locality leave fares
transitional arrangements
domestic travel arrangements
domestic travel expenses
part day travel allowance
camping allowance
62
62
62
63
63
63
64
64
64
64
65
5
ag501682 pr704682
|
| department of home-affairs-workplace-determination-2019.txt | 404 | travel | travel during working hours
remote localities
determination of localities
district allowance
additional leave
remote locality leave fares
transitional arrangements
domestic travel arrangements
domestic travel expenses
part day travel allowance
camping allowance
62
62
62
63
63
63
64
64
64
64
65
5
ag501682 pr704682
6
|
| department of home-affairs-workplace-determination-2019.txt | 411 | travel | domestic travel arrangements
domestic travel expenses
part day travel allowance
camping allowance
62
62
62
63
63
63
64
64
64
64
65
5
ag501682 pr704682
6
marine accommodation allowance
motor vehicle allowance
rest periods
domestic relocation expenses
temporary relocations
overseas conditions of service
|
| department of home-affairs-workplace-determination-2019.txt | 412 | travel | domestic travel expenses
part day travel allowance
camping allowance
62
62
62
63
63
63
64
64
64
64
65
5
ag501682 pr704682
6
marine accommodation allowance
motor vehicle allowance
rest periods
domestic relocation expenses
temporary relocations
overseas conditions of service
65 |
| department of home-affairs-workplace-determination-2019.txt | 413 | travel | part day travel allowance
camping allowance
62
62
62
63
63
63
64
64
64
64
65
5
ag501682 pr704682
6
marine accommodation allowance
motor vehicle allowance
rest periods
domestic relocation expenses
temporary relocations
overseas conditions of service
65
65 |
| department of home-affairs-workplace-determination-2019.txt | 413 | travel allowance | part day travel allowance
camping allowance
62
62
62
63
63
63
64
64
64
64
65
5
ag501682 pr704682
6
marine accommodation allowance
motor vehicle allowance
rest periods
domestic relocation expenses
temporary relocations
overseas conditions of service
65
65 |
| department of home-affairs-workplace-determination-2019.txt | 464 | overtime | overtime on rostered days off outside marine unit operations
domiciling
sea-going commuted allowance
rate of sea-going commuted allowance payable
pro rata payments
temporary sea-going marine employees
marine training
management-initiated training
employee-initiated training
marine unit engineer and deck officer cadet program
marine accommodation allowance
operational safety trainer allowance
southern ocean operations allowance
67
67
67
68
69
69
69
70
70
70
71
71
71
71
72
72 |
| department of home-affairs-workplace-determination-2019.txt | 722 | salary advancement | salary advancement
2.10
employees will be eligible for annual salary advancement, within the pay range
applicable to their substantive classification, if the employee:
(a)
has performed duties in the department at or above their substantive
classification for a total of at least 6 months in the previous 12 months; and
(b)
in respect of that performance has received a rating of ‘met expectations’ or
above through participation in the department’s performance assessment
process; and
(c)
is not a casual employee or employed in a training classification.
2.11
for all employees other than legal officers, public affairs officers and medical
officers, advancement under clause 2.10 will be by an amount equal to 3 per cent of
the employee’s substantive base salary. where advancement under this clause would
result in the employee’s base salary exceeding the maximum salary applying to the
employee’s current substantive classification level as set out in the general salary
table in attachment b, the employee’s salary will be adjusted up to the maximum
of the salary range, but no higher.
|
| department of home-affairs-workplace-determination-2019.txt | 725 | salary advancement | employees will be eligible for annual salary advancement, within the pay range
applicable to their substantive classification, if the employee:
(a)
has performed duties in the department at or above their substantive
classification for a total of at least 6 months in the previous 12 months; and
(b)
in respect of that performance has received a rating of ‘met expectations’ or
above through participation in the department’s performance assessment
process; and
(c)
is not a casual employee or employed in a training classification.
2.11
for all employees other than legal officers, public affairs officers and medical
officers, advancement under clause 2.10 will be by an amount equal to 3 per cent of
the employee’s substantive base salary. where advancement under this clause would
result in the employee’s base salary exceeding the maximum salary applying to the
employee’s current substantive classification level as set out in the general salary
table in attachment b, the employee’s salary will be adjusted up to the maximum
of the salary range, but no higher.
2.12
for legal officers, public affairs officers and medical officers, salary |
| department of home-affairs-workplace-determination-2019.txt | 760 | salary advancement | eligible employees will receive their annual salary advancement on the first pay
cycle after 1 october each year provided that no less than 12 months has elapsed
since the last performance based salary advancement under this or a previous
instrument.
2.14
in recognition of the change made in this determination to the date on which eligible
employees will receive their annual salary advancement from 1 july to 1 october
under the terms of this determination, those employees who are eligible for salary
advancement on 1 october 2019 will receive a one-off taxable payment of $600.
salary on reduction
2.15
where an employee agrees in writing to be reduced in classification, the secretary
will determine a salary for the employee at a rate applicable to the lower
classification level.
2.16
where in accordance with section 23(4) of the public service act 1999 an employee
is reduced in classification without their consent, the secretary will determine a
salary for the employee at a rate applicable to the lower classification level.
supported salary rates
2.17
supported wage rates as set out in schedule c of the australian public service
enterprise award 2015 (as amended from time to time) will apply to an employee |
| department of home-affairs-workplace-determination-2019.txt | 762 | salary advancement | since the last performance based salary advancement under this or a previous
instrument.
2.14
in recognition of the change made in this determination to the date on which eligible
employees will receive their annual salary advancement from 1 july to 1 october
under the terms of this determination, those employees who are eligible for salary
advancement on 1 october 2019 will receive a one-off taxable payment of $600.
salary on reduction
2.15
where an employee agrees in writing to be reduced in classification, the secretary
will determine a salary for the employee at a rate applicable to the lower
classification level.
2.16
where in accordance with section 23(4) of the public service act 1999 an employee
is reduced in classification without their consent, the secretary will determine a
salary for the employee at a rate applicable to the lower classification level.
supported salary rates
2.17
supported wage rates as set out in schedule c of the australian public service
enterprise award 2015 (as amended from time to time) will apply to an employee
with a disability who is eligible for consideration under the supported wage
system. |
| department of home-affairs-workplace-determination-2019.txt | 768 | salary advancement | employees will receive their annual salary advancement from 1 july to 1 october
under the terms of this determination, those employees who are eligible for salary
advancement on 1 october 2019 will receive a one-off taxable payment of $600.
salary on reduction
2.15
where an employee agrees in writing to be reduced in classification, the secretary
will determine a salary for the employee at a rate applicable to the lower
classification level.
2.16
where in accordance with section 23(4) of the public service act 1999 an employee
is reduced in classification without their consent, the secretary will determine a
salary for the employee at a rate applicable to the lower classification level.
supported salary rates
2.17
supported wage rates as set out in schedule c of the australian public service
enterprise award 2015 (as amended from time to time) will apply to an employee
with a disability who is eligible for consideration under the supported wage
system.
11
ag501682 pr704682
superannuation |
| department of home-affairs-workplace-determination-2019.txt | 836 | travel | limited to salary, entitlements, allowances, travel payment and/or other amount
payable under this determination).
2.23
where the secretary considers that an overpayment has occurred, the secretary will
provide the employee with notice in writing. the notice will provide details of the
overpayment.
2.24
where an employee seeks to dispute the amount of the overpayment, they will
advise the secretary in writing within 28 calendar days of receiving the notice. in
this event, no further action will be taken until the employee’s response has been
reviewed.
2.25
if verified, the overpayment will be treated as a debt to the commonwealth that
must be repaid to the department in full by the employee.
2.26
the secretary and the employee will discuss a suitable recovery arrangement. a
recovery arrangement will take into account the nature and amount of the debt, the
employee’s financial circumstances and any potential hardship to the employee.
2.27
any overpayment outstanding on cessation of employment with the department will |
| department of home-affairs-workplace-determination-2019.txt | 891 | salary packaging | salary packaging
2.29
the secretary will provide employees with the option to salary package certain
benefits.
individual flexibility arrangements
2.30
the secretary and an employee covered by this determination may agree to make
an individual flexibility arrangement to vary the effect of terms of the determination
if:
(a)
the arrangement deals with one or more of the following matters:
(i)
arrangements about when work is performed,
(ii)
overtime rates,
(iii) penalty rates,
2.31
2.32
(iv) |
| department of home-affairs-workplace-determination-2019.txt | 912 | overtime | overtime rates,
(iii) penalty rates,
2.31
2.32
(iv)
allowances,
(v)
leave loading; and
(b)
the arrangement meets the genuine needs of the department and employee in
relation to one or more of the matters mentioned in paragraph (a); and
(c)
the arrangement is genuinely agreed to by the secretary and employee.
the secretary must ensure that the terms of the individual flexibility arrangement:
(a)
are about permitted matters under section 172 of the fair work act 2009;
|
| department of home-affairs-workplace-determination-2019.txt | 1066 | long service leave | casual employees will accrue long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
hours of duty
3.9
3.10
the standard hours of duty are:
(a)
08:30 hrs to 12:30 hrs and 13:30 hrs to 17:00 hrs, monday to friday, or
(b)
08:00 hrs to 12:00 hrs and 13:00 hrs to 16:30 hrs, monday to friday in the
northern territory.
the secretary may determine alternative standard hours of duty for an employee or
group of employees to meet the operational requirements of the department. where
the secretary is proposing to determine alternative standard hours of duty for an
employee or group of employees the secretary will consult with relevant employees
and their representatives, if any, in accordance with part 7 of this determination.
15
ag501682 pr704682
3.11
employees may be required to work reasonable additional hours (including |
| department of home-affairs-workplace-determination-2019.txt | 1096 | overtime | overtime).
3.12
employees will record their times of attendance in a manner determined by the
secretary.
3.13
employees will not be required to work more than 5 consecutive hours without an
unpaid meal break of at least 30 minutes, unless in exceptional circumstances.
part-time employees and leave balances
3.14
for a two month period from the commencement of this determination, employees
who immediately prior to the commencement of this determination worked a part
time arrangement based on a standard working week of 36 hours and 45 minutes will
have an opportunity to elect in writing to increase their working hours by at least
2.04 per cent. where such an election is made, all accrued leave balances (other than
long service leave) will be grossed up by 2.04 per cent.
unauthorised absence
3.15
where an employee is absent from the workplace without the approval of the
secretary, all pay and entitlements provided for under this determination cease to
apply until the employee resumes duty or is granted leave.
flexible working arrangements |
| department of home-affairs-workplace-determination-2019.txt | 1116 | long service leave | long service leave) will be grossed up by 2.04 per cent.
unauthorised absence
3.15
where an employee is absent from the workplace without the approval of the
secretary, all pay and entitlements provided for under this determination cease to
apply until the employee resumes duty or is granted leave.
flexible working arrangements
flex-time
16
3.16
flex-time is a system of flexible working hours which enables employees and the
secretary to vary working hours, patterns and arrangements to provide maximum
organisational flexibility that benefits employees and the department.
3.17
unless otherwise determined by the secretary, flex-time is available to all aps level
1-6 employees, other than casual employees, those working shift work, those
employed at overseas posts or those required to work standard hours.
3.18
flex-time arrangements are subject to approval by the secretary. approval is
conditional on operational requirements being met and an efficient service |
| department of home-affairs-workplace-determination-2019.txt | 1164 | bandwidth | flex-time bandwidth
3.21
flex-time is worked within a bandwidth of 07:00 hrs to 19:00 hrs, monday to friday
except for in the northern territory where flex-time is worked within the bandwidth
of 06:30 hrs to 18:30 hrs, monday to friday.
settlement period
3.22
the ordinary working days over which calculations are made to determine flex credit
or flex debit (the ‘settlement period’) will be 4 weeks.
maximum credit
3.23
at the end of a settlement period, the maximum flex credit carried over is the
equivalent of the standard weekly working hours for the employee, or the average
weekly hours for part-time employees.
3.24
if there are operational pressures, the secretary may approve a higher flex credit
carry over on a temporary basis.
maximum debit
3.25
at the end of a settlement period, the maximum flex debit is 10 hours, or 5 hours
where an employee works less than 25 hours per week. |
| department of home-affairs-workplace-determination-2019.txt | 1167 | bandwidth | flex-time is worked within a bandwidth of 07:00 hrs to 19:00 hrs, monday to friday
except for in the northern territory where flex-time is worked within the bandwidth
of 06:30 hrs to 18:30 hrs, monday to friday.
settlement period
3.22
the ordinary working days over which calculations are made to determine flex credit
or flex debit (the ‘settlement period’) will be 4 weeks.
maximum credit
3.23
at the end of a settlement period, the maximum flex credit carried over is the
equivalent of the standard weekly working hours for the employee, or the average
weekly hours for part-time employees.
3.24
if there are operational pressures, the secretary may approve a higher flex credit
carry over on a temporary basis.
maximum debit
3.25
at the end of a settlement period, the maximum flex debit is 10 hours, or 5 hours
where an employee works less than 25 hours per week.
3.26
|
| department of home-affairs-workplace-determination-2019.txt | 1168 | bandwidth | except for in the northern territory where flex-time is worked within the bandwidth
of 06:30 hrs to 18:30 hrs, monday to friday.
settlement period
3.22
the ordinary working days over which calculations are made to determine flex credit
or flex debit (the ‘settlement period’) will be 4 weeks.
maximum credit
3.23
at the end of a settlement period, the maximum flex credit carried over is the
equivalent of the standard weekly working hours for the employee, or the average
weekly hours for part-time employees.
3.24
if there are operational pressures, the secretary may approve a higher flex credit
carry over on a temporary basis.
maximum debit
3.25
at the end of a settlement period, the maximum flex debit is 10 hours, or 5 hours
where an employee works less than 25 hours per week.
3.26
where an employee has a flex debit that exceeds the maximum allowable at clause |
| department of home-affairs-workplace-determination-2019.txt | 1400 | overtime | reasonable additional hours and overtime
3.45
the secretary may direct an employee to work reasonable additional hours to meet
operational requirements. an employee may refuse to work additional hours only if
those additional hours are unreasonable. section 62(3) of the fair work act 2009
sets out the factors which must be taken into account in determining whether
additional hours are reasonable or unreasonable.
3.46
overtime is worked only with the prior approval of the secretary.
entitlement to payment for overtime
3.47
employees in aps level 1-6 and training classifications will be entitled to payment
for overtime as follows:
category of employee
full-time employees whether
working flex-time
arrangements or standard
hours (other than casual
employees)
when entitled to payment for overtime
for work approved by the secretary to be performed:
(a) in excess of 7 hours and 30 minutes worked on any day
between monday to friday inclusive; or |
| department of home-affairs-workplace-determination-2019.txt | 1411 | overtime | overtime is worked only with the prior approval of the secretary.
entitlement to payment for overtime
3.47
employees in aps level 1-6 and training classifications will be entitled to payment
for overtime as follows:
category of employee
full-time employees whether
working flex-time
arrangements or standard
hours (other than casual
employees)
when entitled to payment for overtime
for work approved by the secretary to be performed:
(a) in excess of 7 hours and 30 minutes worked on any day
between monday to friday inclusive; or
(b) outside 07:00 hrs to 19:00 hrs, monday to friday
inclusive (or 06:30 hrs to 18:30 hrs for employees
based in the northern territory); or
(c) on a public holiday.
part-time employees (other
than casual employees)
for work approved by the secretary to be performed:
(a) beyond the employee’s agreed regular hours for a day;
or |
| department of home-affairs-workplace-determination-2019.txt | 1413 | overtime | entitlement to payment for overtime
3.47
employees in aps level 1-6 and training classifications will be entitled to payment
for overtime as follows:
category of employee
full-time employees whether
working flex-time
arrangements or standard
hours (other than casual
employees)
when entitled to payment for overtime
for work approved by the secretary to be performed:
(a) in excess of 7 hours and 30 minutes worked on any day
between monday to friday inclusive; or
(b) outside 07:00 hrs to 19:00 hrs, monday to friday
inclusive (or 06:30 hrs to 18:30 hrs for employees
based in the northern territory); or
(c) on a public holiday.
part-time employees (other
than casual employees)
for work approved by the secretary to be performed:
(a) beyond the employee’s agreed regular hours for a day;
or
(b) outside 07:00 hrs to 19:00 hrs, monday to friday
inclusive (or 06:30 hrs to 18:30 hrs for employees based |
| department of home-affairs-workplace-determination-2019.txt | 1417 | overtime | for overtime as follows:
category of employee
full-time employees whether
working flex-time
arrangements or standard
hours (other than casual
employees)
when entitled to payment for overtime
for work approved by the secretary to be performed:
(a) in excess of 7 hours and 30 minutes worked on any day
between monday to friday inclusive; or
(b) outside 07:00 hrs to 19:00 hrs, monday to friday
inclusive (or 06:30 hrs to 18:30 hrs for employees
based in the northern territory); or
(c) on a public holiday.
part-time employees (other
than casual employees)
for work approved by the secretary to be performed:
(a) beyond the employee’s agreed regular hours for a day;
or
(b) outside 07:00 hrs to 19:00 hrs, monday to friday
inclusive (or 06:30 hrs to 18:30 hrs for employees based
in the northern territory); or
(c) on a public holiday.
employees on shift |
| department of home-affairs-workplace-determination-2019.txt | 1426 | overtime | when entitled to payment for overtime
for work approved by the secretary to be performed:
(a) in excess of 7 hours and 30 minutes worked on any day
between monday to friday inclusive; or
(b) outside 07:00 hrs to 19:00 hrs, monday to friday
inclusive (or 06:30 hrs to 18:30 hrs for employees
based in the northern territory); or
(c) on a public holiday.
part-time employees (other
than casual employees)
for work approved by the secretary to be performed:
(a) beyond the employee’s agreed regular hours for a day;
or
(b) outside 07:00 hrs to 19:00 hrs, monday to friday
inclusive (or 06:30 hrs to 18:30 hrs for employees based
in the northern territory); or
(c) on a public holiday.
employees on shift
arrangements (other than
casual employees)
for work approved by the secretary to be performed:
(a) on any day outside the normal rostered ordinary hours
of work on that day; or
(b) in excess of the weekly hours of ordinary duty, or an
average of the standard weekly hours of duty over a
cycle of shifts. |
| department of home-affairs-workplace-determination-2019.txt | 1464 | overtime | when entitled to payment for overtime
for work approved by the secretary to be performed in
excess of 37.5 hours in a week.*
*casual loading is not paid for overtime.
overtime payment rate
3.48
employees receive overtime at the following rates:
day
monday to saturday
overtime payment rate
150 per cent (time and one half) for the first 3 hours
200 per cent (double time) for hours greater than 3 hours
for shift workers performing overtime duty on a saturday,
the rate of payment is 200 per cent (double time) from the
commencement of overtime
sunday
200 per cent (double time)
public holidays
250 per cent (double time and one half)*
* double time and one half on public holidays comprises
the single time payment payable whether or not the
employee works overtime, plus an additional time and |
| department of home-affairs-workplace-determination-2019.txt | 1467 | overtime | *casual loading is not paid for overtime.
overtime payment rate
3.48
employees receive overtime at the following rates:
day
monday to saturday
overtime payment rate
150 per cent (time and one half) for the first 3 hours
200 per cent (double time) for hours greater than 3 hours
for shift workers performing overtime duty on a saturday,
the rate of payment is 200 per cent (double time) from the
commencement of overtime
sunday
200 per cent (double time)
public holidays
250 per cent (double time and one half)*
* double time and one half on public holidays comprises
the single time payment payable whether or not the
employee works overtime, plus an additional time and
one half payment.
3.49 |
| department of home-affairs-workplace-determination-2019.txt | 1469 | overtime | overtime payment rate
3.48
employees receive overtime at the following rates:
day
monday to saturday
overtime payment rate
150 per cent (time and one half) for the first 3 hours
200 per cent (double time) for hours greater than 3 hours
for shift workers performing overtime duty on a saturday,
the rate of payment is 200 per cent (double time) from the
commencement of overtime
sunday
200 per cent (double time)
public holidays
250 per cent (double time and one half)*
* double time and one half on public holidays comprises
the single time payment payable whether or not the
employee works overtime, plus an additional time and
one half payment.
3.49
for the purpose of calculating overtime, salary will include any applicable higher |
| department of home-affairs-workplace-determination-2019.txt | 1472 | overtime | employees receive overtime at the following rates:
day
monday to saturday
overtime payment rate
150 per cent (time and one half) for the first 3 hours
200 per cent (double time) for hours greater than 3 hours
for shift workers performing overtime duty on a saturday,
the rate of payment is 200 per cent (double time) from the
commencement of overtime
sunday
200 per cent (double time)
public holidays
250 per cent (double time and one half)*
* double time and one half on public holidays comprises
the single time payment payable whether or not the
employee works overtime, plus an additional time and
one half payment.
3.49
for the purpose of calculating overtime, salary will include any applicable higher
duties allowance and no other allowances.
3.50 |
| department of home-affairs-workplace-determination-2019.txt | 1477 | overtime | overtime payment rate
150 per cent (time and one half) for the first 3 hours
200 per cent (double time) for hours greater than 3 hours
for shift workers performing overtime duty on a saturday,
the rate of payment is 200 per cent (double time) from the
commencement of overtime
sunday
200 per cent (double time)
public holidays
250 per cent (double time and one half)*
* double time and one half on public holidays comprises
the single time payment payable whether or not the
employee works overtime, plus an additional time and
one half payment.
3.49
for the purpose of calculating overtime, salary will include any applicable higher
duties allowance and no other allowances.
3.50
subject to operational requirements, where requested by an employee, time off in
lieu of payment for overtime may be granted at the applicable overtime rate. where
an employee is unable to take time off in lieu of payment for overtime within a
period of three months of the overtime having been worked, the employee may |
| department of home-affairs-workplace-determination-2019.txt | 1480 | overtime | for shift workers performing overtime duty on a saturday,
the rate of payment is 200 per cent (double time) from the
commencement of overtime
sunday
200 per cent (double time)
public holidays
250 per cent (double time and one half)*
* double time and one half on public holidays comprises
the single time payment payable whether or not the
employee works overtime, plus an additional time and
one half payment.
3.49
for the purpose of calculating overtime, salary will include any applicable higher
duties allowance and no other allowances.
3.50
subject to operational requirements, where requested by an employee, time off in
lieu of payment for overtime may be granted at the applicable overtime rate. where
an employee is unable to take time off in lieu of payment for overtime within a
period of three months of the overtime having been worked, the employee may
request to be paid for the overtime. where this occurs, the payment will be made in
the next pay period at the rate the employee would have been paid when the
overtime was worked. |
| department of home-affairs-workplace-determination-2019.txt | 1482 | overtime | commencement of overtime
sunday
200 per cent (double time)
public holidays
250 per cent (double time and one half)*
* double time and one half on public holidays comprises
the single time payment payable whether or not the
employee works overtime, plus an additional time and
one half payment.
3.49
for the purpose of calculating overtime, salary will include any applicable higher
duties allowance and no other allowances.
3.50
subject to operational requirements, where requested by an employee, time off in
lieu of payment for overtime may be granted at the applicable overtime rate. where
an employee is unable to take time off in lieu of payment for overtime within a
period of three months of the overtime having been worked, the employee may
request to be paid for the overtime. where this occurs, the payment will be made in
the next pay period at the rate the employee would have been paid when the
overtime was worked.
3.51 |
| department of home-affairs-workplace-determination-2019.txt | 1493 | overtime | employee works overtime, plus an additional time and
one half payment.
3.49
for the purpose of calculating overtime, salary will include any applicable higher
duties allowance and no other allowances.
3.50
subject to operational requirements, where requested by an employee, time off in
lieu of payment for overtime may be granted at the applicable overtime rate. where
an employee is unable to take time off in lieu of payment for overtime within a
period of three months of the overtime having been worked, the employee may
request to be paid for the overtime. where this occurs, the payment will be made in
the next pay period at the rate the employee would have been paid when the
overtime was worked.
3.51
any accrued but not taken time off in lieu of payment for overtime will be paid out
on termination at the rate the employee would have been paid when the overtime
was worked.
21
ag501682 pr704682
minimum payment for non-continuous overtime
3.52 |
| department of home-affairs-workplace-determination-2019.txt | 1498 | overtime | for the purpose of calculating overtime, salary will include any applicable higher
duties allowance and no other allowances.
3.50
subject to operational requirements, where requested by an employee, time off in
lieu of payment for overtime may be granted at the applicable overtime rate. where
an employee is unable to take time off in lieu of payment for overtime within a
period of three months of the overtime having been worked, the employee may
request to be paid for the overtime. where this occurs, the payment will be made in
the next pay period at the rate the employee would have been paid when the
overtime was worked.
3.51
any accrued but not taken time off in lieu of payment for overtime will be paid out
on termination at the rate the employee would have been paid when the overtime
was worked.
21
ag501682 pr704682
minimum payment for non-continuous overtime
3.52
where an employee is required to separately attend work for the purposes of
undertaking overtime (that is where the overtime is not contiguous with ordinary
duty, including any meal period immediately following ordinary duty), the employee
will receive a minimum payment of 3 hours overtime. |
| department of home-affairs-workplace-determination-2019.txt | 1504 | overtime | lieu of payment for overtime may be granted at the applicable overtime rate. where
an employee is unable to take time off in lieu of payment for overtime within a
period of three months of the overtime having been worked, the employee may
request to be paid for the overtime. where this occurs, the payment will be made in
the next pay period at the rate the employee would have been paid when the
overtime was worked.
3.51
any accrued but not taken time off in lieu of payment for overtime will be paid out
on termination at the rate the employee would have been paid when the overtime
was worked.
21
ag501682 pr704682
minimum payment for non-continuous overtime
3.52
where an employee is required to separately attend work for the purposes of
undertaking overtime (that is where the overtime is not contiguous with ordinary
duty, including any meal period immediately following ordinary duty), the employee
will receive a minimum payment of 3 hours overtime.
3.53
where more than one attendance for the purposes of undertaking overtime is
involved, then for the purposes of calculating the minimum payment, employees will
receive the lesser of: |
| department of home-affairs-workplace-determination-2019.txt | 1505 | overtime | an employee is unable to take time off in lieu of payment for overtime within a
period of three months of the overtime having been worked, the employee may
request to be paid for the overtime. where this occurs, the payment will be made in
the next pay period at the rate the employee would have been paid when the
overtime was worked.
3.51
any accrued but not taken time off in lieu of payment for overtime will be paid out
on termination at the rate the employee would have been paid when the overtime
was worked.
21
ag501682 pr704682
minimum payment for non-continuous overtime
3.52
where an employee is required to separately attend work for the purposes of
undertaking overtime (that is where the overtime is not contiguous with ordinary
duty, including any meal period immediately following ordinary duty), the employee
will receive a minimum payment of 3 hours overtime.
3.53
where more than one attendance for the purposes of undertaking overtime is
involved, then for the purposes of calculating the minimum payment, employees will
receive the lesser of:
(a) |
| department of home-affairs-workplace-determination-2019.txt | 1506 | overtime | period of three months of the overtime having been worked, the employee may
request to be paid for the overtime. where this occurs, the payment will be made in
the next pay period at the rate the employee would have been paid when the
overtime was worked.
3.51
any accrued but not taken time off in lieu of payment for overtime will be paid out
on termination at the rate the employee would have been paid when the overtime
was worked.
21
ag501682 pr704682
minimum payment for non-continuous overtime
3.52
where an employee is required to separately attend work for the purposes of
undertaking overtime (that is where the overtime is not contiguous with ordinary
duty, including any meal period immediately following ordinary duty), the employee
will receive a minimum payment of 3 hours overtime.
3.53
where more than one attendance for the purposes of undertaking overtime is
involved, then for the purposes of calculating the minimum payment, employees will
receive the lesser of:
(a)
|
| department of home-affairs-workplace-determination-2019.txt | 1507 | overtime | request to be paid for the overtime. where this occurs, the payment will be made in
the next pay period at the rate the employee would have been paid when the
overtime was worked.
3.51
any accrued but not taken time off in lieu of payment for overtime will be paid out
on termination at the rate the employee would have been paid when the overtime
was worked.
21
ag501682 pr704682
minimum payment for non-continuous overtime
3.52
where an employee is required to separately attend work for the purposes of
undertaking overtime (that is where the overtime is not contiguous with ordinary
duty, including any meal period immediately following ordinary duty), the employee
will receive a minimum payment of 3 hours overtime.
3.53
where more than one attendance for the purposes of undertaking overtime is
involved, then for the purposes of calculating the minimum payment, employees will
receive the lesser of:
(a)
the minimum payment of 3 hours overtime for each attendance; or |
| department of home-affairs-workplace-determination-2019.txt | 1509 | overtime | overtime was worked.
3.51
any accrued but not taken time off in lieu of payment for overtime will be paid out
on termination at the rate the employee would have been paid when the overtime
was worked.
21
ag501682 pr704682
minimum payment for non-continuous overtime
3.52
where an employee is required to separately attend work for the purposes of
undertaking overtime (that is where the overtime is not contiguous with ordinary
duty, including any meal period immediately following ordinary duty), the employee
will receive a minimum payment of 3 hours overtime.
3.53
where more than one attendance for the purposes of undertaking overtime is
involved, then for the purposes of calculating the minimum payment, employees will
receive the lesser of:
(a)
the minimum payment of 3 hours overtime for each attendance; or
(b) |
| department of home-affairs-workplace-determination-2019.txt | 1513 | overtime | any accrued but not taken time off in lieu of payment for overtime will be paid out
on termination at the rate the employee would have been paid when the overtime
was worked.
21
ag501682 pr704682
minimum payment for non-continuous overtime
3.52
where an employee is required to separately attend work for the purposes of
undertaking overtime (that is where the overtime is not contiguous with ordinary
duty, including any meal period immediately following ordinary duty), the employee
will receive a minimum payment of 3 hours overtime.
3.53
where more than one attendance for the purposes of undertaking overtime is
involved, then for the purposes of calculating the minimum payment, employees will
receive the lesser of:
(a)
the minimum payment of 3 hours overtime for each attendance; or
(b)
payment as if overtime was contiguous from the commencement of the first
attendance to the cessation of the last attendance.
|
| department of home-affairs-workplace-determination-2019.txt | 1514 | overtime | on termination at the rate the employee would have been paid when the overtime
was worked.
21
ag501682 pr704682
minimum payment for non-continuous overtime
3.52
where an employee is required to separately attend work for the purposes of
undertaking overtime (that is where the overtime is not contiguous with ordinary
duty, including any meal period immediately following ordinary duty), the employee
will receive a minimum payment of 3 hours overtime.
3.53
where more than one attendance for the purposes of undertaking overtime is
involved, then for the purposes of calculating the minimum payment, employees will
receive the lesser of:
(a)
the minimum payment of 3 hours overtime for each attendance; or
(b)
payment as if overtime was contiguous from the commencement of the first
attendance to the cessation of the last attendance.
emergency duty |
| department of home-affairs-workplace-determination-2019.txt | 1521 | overtime | minimum payment for non-continuous overtime
3.52
where an employee is required to separately attend work for the purposes of
undertaking overtime (that is where the overtime is not contiguous with ordinary
duty, including any meal period immediately following ordinary duty), the employee
will receive a minimum payment of 3 hours overtime.
3.53
where more than one attendance for the purposes of undertaking overtime is
involved, then for the purposes of calculating the minimum payment, employees will
receive the lesser of:
(a)
the minimum payment of 3 hours overtime for each attendance; or
(b)
payment as if overtime was contiguous from the commencement of the first
attendance to the cessation of the last attendance.
emergency duty
3.54
where an employee at the aps level 1-6 or a training classification is directed to
return to duty to meet a work-related emergency as determined by the secretary, the
employee will be paid at 200 per cent (double time). the minimum payment will be
for a period of 3 hours.
|
| department of home-affairs-workplace-determination-2019.txt | 1525 | overtime | undertaking overtime (that is where the overtime is not contiguous with ordinary
duty, including any meal period immediately following ordinary duty), the employee
will receive a minimum payment of 3 hours overtime.
3.53
where more than one attendance for the purposes of undertaking overtime is
involved, then for the purposes of calculating the minimum payment, employees will
receive the lesser of:
(a)
the minimum payment of 3 hours overtime for each attendance; or
(b)
payment as if overtime was contiguous from the commencement of the first
attendance to the cessation of the last attendance.
emergency duty
3.54
where an employee at the aps level 1-6 or a training classification is directed to
return to duty to meet a work-related emergency as determined by the secretary, the
employee will be paid at 200 per cent (double time). the minimum payment will be
for a period of 3 hours.
overtime meal allowance
3.55
3.56 |
| department of home-affairs-workplace-determination-2019.txt | 1527 | overtime | will receive a minimum payment of 3 hours overtime.
3.53
where more than one attendance for the purposes of undertaking overtime is
involved, then for the purposes of calculating the minimum payment, employees will
receive the lesser of:
(a)
the minimum payment of 3 hours overtime for each attendance; or
(b)
payment as if overtime was contiguous from the commencement of the first
attendance to the cessation of the last attendance.
emergency duty
3.54
where an employee at the aps level 1-6 or a training classification is directed to
return to duty to meet a work-related emergency as determined by the secretary, the
employee will be paid at 200 per cent (double time). the minimum payment will be
for a period of 3 hours.
overtime meal allowance
3.55
3.56
3.57 |
| department of home-affairs-workplace-determination-2019.txt | 1531 | overtime | where more than one attendance for the purposes of undertaking overtime is
involved, then for the purposes of calculating the minimum payment, employees will
receive the lesser of:
(a)
the minimum payment of 3 hours overtime for each attendance; or
(b)
payment as if overtime was contiguous from the commencement of the first
attendance to the cessation of the last attendance.
emergency duty
3.54
where an employee at the aps level 1-6 or a training classification is directed to
return to duty to meet a work-related emergency as determined by the secretary, the
employee will be paid at 200 per cent (double time). the minimum payment will be
for a period of 3 hours.
overtime meal allowance
3.55
3.56
3.57
a meal allowance (as set by the applicable taxation determination) will be paid to
an aps level 1-6 employee who:
(a) |
| department of home-affairs-workplace-determination-2019.txt | 1536 | overtime | the minimum payment of 3 hours overtime for each attendance; or
(b)
payment as if overtime was contiguous from the commencement of the first
attendance to the cessation of the last attendance.
emergency duty
3.54
where an employee at the aps level 1-6 or a training classification is directed to
return to duty to meet a work-related emergency as determined by the secretary, the
employee will be paid at 200 per cent (double time). the minimum payment will be
for a period of 3 hours.
overtime meal allowance
3.55
3.56
3.57
a meal allowance (as set by the applicable taxation determination) will be paid to
an aps level 1-6 employee who:
(a)
works approved overtime whether on a weekday, weekend or public holiday;
and
(b) |
| department of home-affairs-workplace-determination-2019.txt | 1540 | overtime | payment as if overtime was contiguous from the commencement of the first
attendance to the cessation of the last attendance.
emergency duty
3.54
where an employee at the aps level 1-6 or a training classification is directed to
return to duty to meet a work-related emergency as determined by the secretary, the
employee will be paid at 200 per cent (double time). the minimum payment will be
for a period of 3 hours.
overtime meal allowance
3.55
3.56
3.57
a meal allowance (as set by the applicable taxation determination) will be paid to
an aps level 1-6 employee who:
(a)
works approved overtime whether on a weekday, weekend or public holiday;
and
(b)
works over an entire meal allowance period; and
(c) |
| department of home-affairs-workplace-determination-2019.txt | 1551 | overtime | overtime meal allowance
3.55
3.56
3.57
a meal allowance (as set by the applicable taxation determination) will be paid to
an aps level 1-6 employee who:
(a)
works approved overtime whether on a weekday, weekend or public holiday;
and
(b)
works over an entire meal allowance period; and
(c)
either does not break for a meal or takes an unpaid meal break.
a meal allowance period means the following periods:
(a)
06:30 hrs to 07:00 hrs
(b)
12:00 hrs to 14:00 hrs |
| department of home-affairs-workplace-determination-2019.txt | 1562 | overtime | works approved overtime whether on a weekday, weekend or public holiday;
and
(b)
works over an entire meal allowance period; and
(c)
either does not break for a meal or takes an unpaid meal break.
a meal allowance period means the following periods:
(a)
06:30 hrs to 07:00 hrs
(b)
12:00 hrs to 14:00 hrs
(c)
19:00 hrs to 19:30 hrs
(d)
midnight to 01:00 hrs.
subject to approval by the secretary, an overtime meal allowance under this clause
will be paid to an executive level employee who is directed to perform additional |
| department of home-affairs-workplace-determination-2019.txt | 1590 | overtime | subject to approval by the secretary, an overtime meal allowance under this clause
will be paid to an executive level employee who is directed to perform additional
hours to supervise one or more aps level 1-6 employees who are eligible for the
payment of an overtime meal allowance.
rest relief
3.58
22
employees should be provided a break of at least 8 consecutive hours off duty, plus
reasonable travelling time, between 2 periods of ordinary duty.
ag501682 pr704687
3.59
the secretary may direct an employee to resume or continue work without having
had 8 consecutive hours off duty plus reasonable travelling time. if this occurs,
employees will be paid at 200 per cent (double time) for time worked until the
required rest relief period commences.
3.60
employees, who work overtime on a saturday, sunday or a public holiday which is
not an ordinary working day, or a rostered day off, will be entitled to a break of at
least 8 consecutive hours off duty plus reasonable travelling time in the 24 hours
preceding the commencement of ordinary duty.
3.61 |
| department of home-affairs-workplace-determination-2019.txt | 1593 | overtime | payment of an overtime meal allowance.
rest relief
3.58
22
employees should be provided a break of at least 8 consecutive hours off duty, plus
reasonable travelling time, between 2 periods of ordinary duty.
ag501682 pr704687
3.59
the secretary may direct an employee to resume or continue work without having
had 8 consecutive hours off duty plus reasonable travelling time. if this occurs,
employees will be paid at 200 per cent (double time) for time worked until the
required rest relief period commences.
3.60
employees, who work overtime on a saturday, sunday or a public holiday which is
not an ordinary working day, or a rostered day off, will be entitled to a break of at
least 8 consecutive hours off duty plus reasonable travelling time in the 24 hours
preceding the commencement of ordinary duty.
3.61
rest relief is not applicable in circumstances where an employee is required to work
overtime immediately before commencing ordinary duty. |
| department of home-affairs-workplace-determination-2019.txt | 1601 | travel | reasonable travelling time, between 2 periods of ordinary duty.
ag501682 pr704687
3.59
the secretary may direct an employee to resume or continue work without having
had 8 consecutive hours off duty plus reasonable travelling time. if this occurs,
employees will be paid at 200 per cent (double time) for time worked until the
required rest relief period commences.
3.60
employees, who work overtime on a saturday, sunday or a public holiday which is
not an ordinary working day, or a rostered day off, will be entitled to a break of at
least 8 consecutive hours off duty plus reasonable travelling time in the 24 hours
preceding the commencement of ordinary duty.
3.61
rest relief is not applicable in circumstances where an employee is required to work
overtime immediately before commencing ordinary duty.
3.62
these provisions do not apply to non-continuous overtime or a return to work for
emergency duty, unless the actual time worked, excluding travelling time, is at least
3 hours on each call.
shift work arrangements |
| department of home-affairs-workplace-determination-2019.txt | 1608 | travel | had 8 consecutive hours off duty plus reasonable travelling time. if this occurs,
employees will be paid at 200 per cent (double time) for time worked until the
required rest relief period commences.
3.60
employees, who work overtime on a saturday, sunday or a public holiday which is
not an ordinary working day, or a rostered day off, will be entitled to a break of at
least 8 consecutive hours off duty plus reasonable travelling time in the 24 hours
preceding the commencement of ordinary duty.
3.61
rest relief is not applicable in circumstances where an employee is required to work
overtime immediately before commencing ordinary duty.
3.62
these provisions do not apply to non-continuous overtime or a return to work for
emergency duty, unless the actual time worked, excluding travelling time, is at least
3 hours on each call.
shift work arrangements
3.63
for the purposes of this determination, ‘shift work’ means ordinary hours of work
rostered for duty within a roster or cycle of shifts that do not exceed an average of
the ordinary weekly hours applicable to employees working that roster.
penalty rates |
| department of home-affairs-workplace-determination-2019.txt | 1614 | overtime | employees, who work overtime on a saturday, sunday or a public holiday which is
not an ordinary working day, or a rostered day off, will be entitled to a break of at
least 8 consecutive hours off duty plus reasonable travelling time in the 24 hours
preceding the commencement of ordinary duty.
3.61
rest relief is not applicable in circumstances where an employee is required to work
overtime immediately before commencing ordinary duty.
3.62
these provisions do not apply to non-continuous overtime or a return to work for
emergency duty, unless the actual time worked, excluding travelling time, is at least
3 hours on each call.
shift work arrangements
3.63
for the purposes of this determination, ‘shift work’ means ordinary hours of work
rostered for duty within a roster or cycle of shifts that do not exceed an average of
the ordinary weekly hours applicable to employees working that roster.
penalty rates
3.64
employees who are required to perform shift work will be entitled to shift penalty
payments, as follows:
shift
monday to friday |
| department of home-affairs-workplace-determination-2019.txt | 1616 | travel | least 8 consecutive hours off duty plus reasonable travelling time in the 24 hours
preceding the commencement of ordinary duty.
3.61
rest relief is not applicable in circumstances where an employee is required to work
overtime immediately before commencing ordinary duty.
3.62
these provisions do not apply to non-continuous overtime or a return to work for
emergency duty, unless the actual time worked, excluding travelling time, is at least
3 hours on each call.
shift work arrangements
3.63
for the purposes of this determination, ‘shift work’ means ordinary hours of work
rostered for duty within a roster or cycle of shifts that do not exceed an average of
the ordinary weekly hours applicable to employees working that roster.
penalty rates
3.64
employees who are required to perform shift work will be entitled to shift penalty
payments, as follows:
shift
monday to friday
penalty rate (ordinary duty) |
| department of home-affairs-workplace-determination-2019.txt | 1622 | overtime | overtime immediately before commencing ordinary duty.
3.62
these provisions do not apply to non-continuous overtime or a return to work for
emergency duty, unless the actual time worked, excluding travelling time, is at least
3 hours on each call.
shift work arrangements
3.63
for the purposes of this determination, ‘shift work’ means ordinary hours of work
rostered for duty within a roster or cycle of shifts that do not exceed an average of
the ordinary weekly hours applicable to employees working that roster.
penalty rates
3.64
employees who are required to perform shift work will be entitled to shift penalty
payments, as follows:
shift
monday to friday
penalty rate (ordinary duty)
15 per cent where any part of the rostered shift falls between
18:00 hrs and 06:30 hrs
30 per cent where rostered on shifts worked continuously for
more than 4 weeks that fall wholly within the hours of 18:00 hrs
and 08:00 hrs
|
| department of home-affairs-workplace-determination-2019.txt | 1626 | overtime | these provisions do not apply to non-continuous overtime or a return to work for
emergency duty, unless the actual time worked, excluding travelling time, is at least
3 hours on each call.
shift work arrangements
3.63
for the purposes of this determination, ‘shift work’ means ordinary hours of work
rostered for duty within a roster or cycle of shifts that do not exceed an average of
the ordinary weekly hours applicable to employees working that roster.
penalty rates
3.64
employees who are required to perform shift work will be entitled to shift penalty
payments, as follows:
shift
monday to friday
penalty rate (ordinary duty)
15 per cent where any part of the rostered shift falls between
18:00 hrs and 06:30 hrs
30 per cent where rostered on shifts worked continuously for
more than 4 weeks that fall wholly within the hours of 18:00 hrs
and 08:00 hrs
3.65
saturday
|
| department of home-affairs-workplace-determination-2019.txt | 1627 | travel | emergency duty, unless the actual time worked, excluding travelling time, is at least
3 hours on each call.
shift work arrangements
3.63
for the purposes of this determination, ‘shift work’ means ordinary hours of work
rostered for duty within a roster or cycle of shifts that do not exceed an average of
the ordinary weekly hours applicable to employees working that roster.
penalty rates
3.64
employees who are required to perform shift work will be entitled to shift penalty
payments, as follows:
shift
monday to friday
penalty rate (ordinary duty)
15 per cent where any part of the rostered shift falls between
18:00 hrs and 06:30 hrs
30 per cent where rostered on shifts worked continuously for
more than 4 weeks that fall wholly within the hours of 18:00 hrs
and 08:00 hrs
3.65
saturday
50 per cent |
| department of home-affairs-workplace-determination-2019.txt | 1703 | overtime | entitled to payment at the relevant overtime rate for the part of the shift that is
outside the previous rostered hours of duty, until the notice period has expired.
employees who receive this penalty will not be entitled to any other penalty payment
for that period of duty.
application of notice for code of conduct or disciplinary matters
3.71
clauses 3.68 to 3.70 do not apply where the secretary determines that a code of
conduct or disciplinary matter requires a change of attendance pattern, including
removal from shift.
exchange of shifts
3.72
24
employees will be able to exchange shifts or rostered days off by mutual
arrangement and with the consent of the secretary, provided the arrangement does
not give the employee an entitlement to an overtime payment and maintains the
required rest relief periods.
ag501682 pr704687
part 4.
leave
general provisions
approval and notice requirements |
| department of home-affairs-workplace-determination-2019.txt | 1722 | overtime | not give the employee an entitlement to an overtime payment and maintains the
required rest relief periods.
ag501682 pr704687
part 4.
leave
general provisions
approval and notice requirements
4.1
the taking of leave under this part is subject to approval by the secretary.
leave and service
4.2
subject to a contrary intention, and unless otherwise provided in legislation, in this
part:
(a)
paid leave provided for under this determination will count as service for all
purposes; and
(b)
unpaid leave provided for under this determination or any other unpaid
absence will not count as service for any purpose.
|
| department of home-affairs-workplace-determination-2019.txt | 1766 | long service leave | alternate leave was taken. long service leave will be re-credited in accordance with
the long service leave (commonwealth employees) act 1976.
4.5
instances of maternity leave, adoption/foster leave and supporting partner leave
must be taken in a single continuous period, unless application is made to return to
duty in accordance with the maternity leave (commonwealth employees) act 1973.
periods of paid leave of these kinds are subsumed into any entitlements to unpaid
leave periods.
4.6
an employee is not entitled to take paid personal or compassionate/bereavement
leave while taking paid maternity leave or paid or unpaid adoption/foster or
supporting partner leave.
leave and workers’ compensation
4.7
an employee receiving worker’s compensation for more than 45 weeks will accrue
annual and personal leave on a pro-rata basis in accordance with the hours actually
worked.
25
ag501682 pr704682
annual leave
4.8 |
| department of home-affairs-workplace-determination-2019.txt | 1767 | long service leave | the long service leave (commonwealth employees) act 1976.
4.5
instances of maternity leave, adoption/foster leave and supporting partner leave
must be taken in a single continuous period, unless application is made to return to
duty in accordance with the maternity leave (commonwealth employees) act 1973.
periods of paid leave of these kinds are subsumed into any entitlements to unpaid
leave periods.
4.6
an employee is not entitled to take paid personal or compassionate/bereavement
leave while taking paid maternity leave or paid or unpaid adoption/foster or
supporting partner leave.
leave and workers’ compensation
4.7
an employee receiving worker’s compensation for more than 45 weeks will accrue
annual and personal leave on a pro-rata basis in accordance with the hours actually
worked.
25
ag501682 pr704682
annual leave
4.8
|
| department of home-affairs-workplace-determination-2019.txt | 1771 | maternity leave | instances of maternity leave, adoption/foster leave and supporting partner leave
must be taken in a single continuous period, unless application is made to return to
duty in accordance with the maternity leave (commonwealth employees) act 1973.
periods of paid leave of these kinds are subsumed into any entitlements to unpaid
leave periods.
4.6
an employee is not entitled to take paid personal or compassionate/bereavement
leave while taking paid maternity leave or paid or unpaid adoption/foster or
supporting partner leave.
leave and workers’ compensation
4.7
an employee receiving worker’s compensation for more than 45 weeks will accrue
annual and personal leave on a pro-rata basis in accordance with the hours actually
worked.
25
ag501682 pr704682
annual leave
4.8
employees accrue 4 weeks paid annual leave for each completed year of service,
accruing daily and credited monthly.
4.9 |
| department of home-affairs-workplace-determination-2019.txt | 1773 | maternity leave | duty in accordance with the maternity leave (commonwealth employees) act 1973.
periods of paid leave of these kinds are subsumed into any entitlements to unpaid
leave periods.
4.6
an employee is not entitled to take paid personal or compassionate/bereavement
leave while taking paid maternity leave or paid or unpaid adoption/foster or
supporting partner leave.
leave and workers’ compensation
4.7
an employee receiving worker’s compensation for more than 45 weeks will accrue
annual and personal leave on a pro-rata basis in accordance with the hours actually
worked.
25
ag501682 pr704682
annual leave
4.8
employees accrue 4 weeks paid annual leave for each completed year of service,
accruing daily and credited monthly.
4.9
any unused annual leave accumulates. |
| department of home-affairs-workplace-determination-2019.txt | 1780 | maternity leave | leave while taking paid maternity leave or paid or unpaid adoption/foster or
supporting partner leave.
leave and workers’ compensation
4.7
an employee receiving worker’s compensation for more than 45 weeks will accrue
annual and personal leave on a pro-rata basis in accordance with the hours actually
worked.
25
ag501682 pr704682
annual leave
4.8
employees accrue 4 weeks paid annual leave for each completed year of service,
accruing daily and credited monthly.
4.9
any unused annual leave accumulates.
cancellation of leave or recall to duty from annual leave
4.10
where an employee’s annual leave is cancelled by the secretary without reasonable
notice or an employee is recalled to duty from annual leave, the employee will be
entitled to be reimbursed reasonable travel costs and incidental expenses not |
| department of home-affairs-workplace-determination-2019.txt | 1809 | travel | entitled to be reimbursed reasonable travel costs and incidental expenses not
otherwise recoverable from insurance or any other source.
4.11
the employee will be re-credited the period of unused leave equivalent to the days
they have been recalled to duty.
shift workers additional annual leave
4.12
continuous shift workers who:
(a)
are employed in a part of the department where shifts are continuously
rostered over the 7 days each week, and
(b)
are regularly rostered to work those shifts, and
(c)
regularly work on sundays and public holidays
are entitled to an additional week of annual leave.
4.13
employees who work shifts other than as described in the preceding clause accrue
an additional half day of annual leave for every sunday worked in the previous |
| department of home-affairs-workplace-determination-2019.txt | 1843 | overtime | sundays worked include ordinary duty and rostered overtime of at least 3 hours
duration.
4.15
where an employee works 2 shifts on a sunday (that is one ending early and one
starting late in the day), only one shift counts for the purposes of accruing additional
annual leave credits.
additional payments
4.16
shift workers will receive a payment of 100 per cent of penalties attracted by their
roster pattern (excluding public holiday penalties) while on annual leave.
cashing out annual leave
4.17
an employee may elect to cash out an amount of accrued annual leave provided
that:
(a)
26
the employee has taken a minimum of 2 weeks of annual leave during the
preceding 12 month period, unless otherwise determined by the secretary;
ag501682 pr704687
(b) |
| department of home-affairs-workplace-determination-2019.txt | 1940 | travel | reasonable travel, recovery time and ceremonial duties.
27
ag501682 pr704682
4.26
approval is subject to the provision of satisfactory evidence that the employee’s
services were requested by the relevant organisation. such evidence may be
provided before, or as soon as practicable after, the occasion on which participation
in the emergency service activity is required.
compassionate/bereavement leave
4.27
employees are entitled to 2 days of paid compassionate leave for each occasion
where a member of the employee’s family or household contracts an illness or
sustains an injury that poses a serious threat to his or her life.
4.28
employees are entitled to 3 days of paid bereavement leave for each occasion where
a member of the employee’s family or household dies.
4.29
casual employees will be entitled to 2 days of unpaid compassionate/bereavement
leave in the above circumstances.
|
| department of home-affairs-workplace-determination-2019.txt | 2041 | long service leave | long service leave
4.41
long service leave will accrue and be available to eligible employees in accordance
with the long service leave (commonwealth employees) act 1976.
4.42
long service leave may be granted at either full or half pay, subject to operational
requirements and the approval of the secretary. unless otherwise provided in
legislation, periods of long service leave cannot be broken with weekends, public
holidays or other periods of leave.
4.43
the minimum period for which an employee may be granted long service leave is 7
consecutive calendar days at full pay or 14 consecutive calendar days at half pay.
miscellaneous leave
4.44
4.45
the secretary may grant employees miscellaneous leave for a purpose considered
to be in the interests of the commonwealth or where the reason for the leave is not
covered by this determination. the leave granted may be:
(a)
for the period requested or another period;
|
| department of home-affairs-workplace-determination-2019.txt | 2044 | long service leave | long service leave will accrue and be available to eligible employees in accordance
with the long service leave (commonwealth employees) act 1976.
4.42
long service leave may be granted at either full or half pay, subject to operational
requirements and the approval of the secretary. unless otherwise provided in
legislation, periods of long service leave cannot be broken with weekends, public
holidays or other periods of leave.
4.43
the minimum period for which an employee may be granted long service leave is 7
consecutive calendar days at full pay or 14 consecutive calendar days at half pay.
miscellaneous leave
4.44
4.45
the secretary may grant employees miscellaneous leave for a purpose considered
to be in the interests of the commonwealth or where the reason for the leave is not
covered by this determination. the leave granted may be:
(a)
for the period requested or another period;
(b)
with or without pay; |
| department of home-affairs-workplace-determination-2019.txt | 2045 | long service leave | with the long service leave (commonwealth employees) act 1976.
4.42
long service leave may be granted at either full or half pay, subject to operational
requirements and the approval of the secretary. unless otherwise provided in
legislation, periods of long service leave cannot be broken with weekends, public
holidays or other periods of leave.
4.43
the minimum period for which an employee may be granted long service leave is 7
consecutive calendar days at full pay or 14 consecutive calendar days at half pay.
miscellaneous leave
4.44
4.45
the secretary may grant employees miscellaneous leave for a purpose considered
to be in the interests of the commonwealth or where the reason for the leave is not
covered by this determination. the leave granted may be:
(a)
for the period requested or another period;
(b)
with or without pay;
|
| department of home-affairs-workplace-determination-2019.txt | 2049 | long service leave | long service leave may be granted at either full or half pay, subject to operational
requirements and the approval of the secretary. unless otherwise provided in
legislation, periods of long service leave cannot be broken with weekends, public
holidays or other periods of leave.
4.43
the minimum period for which an employee may be granted long service leave is 7
consecutive calendar days at full pay or 14 consecutive calendar days at half pay.
miscellaneous leave
4.44
4.45
the secretary may grant employees miscellaneous leave for a purpose considered
to be in the interests of the commonwealth or where the reason for the leave is not
covered by this determination. the leave granted may be:
(a)
for the period requested or another period;
(b)
with or without pay;
(c)
subject to conditions; and
|
| department of home-affairs-workplace-determination-2019.txt | 2051 | long service leave | legislation, periods of long service leave cannot be broken with weekends, public
holidays or other periods of leave.
4.43
the minimum period for which an employee may be granted long service leave is 7
consecutive calendar days at full pay or 14 consecutive calendar days at half pay.
miscellaneous leave
4.44
4.45
the secretary may grant employees miscellaneous leave for a purpose considered
to be in the interests of the commonwealth or where the reason for the leave is not
covered by this determination. the leave granted may be:
(a)
for the period requested or another period;
(b)
with or without pay;
(c)
subject to conditions; and
(d)
|
| department of home-affairs-workplace-determination-2019.txt | 2056 | long service leave | the minimum period for which an employee may be granted long service leave is 7
consecutive calendar days at full pay or 14 consecutive calendar days at half pay.
miscellaneous leave
4.44
4.45
the secretary may grant employees miscellaneous leave for a purpose considered
to be in the interests of the commonwealth or where the reason for the leave is not
covered by this determination. the leave granted may be:
(a)
for the period requested or another period;
(b)
with or without pay;
(c)
subject to conditions; and
(d)
if leave is granted without pay – the leave may count for service for some or all
purposes.
the secretary will grant miscellaneous leave with pay in circumstances where an
employee is unable to attend work, or remain at work, due to a decision by the |
| department of home-affairs-workplace-determination-2019.txt | 2148 | maternity leave | maternity leave
maternity leave act entitlement
4.52
access to maternity leave will be in accordance with the maternity leave
(commonwealth employees) act 1976.
4.53
where an employee is either:
(a)
on unpaid maternity leave and applies for paid leave, or
(b)
on paid maternity leave and applies for paid leave contiguous with that paid
leave,
and is eligible for that leave, the employee will be granted the paid leave.
additional determination entitlement
4.54
30
employees eligible for paid maternity leave under the maternity leave
(commonwealth employees) act 1976 will be granted an additional 2 weeks of paid
ag501682 pr704687
|
| department of home-affairs-workplace-determination-2019.txt | 2149 | maternity leave | maternity leave act entitlement
4.52
access to maternity leave will be in accordance with the maternity leave
(commonwealth employees) act 1976.
4.53
where an employee is either:
(a)
on unpaid maternity leave and applies for paid leave, or
(b)
on paid maternity leave and applies for paid leave contiguous with that paid
leave,
and is eligible for that leave, the employee will be granted the paid leave.
additional determination entitlement
4.54
30
employees eligible for paid maternity leave under the maternity leave
(commonwealth employees) act 1976 will be granted an additional 2 weeks of paid
ag501682 pr704687
leave. this additional leave is to be taken contiguous with paid leave under the |
| department of home-affairs-workplace-determination-2019.txt | 2152 | maternity leave | access to maternity leave will be in accordance with the maternity leave
(commonwealth employees) act 1976.
4.53
where an employee is either:
(a)
on unpaid maternity leave and applies for paid leave, or
(b)
on paid maternity leave and applies for paid leave contiguous with that paid
leave,
and is eligible for that leave, the employee will be granted the paid leave.
additional determination entitlement
4.54
30
employees eligible for paid maternity leave under the maternity leave
(commonwealth employees) act 1976 will be granted an additional 2 weeks of paid
ag501682 pr704687
leave. this additional leave is to be taken contiguous with paid leave under the
maternity leave (commonwealth employees) act 1976.
4.55
|
| department of home-affairs-workplace-determination-2019.txt | 2160 | maternity leave | on unpaid maternity leave and applies for paid leave, or
(b)
on paid maternity leave and applies for paid leave contiguous with that paid
leave,
and is eligible for that leave, the employee will be granted the paid leave.
additional determination entitlement
4.54
30
employees eligible for paid maternity leave under the maternity leave
(commonwealth employees) act 1976 will be granted an additional 2 weeks of paid
ag501682 pr704687
leave. this additional leave is to be taken contiguous with paid leave under the
maternity leave (commonwealth employees) act 1976.
4.55
the secretary may approve the payment for the maternity leave and additional
maternity leave over a maximum period of 28 weeks, pro-rated over the period. if
such approval is given, only 14 weeks of the period will count as service.
4.56
on ending the initial 52 weeks of maternity leave, the secretary may grant a request
for an extension of unpaid leave for a further period of up to 52 weeks in accordance |
| department of home-affairs-workplace-determination-2019.txt | 2164 | maternity leave | on paid maternity leave and applies for paid leave contiguous with that paid
leave,
and is eligible for that leave, the employee will be granted the paid leave.
additional determination entitlement
4.54
30
employees eligible for paid maternity leave under the maternity leave
(commonwealth employees) act 1976 will be granted an additional 2 weeks of paid
ag501682 pr704687
leave. this additional leave is to be taken contiguous with paid leave under the
maternity leave (commonwealth employees) act 1976.
4.55
the secretary may approve the payment for the maternity leave and additional
maternity leave over a maximum period of 28 weeks, pro-rated over the period. if
such approval is given, only 14 weeks of the period will count as service.
4.56
on ending the initial 52 weeks of maternity leave, the secretary may grant a request
for an extension of unpaid leave for a further period of up to 52 weeks in accordance
with the nes under the fair work act 2009.
supporting partner leave
4.57 |
| department of home-affairs-workplace-determination-2019.txt | 2173 | maternity leave | employees eligible for paid maternity leave under the maternity leave
(commonwealth employees) act 1976 will be granted an additional 2 weeks of paid
ag501682 pr704687
leave. this additional leave is to be taken contiguous with paid leave under the
maternity leave (commonwealth employees) act 1976.
4.55
the secretary may approve the payment for the maternity leave and additional
maternity leave over a maximum period of 28 weeks, pro-rated over the period. if
such approval is given, only 14 weeks of the period will count as service.
4.56
on ending the initial 52 weeks of maternity leave, the secretary may grant a request
for an extension of unpaid leave for a further period of up to 52 weeks in accordance
with the nes under the fair work act 2009.
supporting partner leave
4.57
an employee who:
(a)
has completed at least 12 months continuous service with the aps, and
(b)
is not eligible for maternity leave or adoption/foster leave, |
| department of home-affairs-workplace-determination-2019.txt | 2179 | maternity leave | maternity leave (commonwealth employees) act 1976.
4.55
the secretary may approve the payment for the maternity leave and additional
maternity leave over a maximum period of 28 weeks, pro-rated over the period. if
such approval is given, only 14 weeks of the period will count as service.
4.56
on ending the initial 52 weeks of maternity leave, the secretary may grant a request
for an extension of unpaid leave for a further period of up to 52 weeks in accordance
with the nes under the fair work act 2009.
supporting partner leave
4.57
an employee who:
(a)
has completed at least 12 months continuous service with the aps, and
(b)
is not eligible for maternity leave or adoption/foster leave,
is eligible to receive supporting partner leave in accordance with clauses 4.59 to
4.61.
4.58
documentary evidence (of a nature equivalent to maternity or adoption/foster leave, |
| department of home-affairs-workplace-determination-2019.txt | 2182 | maternity leave | the secretary may approve the payment for the maternity leave and additional
maternity leave over a maximum period of 28 weeks, pro-rated over the period. if
such approval is given, only 14 weeks of the period will count as service.
4.56
on ending the initial 52 weeks of maternity leave, the secretary may grant a request
for an extension of unpaid leave for a further period of up to 52 weeks in accordance
with the nes under the fair work act 2009.
supporting partner leave
4.57
an employee who:
(a)
has completed at least 12 months continuous service with the aps, and
(b)
is not eligible for maternity leave or adoption/foster leave,
is eligible to receive supporting partner leave in accordance with clauses 4.59 to
4.61.
4.58
documentary evidence (of a nature equivalent to maternity or adoption/foster leave,
whichever is most relevant) must be provided in support of the application for
supporting partner leave.
|
| department of home-affairs-workplace-determination-2019.txt | 2183 | maternity leave | maternity leave over a maximum period of 28 weeks, pro-rated over the period. if
such approval is given, only 14 weeks of the period will count as service.
4.56
on ending the initial 52 weeks of maternity leave, the secretary may grant a request
for an extension of unpaid leave for a further period of up to 52 weeks in accordance
with the nes under the fair work act 2009.
supporting partner leave
4.57
an employee who:
(a)
has completed at least 12 months continuous service with the aps, and
(b)
is not eligible for maternity leave or adoption/foster leave,
is eligible to receive supporting partner leave in accordance with clauses 4.59 to
4.61.
4.58
documentary evidence (of a nature equivalent to maternity or adoption/foster leave,
whichever is most relevant) must be provided in support of the application for
supporting partner leave.
paid entitlement |
| department of home-affairs-workplace-determination-2019.txt | 2188 | maternity leave | on ending the initial 52 weeks of maternity leave, the secretary may grant a request
for an extension of unpaid leave for a further period of up to 52 weeks in accordance
with the nes under the fair work act 2009.
supporting partner leave
4.57
an employee who:
(a)
has completed at least 12 months continuous service with the aps, and
(b)
is not eligible for maternity leave or adoption/foster leave,
is eligible to receive supporting partner leave in accordance with clauses 4.59 to
4.61.
4.58
documentary evidence (of a nature equivalent to maternity or adoption/foster leave,
whichever is most relevant) must be provided in support of the application for
supporting partner leave.
paid entitlement
4.59
the secretary will grant up to 4 weeks of paid supporting partner leave on the
occasion of:
(a) |
| department of home-affairs-workplace-determination-2019.txt | 2202 | maternity leave | is not eligible for maternity leave or adoption/foster leave,
is eligible to receive supporting partner leave in accordance with clauses 4.59 to
4.61.
4.58
documentary evidence (of a nature equivalent to maternity or adoption/foster leave,
whichever is most relevant) must be provided in support of the application for
supporting partner leave.
paid entitlement
4.59
the secretary will grant up to 4 weeks of paid supporting partner leave on the
occasion of:
(a)
the birth of their child (or their partner’s child), or
(b)
adoption or permanent foster care placement of a child (or their partner’s
child).
entitlement to supporting partner leave will commence on and from that occasion
and must not commence at any later time.
4.60
the secretary may approve payment of the 4 weeks of paid supporting partner leave
over a maximum period of 8 weeks, pro-rated over the period (with the exception of |
| department of home-affairs-workplace-determination-2019.txt | 2537 | study leave | study leave and financial assistance
36
4.95
the secretary may approve an application from an ongoing employee (who has
successfully completed probation) for paid study leave of up to 7 hours and 30
minutes per week during each semester (including for exams) for approved courses
that are relevant to the department’s operational requirements.
4.96
the secretary may also approve an application for financial assistance for such
study. ongoing employees are eligible for reimbursement of course fees up to $825
for the first approved subject in a semester and up to $590 for each additional
subject (with those amounts to be adjusted in line with the 3 per cent salary increase
12 months after the commencement of this determination).
4.97
employees undertaking legal workshop are eligible for total reimbursement of up
to $2,471 for course fees for the entire course of study. where the legal workshop
is undertaken part-time, at the end of each semester an employee is eligible to claim
$1,235.50 for course fees for units successfully completed that semester, subject to a
maximum reimbursement of $2,471 for the entire course of study (with those
ag501682 pr704687
amounts to be adjusted in line with the 3 per cent salary increase 12 months after the |
| department of home-affairs-workplace-determination-2019.txt | 2544 | study leave | successfully completed probation) for paid study leave of up to 7 hours and 30
minutes per week during each semester (including for exams) for approved courses
that are relevant to the department’s operational requirements.
4.96
the secretary may also approve an application for financial assistance for such
study. ongoing employees are eligible for reimbursement of course fees up to $825
for the first approved subject in a semester and up to $590 for each additional
subject (with those amounts to be adjusted in line with the 3 per cent salary increase
12 months after the commencement of this determination).
4.97
employees undertaking legal workshop are eligible for total reimbursement of up
to $2,471 for course fees for the entire course of study. where the legal workshop
is undertaken part-time, at the end of each semester an employee is eligible to claim
$1,235.50 for course fees for units successfully completed that semester, subject to a
maximum reimbursement of $2,471 for the entire course of study (with those
ag501682 pr704687
amounts to be adjusted in line with the 3 per cent salary increase 12 months after the
commencement of this determination).
war service sick leave
4.98
the secretary will grant war service sick leave to employees who are unfit for duty
because of a war-caused or defence-caused condition. a war-caused or defencecaused condition is an injury or disease that has been determined under the |
| department of home-affairs-workplace-determination-2019.txt | 2734 | overtime | overtime meal allowance
part 5
38
ag501682 pr704687
allowance
superannuation
long service
leave
redundancy pay
operational safety trainer
and operational capability
trainer allowance
no
no
no
restriction allowance
no
|
| department of home-affairs-workplace-determination-2019.txt | 3127 | overtime | secretary will approve payment of an annual allowance in lieu of overtime in
accordance with the table below. this allowance is calculated annually and paid
fortnightly.
rate
commencement
12 months from commencement
$ per annum
21,270
21,908
ag501682 pr704687
dirty or offensive work disability allowance
5.14
5.15
employees who are required to perform duty which the secretary determines to be of
an unusually dirty or offensive nature, other than employees working at container
examination facilities, will be entitled to an allowance set out below.
rate
commencement
12 months from commencement |
| department of home-affairs-workplace-determination-2019.txt | 3217 | overtime | higher duties allowance counts as salary for the payment of overtime, shift penalty
payments and cashing out of annual leave.
5.21
employees who have been on higher duties for an aggregate period of at least 6 of
the last 12 months will be eligible for an increase in the rate of higher duties
43
ag501682 pr704682
allowance at the same rate as salary advancement provided they have received a
performance rating of ‘met expectations’ or above at that level. an employee’s
salary level will be retained for any subsequent higher duties, as long as the gap
between periods of acting is no more than 12 months.
5.22
where an employee temporarily works in a senior executive service role, they will
receive a higher duties allowance as determined by the secretary.
operational safety trainer (ost) and operational capability trainer (oct)
allowance
5.23
an employee who is an operational safety trainer (ost) or an operational
capability trainer (oct) assigned to a position in the operational safety training
unit or advanced capability training section and who is a fully qualified instructor
whose appointment as an ost/oct has been granted by the secretary shall be paid
the annualised ost/oct allowance set out below. the ost/oct allowance shall be |
| department of home-affairs-workplace-determination-2019.txt | 3229 | salary advancement | allowance at the same rate as salary advancement provided they have received a
performance rating of ‘met expectations’ or above at that level. an employee’s
salary level will be retained for any subsequent higher duties, as long as the gap
between periods of acting is no more than 12 months.
5.22
where an employee temporarily works in a senior executive service role, they will
receive a higher duties allowance as determined by the secretary.
operational safety trainer (ost) and operational capability trainer (oct)
allowance
5.23
an employee who is an operational safety trainer (ost) or an operational
capability trainer (oct) assigned to a position in the operational safety training
unit or advanced capability training section and who is a fully qualified instructor
whose appointment as an ost/oct has been granted by the secretary shall be paid
the annualised ost/oct allowance set out below. the ost/oct allowance shall be
paid fortnightly.
rate
commencement
12 months from commencement
$ per annum
5,410
5,572 |
| department of home-affairs-workplace-determination-2019.txt | 3292 | overtime | duty, the employee will receive the following overtime payments:
(a)
where an employee is required to return to their usual workplace or another
workplace, a 3 hour minimum payment (inclusive of time spent travelling to
and from that workplace); or
(b)
where the employee is required to perform the extra duty at home, a one-hour
minimum payment.
ag501682 pr704687
school holiday assistance
5.29
where an ongoing employee with a school-aged child or children has an approved
application for annual leave or purchased leave during school holidays cancelled for
operational reasons, the secretary will approve a reimbursement payment of $27 per
day towards the cost of each school-aged child enrolled in approved child care or
school holiday program by reason of the cancellation.
5.30
the reimbursement will be paid:
(a)
only in respect of days the employee is at work;
|
| department of home-affairs-workplace-determination-2019.txt | 3296 | travel | workplace, a 3 hour minimum payment (inclusive of time spent travelling to
and from that workplace); or
(b)
where the employee is required to perform the extra duty at home, a one-hour
minimum payment.
ag501682 pr704687
school holiday assistance
5.29
where an ongoing employee with a school-aged child or children has an approved
application for annual leave or purchased leave during school holidays cancelled for
operational reasons, the secretary will approve a reimbursement payment of $27 per
day towards the cost of each school-aged child enrolled in approved child care or
school holiday program by reason of the cancellation.
5.30
the reimbursement will be paid:
(a)
only in respect of days the employee is at work;
(b)
regardless of the length of time the child is in the program each day;
|
| department of home-affairs-workplace-determination-2019.txt | 3432 | travel | of reasonable frequency, on which the public may travel. this transport may be
operated by public or private entities, however, the cost of such transport from
point to point must be broadly comparable with the cost of such travel elsewhere
within the same network or city to be considered as ‘public transport’ for the
purpose of this definition.
(b) ‘public transport hub’ means a major transport junction in a locality where a
number of designated public transport routes meet and where it would be
reasonable to expect that an employee would be able to commute to irrespective
of their place of residence within that locality. public transport hubs include but
are not limited to:
46
location
nominated hub
sydney
central station
parramatta
brisbane
central station
adelaide
adelaide station
|
| department of home-affairs-workplace-determination-2019.txt | 3434 | travel | point to point must be broadly comparable with the cost of such travel elsewhere
within the same network or city to be considered as ‘public transport’ for the
purpose of this definition.
(b) ‘public transport hub’ means a major transport junction in a locality where a
number of designated public transport routes meet and where it would be
reasonable to expect that an employee would be able to commute to irrespective
of their place of residence within that locality. public transport hubs include but
are not limited to:
46
location
nominated hub
sydney
central station
parramatta
brisbane
central station
adelaide
adelaide station
melbourne
|
| department of home-affairs-workplace-determination-2019.txt | 3507 | travel | (b) public transport is available, but would involve travel (including walking) for
more than 30 minutes from a defined public transport hub, or
(c) public transport is not available to or from the hub at the commencement or end
of rostered shift times,
will be eligible to receive a work location allowance.
5.41
the amount of the allowance has been determined taking into account the following
components:
(a) lack of public transport – payable where public transport is unavailable as per
clause 5.40;
(b) economic impact on employees – payable where employees are impacted by (a)
and are also subject to additional costs at the work location, e.g. pay parking;
(c) social impact on employees – payable where employees are impacted by (a) and
the work location:
(i) has access to limited amenities and is more than 3km from a range of shops
and facilities; or
(ii) there is an imposition of further travel upon arrival (e.g. provided parking is a
distance away from the work site necessitating use of a further mode of
transport).
47
ag501682 pr704682
5.42
employees who do not satisfy the ‘lack of public transport’ component of the
allowance will not receive the ‘economic impact’ or ‘social impact’ components of |
| department of home-affairs-workplace-determination-2019.txt | 3525 | travel | (ii) there is an imposition of further travel upon arrival (e.g. provided parking is a
distance away from the work site necessitating use of a further mode of
transport).
47
ag501682 pr704682
5.42
employees who do not satisfy the ‘lack of public transport’ component of the
allowance will not receive the ‘economic impact’ or ‘social impact’ components of
the allowance. to be clear, these employees will not be paid the work location
allowance.
5.43
employees who meet the requirements for the ‘economic impact’ component of the
allowance will not receive the ‘social impact’ component of the allowance.
5.44
the value of each component of the allowance is as follows.
component
commencement
(comm’t)
6 months
after |
| department of home-affairs-workplace-determination-2019.txt | 4222 | long service leave | (b) government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976;
(c) service with the commonwealth (other than service with a joint commonwealthstate body corporate in which the commonwealth has a controlling interest)
which is recognised for long service leave purposes;
(d) service in the australian defence forces;
(e) aps service immediately preceding deemed resignation under the repealed
section 49 of the public service act 1922, if the service has not previously been
recognised for severance pay purposes; or
(f) service in another organisation where:
8.18
i.
an employee was transferred from the aps to that organisation with a
transfer of function, or
ii.
an employee engaged by that organisation on work within a function is
appointed as a result of the transfer of that function to the aps, and
iii.
such service is recognised for long service leave purposes.
for earlier periods of service to count there must be no breaks between the periods of
service, except where:
(a) the break in service is less than one month and occurs where an offer of
employment in relation to the second period of service was made and accepted by |
| department of home-affairs-workplace-determination-2019.txt | 4225 | long service leave | which is recognised for long service leave purposes;
(d) service in the australian defence forces;
(e) aps service immediately preceding deemed resignation under the repealed
section 49 of the public service act 1922, if the service has not previously been
recognised for severance pay purposes; or
(f) service in another organisation where:
8.18
i.
an employee was transferred from the aps to that organisation with a
transfer of function, or
ii.
an employee engaged by that organisation on work within a function is
appointed as a result of the transfer of that function to the aps, and
iii.
such service is recognised for long service leave purposes.
for earlier periods of service to count there must be no breaks between the periods of
service, except where:
(a) the break in service is less than one month and occurs where an offer of
employment in relation to the second period of service was made and accepted by
the employee before the first period of service ended (whether or not the 2
periods of service are with the same employer or agency); or
(b) the earlier period of service was with the aps and ceased because the employee |
| department of home-affairs-workplace-determination-2019.txt | 4246 | long service leave | such service is recognised for long service leave purposes.
for earlier periods of service to count there must be no breaks between the periods of
service, except where:
(a) the break in service is less than one month and occurs where an offer of
employment in relation to the second period of service was made and accepted by
the employee before the first period of service ended (whether or not the 2
periods of service are with the same employer or agency); or
(b) the earlier period of service was with the aps and ceased because the employee
was deemed to have resigned from the department on marriage under the
repealed section 49 of the public service act 1922.
8.19
any period of service which ceased:
(a) by way of termination under section 29 of the public service act 1999, or
(b) prior to the commencement of the public service act 1999 by way of
retrenchment, retirement on grounds of invalidity, inefficiency or loss of
58
ag501682 pr704687
qualifications, forfeiture of office, dismissal, termination of probationary
appointment for reasons of unsatisfactory service, or
(c) by voluntary retirement at or above the minimum retiring age applicable to the
employee, or
(d) with the payment of an employer-financed retirement benefit,
will not count as service for redundancy pay purposes.
8.20 |
| department of home-affairs-workplace-determination-2019.txt | 4277 | long service leave | absences from work which do not count as service for long service leave purposes
will not count as service for redundancy pay purposes.
salary for redundancy pay purposes
8.21
for the purpose of calculating the redundancy payment, salary includes:
(a) the employee’s salary at their classification level; or
(b) the salary at a higher classification level, where the employee has been working
at the higher level on higher duties for a continuous period of at least 12 months
immediately preceding the date on which the employee is given notice of
termination; and
(c) the allowances identified as salary for the purposes of redundancy in column 4 of
the table at clause 5.2 of this determination.
retention periods
8.22
where an excess employee has not accepted an offer of voluntary redundancy, the
secretary will not terminate the employee’s employment until the following
retention periods have elapsed:
(a) 13 months where an employee has 20 or more years of service or is over 45 years
of age; or
(b) 7 months for all other employees.
8.23
if, however, an employee is entitled to a redundancy payment in accordance with the
nes, the relevant retention period specified above will be reduced by the number of
weeks redundancy pay that the employee will be entitled to under the nes on |
| department of home-affairs-workplace-determination-2019.txt | 4338 | travel | (b) may, on request, provide assistance in meeting reasonable travel costs and
incidental expenses incurred in seeking alternative employment; and
(c) may, with 4 weeks’ notice, assign the employee to duties at a lower classification
as a means of securing alternative employment. where this occurs before the end
of an employee’s retention period, the employee will receive income
maintenance to maintain their salary at the previous higher level for the balance
of the retention period.
8.27
during a retention period an employee’s salary will be:
(a) the salary at their classification level; or
(b) the salary at a higher classification level, where the employee has been working
at the higher level on higher duties for a continuous period of at least 12 months
immediately preceding the date on which the employee was notified that they
were excess and that acting would have continued but for being declared excess;
and
(c) other allowances in the nature of salary which are paid during periods of annual
leave and on a regular basis, excluding allowances which are a reimbursement for
expenses incurred, or a payment for disabilities associated with the performance
of duty.
8.28
an excess employee required to move their household to a new locality because of a
reassignment of duties, will be entitled to reasonable expenses subject to negotiation
with the secretary.
8.29
|
| department of home-affairs-workplace-determination-2019.txt | 4409 | travel | travel and location based conditions and allowances
travel during working hours
9.1
wherever practical, domestic business travel should be undertaken within the
standard hours of duty or within the flex-time bandwidth where flex-time applies.
9.2
domestic business travel undertaken within the flex-time bandwidth is considered
time on duty.
9.3
for domestic business travel outside the flex-time bandwidth (or outside ordinary
working hours for shift workers or employees on standard working hours), aps
level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does
not apply to such travel. when travel is undertaken to escort a client in the
employees’ care and control or where the employee was already working approved
overtime when commencing travel to perform duties, then clause 3.47 applies. time
off in lieu may be considered for executive level employees under clause 3.31.
9.4
travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5 |
| department of home-affairs-workplace-determination-2019.txt | 4411 | travel | travel during working hours
9.1
wherever practical, domestic business travel should be undertaken within the
standard hours of duty or within the flex-time bandwidth where flex-time applies.
9.2
domestic business travel undertaken within the flex-time bandwidth is considered
time on duty.
9.3
for domestic business travel outside the flex-time bandwidth (or outside ordinary
working hours for shift workers or employees on standard working hours), aps
level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does
not apply to such travel. when travel is undertaken to escort a client in the
employees’ care and control or where the employee was already working approved
overtime when commencing travel to perform duties, then clause 3.47 applies. time
off in lieu may be considered for executive level employees under clause 3.31.
9.4
travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a |
| department of home-affairs-workplace-determination-2019.txt | 4414 | travel | wherever practical, domestic business travel should be undertaken within the
standard hours of duty or within the flex-time bandwidth where flex-time applies.
9.2
domestic business travel undertaken within the flex-time bandwidth is considered
time on duty.
9.3
for domestic business travel outside the flex-time bandwidth (or outside ordinary
working hours for shift workers or employees on standard working hours), aps
level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does
not apply to such travel. when travel is undertaken to escort a client in the
employees’ care and control or where the employee was already working approved
overtime when commencing travel to perform duties, then clause 3.47 applies. time
off in lieu may be considered for executive level employees under clause 3.31.
9.4
travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a
location which is designated a remote locality in accordance with clause 9.6 of this
determination will receive the remote locality conditions set out below (also see
clause 9.13 below in respect of remote locality leave fares). |
| department of home-affairs-workplace-determination-2019.txt | 4415 | bandwidth | standard hours of duty or within the flex-time bandwidth where flex-time applies.
9.2
domestic business travel undertaken within the flex-time bandwidth is considered
time on duty.
9.3
for domestic business travel outside the flex-time bandwidth (or outside ordinary
working hours for shift workers or employees on standard working hours), aps
level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does
not apply to such travel. when travel is undertaken to escort a client in the
employees’ care and control or where the employee was already working approved
overtime when commencing travel to perform duties, then clause 3.47 applies. time
off in lieu may be considered for executive level employees under clause 3.31.
9.4
travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a
location which is designated a remote locality in accordance with clause 9.6 of this
determination will receive the remote locality conditions set out below (also see
clause 9.13 below in respect of remote locality leave fares).
grade |
| department of home-affairs-workplace-determination-2019.txt | 4419 | travel | domestic business travel undertaken within the flex-time bandwidth is considered
time on duty.
9.3
for domestic business travel outside the flex-time bandwidth (or outside ordinary
working hours for shift workers or employees on standard working hours), aps
level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does
not apply to such travel. when travel is undertaken to escort a client in the
employees’ care and control or where the employee was already working approved
overtime when commencing travel to perform duties, then clause 3.47 applies. time
off in lieu may be considered for executive level employees under clause 3.31.
9.4
travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a
location which is designated a remote locality in accordance with clause 9.6 of this
determination will receive the remote locality conditions set out below (also see
clause 9.13 below in respect of remote locality leave fares).
grade
district allowance
on commencement
without |
| department of home-affairs-workplace-determination-2019.txt | 4419 | bandwidth | domestic business travel undertaken within the flex-time bandwidth is considered
time on duty.
9.3
for domestic business travel outside the flex-time bandwidth (or outside ordinary
working hours for shift workers or employees on standard working hours), aps
level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does
not apply to such travel. when travel is undertaken to escort a client in the
employees’ care and control or where the employee was already working approved
overtime when commencing travel to perform duties, then clause 3.47 applies. time
off in lieu may be considered for executive level employees under clause 3.31.
9.4
travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a
location which is designated a remote locality in accordance with clause 9.6 of this
determination will receive the remote locality conditions set out below (also see
clause 9.13 below in respect of remote locality leave fares).
grade
district allowance
on commencement
without |
| department of home-affairs-workplace-determination-2019.txt | 4424 | travel | for domestic business travel outside the flex-time bandwidth (or outside ordinary
working hours for shift workers or employees on standard working hours), aps
level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does
not apply to such travel. when travel is undertaken to escort a client in the
employees’ care and control or where the employee was already working approved
overtime when commencing travel to perform duties, then clause 3.47 applies. time
off in lieu may be considered for executive level employees under clause 3.31.
9.4
travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a
location which is designated a remote locality in accordance with clause 9.6 of this
determination will receive the remote locality conditions set out below (also see
clause 9.13 below in respect of remote locality leave fares).
grade
district allowance
on commencement
without
dependants
$ per
annum
12 months after |
| department of home-affairs-workplace-determination-2019.txt | 4424 | bandwidth | for domestic business travel outside the flex-time bandwidth (or outside ordinary
working hours for shift workers or employees on standard working hours), aps
level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does
not apply to such travel. when travel is undertaken to escort a client in the
employees’ care and control or where the employee was already working approved
overtime when commencing travel to perform duties, then clause 3.47 applies. time
off in lieu may be considered for executive level employees under clause 3.31.
9.4
travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a
location which is designated a remote locality in accordance with clause 9.6 of this
determination will receive the remote locality conditions set out below (also see
clause 9.13 below in respect of remote locality leave fares).
grade
district allowance
on commencement
without
dependants
$ per
annum
12 months after |
| department of home-affairs-workplace-determination-2019.txt | 4427 | travel | not apply to such travel. when travel is undertaken to escort a client in the
employees’ care and control or where the employee was already working approved
overtime when commencing travel to perform duties, then clause 3.47 applies. time
off in lieu may be considered for executive level employees under clause 3.31.
9.4
travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a
location which is designated a remote locality in accordance with clause 9.6 of this
determination will receive the remote locality conditions set out below (also see
clause 9.13 below in respect of remote locality leave fares).
grade
district allowance
on commencement
without
dependants
$ per
annum
12 months after
commencement
additional |
| department of home-affairs-workplace-determination-2019.txt | 4429 | travel | overtime when commencing travel to perform duties, then clause 3.47 applies. time
off in lieu may be considered for executive level employees under clause 3.31.
9.4
travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a
location which is designated a remote locality in accordance with clause 9.6 of this
determination will receive the remote locality conditions set out below (also see
clause 9.13 below in respect of remote locality leave fares).
grade
district allowance
on commencement
without
dependants
$ per
annum
12 months after
commencement
additional
leave
|
| department of home-affairs-workplace-determination-2019.txt | 4429 | overtime | overtime when commencing travel to perform duties, then clause 3.47 applies. time
off in lieu may be considered for executive level employees under clause 3.31.
9.4
travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a
location which is designated a remote locality in accordance with clause 9.6 of this
determination will receive the remote locality conditions set out below (also see
clause 9.13 below in respect of remote locality leave fares).
grade
district allowance
on commencement
without
dependants
$ per
annum
12 months after
commencement
additional
leave
|
| department of home-affairs-workplace-determination-2019.txt | 4434 | travel | travel between papua new guinea and thursday island is considered ‘domestic’
travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a
location which is designated a remote locality in accordance with clause 9.6 of this
determination will receive the remote locality conditions set out below (also see
clause 9.13 below in respect of remote locality leave fares).
grade
district allowance
on commencement
without
dependants
$ per
annum
12 months after
commencement
additional
leave
one or
without
one or more
more
dependants dependants |
| department of home-affairs-workplace-determination-2019.txt | 4435 | travel | travel for the purpose of this determination.
remote localities
9.5
employees stationed either on an ongoing basis or on a term transfer or posting in a
location which is designated a remote locality in accordance with clause 9.6 of this
determination will receive the remote locality conditions set out below (also see
clause 9.13 below in respect of remote locality leave fares).
grade
district allowance
on commencement
without
dependants
$ per
annum
12 months after
commencement
additional
leave
one or
without
one or more
more
dependants dependants
dependants |
| department of home-affairs-workplace-determination-2019.txt | 4603 | travel | the employee’s fare will be for the purposes of leave to travel to the nearest capital
city. the nearest capital city is the capital city of the state which is the closest in
distance to the employee’s usual place of work. if the employee is assigned
anywhere in the northern territory, the nearest capital city is adelaide.
63
ag501682 pr704682
9.15
an employee who is entitled to leave fares assistance is also entitled to leave fares
assistance in respect of a dependant or dependants where:
(a)
the dependant or dependants permanently reside with the employee; and
(b)
the dependant or dependants are totally or substantially dependent on the
employee.
9.16
leave fares assistance will be provided on the basis of lowest practical airfare of the
day, or where travel is by other means, reimbursement of reasonable travel costs up
to the value of the equivalent lowest practical airfare of the day.
9.17
|
| department of home-affairs-workplace-determination-2019.txt | 4628 | travel | day, or where travel is by other means, reimbursement of reasonable travel costs up
to the value of the equivalent lowest practical airfare of the day.
9.17
the secretary may authorise travel to a place other than the nearest capital city,
provided the employee pays for any difference in fare.
transitional arrangements
9.18
where on commencement of this determination an employee was in receipt of
remote locality conditions for a location which is no longer designated a remote
locality as a result of the operation of clause 9.6 of this determination, the level of
remote locality conditions being provided to the employee at the commencement of
this determination will continue to apply but will reduce by 25 per cent each 6
months after commencement of this determination until such time as the level of
remote locality conditions is reduced to zero in respect of those locations which are
no longer designated a remote locality.
domestic travel arrangements
domestic travel expenses
9.19
the secretary will meet reasonable costs of fares for employees required to travel to
another location for work purposes.
9.20
the secretary will meet reasonable costs of accommodation, meals and incidental |
| department of home-affairs-workplace-determination-2019.txt | 4633 | travel | the secretary may authorise travel to a place other than the nearest capital city,
provided the employee pays for any difference in fare.
transitional arrangements
9.18
where on commencement of this determination an employee was in receipt of
remote locality conditions for a location which is no longer designated a remote
locality as a result of the operation of clause 9.6 of this determination, the level of
remote locality conditions being provided to the employee at the commencement of
this determination will continue to apply but will reduce by 25 per cent each 6
months after commencement of this determination until such time as the level of
remote locality conditions is reduced to zero in respect of those locations which are
no longer designated a remote locality.
domestic travel arrangements
domestic travel expenses
9.19
the secretary will meet reasonable costs of fares for employees required to travel to
another location for work purposes.
9.20
the secretary will meet reasonable costs of accommodation, meals and incidental
expenses for employees required to travel overnight to another location for work
purposes. allowances to cover meals and incidental expenses for domestic
overnight travel will be set by the applicable taxation determination. where a meal
is included in the cost of the accommodation or fare, a meal allowance will not be
paid. |
| department of home-affairs-workplace-determination-2019.txt | 4648 | travel | domestic travel arrangements
domestic travel expenses
9.19
the secretary will meet reasonable costs of fares for employees required to travel to
another location for work purposes.
9.20
the secretary will meet reasonable costs of accommodation, meals and incidental
expenses for employees required to travel overnight to another location for work
purposes. allowances to cover meals and incidental expenses for domestic
overnight travel will be set by the applicable taxation determination. where a meal
is included in the cost of the accommodation or fare, a meal allowance will not be
paid.
9.21
the secretary may determine a lesser rate of allowance based on a reimbursement
of reasonable costs where an employee will be or is away from their home location
for a period of 21 days or longer.
part day travel allowance
64
9.22
employees who travel for business purposes but are not required to stay overnight
will receive part day travel allowance provided the employee is absent from their |
| department of home-affairs-workplace-determination-2019.txt | 4649 | travel | domestic travel expenses
9.19
the secretary will meet reasonable costs of fares for employees required to travel to
another location for work purposes.
9.20
the secretary will meet reasonable costs of accommodation, meals and incidental
expenses for employees required to travel overnight to another location for work
purposes. allowances to cover meals and incidental expenses for domestic
overnight travel will be set by the applicable taxation determination. where a meal
is included in the cost of the accommodation or fare, a meal allowance will not be
paid.
9.21
the secretary may determine a lesser rate of allowance based on a reimbursement
of reasonable costs where an employee will be or is away from their home location
for a period of 21 days or longer.
part day travel allowance
64
9.22
employees who travel for business purposes but are not required to stay overnight
will receive part day travel allowance provided the employee is absent from their
home base for 10 hours or more. part day travel allowance is paid at the rate of $51 |
| department of home-affairs-workplace-determination-2019.txt | 4652 | travel | the secretary will meet reasonable costs of fares for employees required to travel to
another location for work purposes.
9.20
the secretary will meet reasonable costs of accommodation, meals and incidental
expenses for employees required to travel overnight to another location for work
purposes. allowances to cover meals and incidental expenses for domestic
overnight travel will be set by the applicable taxation determination. where a meal
is included in the cost of the accommodation or fare, a meal allowance will not be
paid.
9.21
the secretary may determine a lesser rate of allowance based on a reimbursement
of reasonable costs where an employee will be or is away from their home location
for a period of 21 days or longer.
part day travel allowance
64
9.22
employees who travel for business purposes but are not required to stay overnight
will receive part day travel allowance provided the employee is absent from their
home base for 10 hours or more. part day travel allowance is paid at the rate of $51
per day and is taxable.
9.23 |
| department of home-affairs-workplace-determination-2019.txt | 4658 | travel | expenses for employees required to travel overnight to another location for work
purposes. allowances to cover meals and incidental expenses for domestic
overnight travel will be set by the applicable taxation determination. where a meal
is included in the cost of the accommodation or fare, a meal allowance will not be
paid.
9.21
the secretary may determine a lesser rate of allowance based on a reimbursement
of reasonable costs where an employee will be or is away from their home location
for a period of 21 days or longer.
part day travel allowance
64
9.22
employees who travel for business purposes but are not required to stay overnight
will receive part day travel allowance provided the employee is absent from their
home base for 10 hours or more. part day travel allowance is paid at the rate of $51
per day and is taxable.
9.23
part day travel allowance is not payable in circumstances where lunch is provided at
no cost to the employee.
ag501682 pr704687
|
| department of home-affairs-workplace-determination-2019.txt | 4660 | travel | overnight travel will be set by the applicable taxation determination. where a meal
is included in the cost of the accommodation or fare, a meal allowance will not be
paid.
9.21
the secretary may determine a lesser rate of allowance based on a reimbursement
of reasonable costs where an employee will be or is away from their home location
for a period of 21 days or longer.
part day travel allowance
64
9.22
employees who travel for business purposes but are not required to stay overnight
will receive part day travel allowance provided the employee is absent from their
home base for 10 hours or more. part day travel allowance is paid at the rate of $51
per day and is taxable.
9.23
part day travel allowance is not payable in circumstances where lunch is provided at
no cost to the employee.
ag501682 pr704687
camping allowance
9.24 |
| department of home-affairs-workplace-determination-2019.txt | 4670 | travel | part day travel allowance
64
9.22
employees who travel for business purposes but are not required to stay overnight
will receive part day travel allowance provided the employee is absent from their
home base for 10 hours or more. part day travel allowance is paid at the rate of $51
per day and is taxable.
9.23
part day travel allowance is not payable in circumstances where lunch is provided at
no cost to the employee.
ag501682 pr704687
camping allowance
9.24
where an employee is required to camp out in the course of the performance of
their duties, the employee will receive a camping allowance of $106 per overnight
stay.
marine accommodation allowance
9.25
employees who do not meet the definition of sea-going marine employee as defined
in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage |
| department of home-affairs-workplace-determination-2019.txt | 4670 | travel allowance | part day travel allowance
64
9.22
employees who travel for business purposes but are not required to stay overnight
will receive part day travel allowance provided the employee is absent from their
home base for 10 hours or more. part day travel allowance is paid at the rate of $51
per day and is taxable.
9.23
part day travel allowance is not payable in circumstances where lunch is provided at
no cost to the employee.
ag501682 pr704687
camping allowance
9.24
where an employee is required to camp out in the course of the performance of
their duties, the employee will receive a camping allowance of $106 per overnight
stay.
marine accommodation allowance
9.25
employees who do not meet the definition of sea-going marine employee as defined
in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage |
| department of home-affairs-workplace-determination-2019.txt | 4676 | travel | employees who travel for business purposes but are not required to stay overnight
will receive part day travel allowance provided the employee is absent from their
home base for 10 hours or more. part day travel allowance is paid at the rate of $51
per day and is taxable.
9.23
part day travel allowance is not payable in circumstances where lunch is provided at
no cost to the employee.
ag501682 pr704687
camping allowance
9.24
where an employee is required to camp out in the course of the performance of
their duties, the employee will receive a camping allowance of $106 per overnight
stay.
marine accommodation allowance
9.25
employees who do not meet the definition of sea-going marine employee as defined
in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage
of not less than 24 hours duration, will be entitled to payment of a marine
accommodation allowance in accordance with clauses 10.68 and 10.69 of this
determination.
motor vehicle allowance
9.26 |
| department of home-affairs-workplace-determination-2019.txt | 4677 | travel | will receive part day travel allowance provided the employee is absent from their
home base for 10 hours or more. part day travel allowance is paid at the rate of $51
per day and is taxable.
9.23
part day travel allowance is not payable in circumstances where lunch is provided at
no cost to the employee.
ag501682 pr704687
camping allowance
9.24
where an employee is required to camp out in the course of the performance of
their duties, the employee will receive a camping allowance of $106 per overnight
stay.
marine accommodation allowance
9.25
employees who do not meet the definition of sea-going marine employee as defined
in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage
of not less than 24 hours duration, will be entitled to payment of a marine
accommodation allowance in accordance with clauses 10.68 and 10.69 of this
determination.
motor vehicle allowance
9.26
|
| department of home-affairs-workplace-determination-2019.txt | 4677 | travel allowance | will receive part day travel allowance provided the employee is absent from their
home base for 10 hours or more. part day travel allowance is paid at the rate of $51
per day and is taxable.
9.23
part day travel allowance is not payable in circumstances where lunch is provided at
no cost to the employee.
ag501682 pr704687
camping allowance
9.24
where an employee is required to camp out in the course of the performance of
their duties, the employee will receive a camping allowance of $106 per overnight
stay.
marine accommodation allowance
9.25
employees who do not meet the definition of sea-going marine employee as defined
in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage
of not less than 24 hours duration, will be entitled to payment of a marine
accommodation allowance in accordance with clauses 10.68 and 10.69 of this
determination.
motor vehicle allowance
9.26
|
| department of home-affairs-workplace-determination-2019.txt | 4678 | travel | home base for 10 hours or more. part day travel allowance is paid at the rate of $51
per day and is taxable.
9.23
part day travel allowance is not payable in circumstances where lunch is provided at
no cost to the employee.
ag501682 pr704687
camping allowance
9.24
where an employee is required to camp out in the course of the performance of
their duties, the employee will receive a camping allowance of $106 per overnight
stay.
marine accommodation allowance
9.25
employees who do not meet the definition of sea-going marine employee as defined
in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage
of not less than 24 hours duration, will be entitled to payment of a marine
accommodation allowance in accordance with clauses 10.68 and 10.69 of this
determination.
motor vehicle allowance
9.26
where the secretary gives approval for an employee to use their own vehicle in the |
| department of home-affairs-workplace-determination-2019.txt | 4678 | travel allowance | home base for 10 hours or more. part day travel allowance is paid at the rate of $51
per day and is taxable.
9.23
part day travel allowance is not payable in circumstances where lunch is provided at
no cost to the employee.
ag501682 pr704687
camping allowance
9.24
where an employee is required to camp out in the course of the performance of
their duties, the employee will receive a camping allowance of $106 per overnight
stay.
marine accommodation allowance
9.25
employees who do not meet the definition of sea-going marine employee as defined
in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage
of not less than 24 hours duration, will be entitled to payment of a marine
accommodation allowance in accordance with clauses 10.68 and 10.69 of this
determination.
motor vehicle allowance
9.26
where the secretary gives approval for an employee to use their own vehicle in the |
| department of home-affairs-workplace-determination-2019.txt | 4683 | travel | part day travel allowance is not payable in circumstances where lunch is provided at
no cost to the employee.
ag501682 pr704687
camping allowance
9.24
where an employee is required to camp out in the course of the performance of
their duties, the employee will receive a camping allowance of $106 per overnight
stay.
marine accommodation allowance
9.25
employees who do not meet the definition of sea-going marine employee as defined
in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage
of not less than 24 hours duration, will be entitled to payment of a marine
accommodation allowance in accordance with clauses 10.68 and 10.69 of this
determination.
motor vehicle allowance
9.26
where the secretary gives approval for an employee to use their own vehicle in the
course of employment, a motor vehicle allowance will be paid in accordance with
the ‘cents per kilometre’ method prescribed by the income tax assessment act 1997
(as varied from time to time).
9.27 |
| department of home-affairs-workplace-determination-2019.txt | 4683 | travel allowance | part day travel allowance is not payable in circumstances where lunch is provided at
no cost to the employee.
ag501682 pr704687
camping allowance
9.24
where an employee is required to camp out in the course of the performance of
their duties, the employee will receive a camping allowance of $106 per overnight
stay.
marine accommodation allowance
9.25
employees who do not meet the definition of sea-going marine employee as defined
in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage
of not less than 24 hours duration, will be entitled to payment of a marine
accommodation allowance in accordance with clauses 10.68 and 10.69 of this
determination.
motor vehicle allowance
9.26
where the secretary gives approval for an employee to use their own vehicle in the
course of employment, a motor vehicle allowance will be paid in accordance with
the ‘cents per kilometre’ method prescribed by the income tax assessment act 1997
(as varied from time to time).
9.27 |
| department of home-affairs-workplace-determination-2019.txt | 4728 | travel | that journey involves continuous travelling time of more than 12 hours,
the employee will be entitled to a paid rest period of sufficient duration to enable
overnight rest before recommencing duty. a rest period must not be longer than 24
hours.
9.29
where the employee’s journey involves a continuous travelling time of more than
20 hours, the employee will be entitled to 2 rest periods before recommencing duty.
one rest period may be taken partway through the journey, and the remaining rest
period may be taken at the end of the journey, or both rest periods may be taken at
the end of the journey. in the latter case, the combined rest periods must not be
longer than 48 hours.
domestic relocation expenses
9.30
the department will meet fair and reasonable costs incurred by employees who
relocate from one geographical location to another in the following circumstances:
(a) term transfer;
(b) temporary transfer;
65
ag501682 pr704682
(c) on engagement (e.g. employees recruited under the graduate development
program and the national indigenous cadetship program), promotion or
movement to a job with the department in a different geographical location
from that in which the employee normally works and/or resides; |
| department of home-affairs-workplace-determination-2019.txt | 4735 | travel | where the employee’s journey involves a continuous travelling time of more than
20 hours, the employee will be entitled to 2 rest periods before recommencing duty.
one rest period may be taken partway through the journey, and the remaining rest
period may be taken at the end of the journey, or both rest periods may be taken at
the end of the journey. in the latter case, the combined rest periods must not be
longer than 48 hours.
domestic relocation expenses
9.30
the department will meet fair and reasonable costs incurred by employees who
relocate from one geographical location to another in the following circumstances:
(a) term transfer;
(b) temporary transfer;
65
ag501682 pr704682
(c) on engagement (e.g. employees recruited under the graduate development
program and the national indigenous cadetship program), promotion or
movement to a job with the department in a different geographical location
from that in which the employee normally works and/or resides;
(d) where the transfer is for a temporary period to undertake specific duties due to
departmental business priorities; or
(e) any other circumstance as determined by the secretary.
9.31
further information is available in the department’s domestic relocation policy.
|
| department of home-affairs-workplace-determination-2019.txt | 4775 | travel | place of work when the cost of travelling to and from the temporary location is
greater than the cost of travelling to and from the employee’s usual place of work.
9.34
an employee will not receive reimbursement for excess fares if they are receiving
travel allowance or if they have been advised in writing that they will be permanently
relocated to another location within the city or town where they currently work.
overseas conditions of service
9.35
66
overseas conditions of service entitlements, including any overseas travel, are
determined by the secretary from time to time.
ag501682 pr704687
part 10.
conditions specific to marine employees
application
10.1
the working arrangements and conditions in this part apply to sea-going marine
employees and temporary sea-going marine employees and displace all other
provisions of this determination to the extent of any inconsistency.
|
| department of home-affairs-workplace-determination-2019.txt | 4776 | travel | greater than the cost of travelling to and from the employee’s usual place of work.
9.34
an employee will not receive reimbursement for excess fares if they are receiving
travel allowance or if they have been advised in writing that they will be permanently
relocated to another location within the city or town where they currently work.
overseas conditions of service
9.35
66
overseas conditions of service entitlements, including any overseas travel, are
determined by the secretary from time to time.
ag501682 pr704687
part 10.
conditions specific to marine employees
application
10.1
the working arrangements and conditions in this part apply to sea-going marine
employees and temporary sea-going marine employees and displace all other
provisions of this determination to the extent of any inconsistency.
definitions |
| department of home-affairs-workplace-determination-2019.txt | 4781 | travel | travel allowance or if they have been advised in writing that they will be permanently
relocated to another location within the city or town where they currently work.
overseas conditions of service
9.35
66
overseas conditions of service entitlements, including any overseas travel, are
determined by the secretary from time to time.
ag501682 pr704687
part 10.
conditions specific to marine employees
application
10.1
the working arrangements and conditions in this part apply to sea-going marine
employees and temporary sea-going marine employees and displace all other
provisions of this determination to the extent of any inconsistency.
definitions
10.2
‘duty day’ is a day on which work is performed and includes, but is not limited to,
duty performed on a sea-going vessel (sea duty), travel days, administrative support
days, training days that attract sea-going commuted allowance, shore-based duty |
| department of home-affairs-workplace-determination-2019.txt | 4781 | travel allowance | travel allowance or if they have been advised in writing that they will be permanently
relocated to another location within the city or town where they currently work.
overseas conditions of service
9.35
66
overseas conditions of service entitlements, including any overseas travel, are
determined by the secretary from time to time.
ag501682 pr704687
part 10.
conditions specific to marine employees
application
10.1
the working arrangements and conditions in this part apply to sea-going marine
employees and temporary sea-going marine employees and displace all other
provisions of this determination to the extent of any inconsistency.
definitions
10.2
‘duty day’ is a day on which work is performed and includes, but is not limited to,
duty performed on a sea-going vessel (sea duty), travel days, administrative support
days, training days that attract sea-going commuted allowance, shore-based duty |
| department of home-affairs-workplace-determination-2019.txt | 4789 | travel | overseas conditions of service entitlements, including any overseas travel, are
determined by the secretary from time to time.
ag501682 pr704687
part 10.
conditions specific to marine employees
application
10.1
the working arrangements and conditions in this part apply to sea-going marine
employees and temporary sea-going marine employees and displace all other
provisions of this determination to the extent of any inconsistency.
definitions
10.2
‘duty day’ is a day on which work is performed and includes, but is not limited to,
duty performed on a sea-going vessel (sea duty), travel days, administrative support
days, training days that attract sea-going commuted allowance, shore-based duty
and days in port.
10.3
‘emergency response’ is a situation, in the opinion of the secretary, that will relate
to:
(a)
|
| department of home-affairs-workplace-determination-2019.txt | 4809 | travel | duty performed on a sea-going vessel (sea duty), travel days, administrative support
days, training days that attract sea-going commuted allowance, shore-based duty
and days in port.
10.3
‘emergency response’ is a situation, in the opinion of the secretary, that will relate
to:
(a)
government humanitarian aid and disaster relief; or
(b)
an emergency event which may include, but is not limited to, weather
conditions, natural disasters, or sea-going vessel breakdown.
10.4
‘sea-going marine employee’ means an employee whose primary role is to
perform duty as a member of a crew on a sea-going vessel, but does not include a
temporary sea-going marine employee
10.5
‘sea-going vessel’ means any marine unit vessel responsible for off shore maritime
operations.
10.6
|
| department of home-affairs-workplace-determination-2019.txt | 4912 | travel | locations, a roster of 31 days on and 27 days off may apply in order to afford travel
to and from the vessel for a 27 day patrol.
10.14
where a sea-going marine employee is unable to join a sea-going vessel prior to
departure due to extenuating circumstances, the secretary may require the employee
to:
(a)
join the vessel at its next port of call; or
(b)
be deployed as part of the crew on another vessel; or
(c)
be deployed to other duty at a departmental workplace.
10.15
the secretary may roster a sea-going marine employee for more than 195 days in a
financial year where, in the secretary’s opinion, operational requirements require
the employee to work more than 195 days in that financial year.
10.16
when a sea-going marine employee is required to attend court hearings in relation to
operational activities, this day will be counted as a duty day. |
| department of home-affairs-workplace-determination-2019.txt | 5128 | overtime | in a financial year, overtime for each additional duty day will be paid as a lump
sum at the end of the financial year according to the following formula:
[(base hourly rate of salary x 200 per cent) + (base hourly rate x % rate of seagoing commuted marine allowance)] x 10
10.36
extra duty reconciliation payments:
(a)
will be paid on a pro-rata basis at the point the employee ceases to be a seagoing marine employee, or at cessation of employment with the department;
and
(b)
will be calculated inclusive of sea-going commuted marine allowance but
exclusive of any other allowance or penalty payment.
time off in lieu
10.37
a sea-going marine employee may agree to be granted time off in lieu of payment
for overtime under this clause. time off in lieu will be granted on:
(a)
an hour for hour basis with an entitlement to a residual payment; or
(b)
on a penalty time basis taking into account the relevant rate of penalty.
|
| department of home-affairs-workplace-determination-2019.txt | 5149 | overtime | for overtime under this clause. time off in lieu will be granted on:
(a)
an hour for hour basis with an entitlement to a residual payment; or
(b)
on a penalty time basis taking into account the relevant rate of penalty.
overtime on rostered days off outside marine unit operations
10.38
the secretary may direct a sea-going marine employee to perform overtime on a
rostered day off for duty outside normal marine unit operations. where directed,
the overtime provisions of this determination will apply.
10.39
where the employee is restricted on a day exceeding the 195 day quota in a
financial year, restriction allowance in accordance with clause 5.26 of this
determination will be paid.
domiciling
10.40
the secretary will determine the home location for sea-going marine employees
according to operational requirements, and where possible, will take account of
employees’ personal circumstances.
10.41 |
| department of home-affairs-workplace-determination-2019.txt | 5158 | overtime | overtime on rostered days off outside marine unit operations
10.38
the secretary may direct a sea-going marine employee to perform overtime on a
rostered day off for duty outside normal marine unit operations. where directed,
the overtime provisions of this determination will apply.
10.39
where the employee is restricted on a day exceeding the 195 day quota in a
financial year, restriction allowance in accordance with clause 5.26 of this
determination will be paid.
domiciling
10.40
the secretary will determine the home location for sea-going marine employees
according to operational requirements, and where possible, will take account of
employees’ personal circumstances.
10.41
for the purposes of rostered duty, time will commence when the sea-going marine
employee departs their home location for duty.
10.42
where a sea-going marine employee is required to attend a place of work other than
in the employee’s home location, or is required to travel to a vessel located in the
employee’s home location which is scheduled for deployment, the department will |
| department of home-affairs-workplace-determination-2019.txt | 5161 | overtime | the secretary may direct a sea-going marine employee to perform overtime on a
rostered day off for duty outside normal marine unit operations. where directed,
the overtime provisions of this determination will apply.
10.39
where the employee is restricted on a day exceeding the 195 day quota in a
financial year, restriction allowance in accordance with clause 5.26 of this
determination will be paid.
domiciling
10.40
the secretary will determine the home location for sea-going marine employees
according to operational requirements, and where possible, will take account of
employees’ personal circumstances.
10.41
for the purposes of rostered duty, time will commence when the sea-going marine
employee departs their home location for duty.
10.42
where a sea-going marine employee is required to attend a place of work other than
in the employee’s home location, or is required to travel to a vessel located in the
employee’s home location which is scheduled for deployment, the department will
meet the cost of a one-way trip to a maximum value of $135.25 (this amount is fixed
for the duration of this determination).
|
| department of home-affairs-workplace-determination-2019.txt | 5163 | overtime | the overtime provisions of this determination will apply.
10.39
where the employee is restricted on a day exceeding the 195 day quota in a
financial year, restriction allowance in accordance with clause 5.26 of this
determination will be paid.
domiciling
10.40
the secretary will determine the home location for sea-going marine employees
according to operational requirements, and where possible, will take account of
employees’ personal circumstances.
10.41
for the purposes of rostered duty, time will commence when the sea-going marine
employee departs their home location for duty.
10.42
where a sea-going marine employee is required to attend a place of work other than
in the employee’s home location, or is required to travel to a vessel located in the
employee’s home location which is scheduled for deployment, the department will
meet the cost of a one-way trip to a maximum value of $135.25 (this amount is fixed
for the duration of this determination).
71
|
| department of home-affairs-workplace-determination-2019.txt | 5186 | travel | in the employee’s home location, or is required to travel to a vessel located in the
employee’s home location which is scheduled for deployment, the department will
meet the cost of a one-way trip to a maximum value of $135.25 (this amount is fixed
for the duration of this determination).
71
ag501682 pr704682
sea-going commuted allowance
10.43
sea-going marine employees will receive a sea-going commuted allowance. this
allowance is paid in recognition of:
(a)
the special duties performed by the marine unit; and
(b)
the unique flexibilities and sometimes difficult working conditions associated
with the nature of marine unit operations.
10.44
the allowance is paid in lieu of any overtime, flex-time, time off in lieu, restricted
duty, other non-salary time related payments (e.g. shift penalties) contained in this
determination that would otherwise apply.
10.45 |
| department of home-affairs-workplace-determination-2019.txt | 5211 | overtime | the allowance is paid in lieu of any overtime, flex-time, time off in lieu, restricted
duty, other non-salary time related payments (e.g. shift penalties) contained in this
determination that would otherwise apply.
10.45
the sea-going commuted allowance will only be payable if a sea-going marine
employee maintains mandatory qualifications and required competencies, including
medical and fitness requirements, use of force permit (if applicable) and security
clearance. failure to maintain such standards may result in the cessation of the seagoing commuted allowance.
10.46
the allowance is payable for up to 195 duty days per financial year and is payable
for:
10.47
(a)
periods of work performing marine related duties;
(b)
employee-initiated training courses for a single continuous period not
exceeding 28 calendar days;
(c)
management-initiated training courses; |
| department of home-affairs-workplace-determination-2019.txt | 5419 | overtime | sea-going commuted allowance, overtime, shift penalty, and payments for restricted
duty or extra duty) do not apply whilst a sea-going marine employee is undertaking
employee-initiated training and in receipt of the marine training allowance.
ag501682 pr704687
marine unit engineer and deck officer cadet program
10.66
participants in the engineer cadet or deck officer cadet program will be
remunerated in accordance with the aps graduate classification.
marine accommodation allowance
10.67
for each night accommodated on board a sea-going vessel, employees will receive
marine accommodation allowance provided that the period accommodated on board
the vessel is not less than 24 hours. for the purpose of this clause, a night shall be
regarded as a period extending beyond midnight on any one day.
10.68
marine accommodation allowance is payable in recognition of the level of amenity
provided on sea-going vessels.
10.69
rate
$ per night
|
| department of home-affairs-workplace-determination-2019.txt | 5614 | overtime | the allowance is paid in lieu of any overtime, flex-time, time off in lieu or other
non-salary time related payments (e.g. shift penalties) contained in this
determination that would otherwise apply.
11.6
the composite surveillance allowance will be calculated as 50 per cent of the
employee’s annual salary for all duty performed in a designated nsu position. the
composite surveillance allowance is payable to nsu employees during:
11.7
(a)
annual leave utilised during periods of service as a nsu employee;
(b)
paid leave provided in accordance with the defence reserve service
(protection) act 2001; and
(c)
all other forms of leave up to a maximum of 10 days in any one financial year.
designated nsu employees performing surveillance duties within the team on a
temporary basis will be paid the allowance on a pro-rata basis based on the hours
of duty performed.
77
|
| department of home-affairs-workplace-determination-2019.txt | 5875 | overtime | overtime meal allowance (clause 3.55)
(b)
school holiday assistance (clause 5.29), or
(c)
motor vehicle allowance (clause 9.26).
‘executive level employee’ shall include, for the purposes of conferring
entitlements under this determination, employees engaged in medical officer,
senior legal officer, principal legal officer, public affairs officer 3 and senior
public affairs officer b and a positions.
81
ag501682 pr704682
a.14
82
‘family or household’ means :
(a)
a former or current partner, child, parent, grand-parent, grand-child or sibling
of the employee; or
(b) |
| department of home-affairs-workplace-determination-2019.txt | 6011 | maternity leave | salary payments including unpaid personal leave, unpaid maternity leave, purchased
leave and miscellaneous leave without pay.
83
ag501682 pr704682
attachment b – classification level and salary range
general salary table
for employees other than legal officers, public affairs officers, medical officers and
employees in training classifications
aps classification
level
determined annual
salary range
aps level 1
min
$42,419
$44,116
$45,439
max
$47,004 |
| Commcare enterprise-agreement-2016-19.txt | 47 | salary packaging | salary packaging
superannuation
higher duties allowance arrangements
travel
loss and damage to personal effects
overtime
restriction allowance
section d—leave arrangements
recognition and portability of leave
annual leave
purchased leave
career interval leave
personal/carer’s leave
compassionate leave
community service leave
invalidity retirement
war service sick leave
miscellaneous leave—with and without pay
leave for defence reserve service
maternity, adoption, foster carer’s and supporting partner leave
public holidays
long service leave
8
8
9
10
10
10 |
| Commcare enterprise-agreement-2016-19.txt | 50 | travel | travel
loss and damage to personal effects
overtime
restriction allowance
section d—leave arrangements
recognition and portability of leave
annual leave
purchased leave
career interval leave
personal/carer’s leave
compassionate leave
community service leave
invalidity retirement
war service sick leave
miscellaneous leave—with and without pay
leave for defence reserve service
maternity, adoption, foster carer’s and supporting partner leave
public holidays
long service leave
8
8
9
10
10
10
10
11
12 |
| Commcare enterprise-agreement-2016-19.txt | 52 | overtime | overtime
restriction allowance
section d—leave arrangements
recognition and portability of leave
annual leave
purchased leave
career interval leave
personal/carer’s leave
compassionate leave
community service leave
invalidity retirement
war service sick leave
miscellaneous leave—with and without pay
leave for defence reserve service
maternity, adoption, foster carer’s and supporting partner leave
public holidays
long service leave
8
8
9
10
10
10
10
11
12
12
13 |
| Commcare enterprise-agreement-2016-19.txt | 69 | long service leave | long service leave
8
8
9
10
10
10
10
11
12
12
13
14
14
14
15
15
15
17
17
17
18
18
18
19
20
21
|
| Commcare enterprise-agreement-2016-19.txt | 123 | health and wellbeing | section g—health and wellbeing
health and wellbeing reimbursement
employee assistance program (eap)
vaccinations
workplace responsibility allowance
dealing with local accommodation changes or building work
section h—separation
termination at employee’s initiative
payments on death
section i—redeployment and redundancy
coverage
retention periods
voluntary redundancy
attachment a—aps salary rates
legal advisers
graduate
trainee aps (administrative) salary rates
cadet aps salary rates
27
27
27
27
27
27
28 |
| Commcare enterprise-agreement-2016-19.txt | 124 | health and wellbeing reimbursement | health and wellbeing reimbursement
employee assistance program (eap)
vaccinations
workplace responsibility allowance
dealing with local accommodation changes or building work
section h—separation
termination at employee’s initiative
payments on death
section i—redeployment and redundancy
coverage
retention periods
voluntary redundancy
attachment a—aps salary rates
legal advisers
graduate
trainee aps (administrative) salary rates
cadet aps salary rates
27
27
27
27
27
27
28
28 |
| Commcare enterprise-agreement-2016-19.txt | 124 | health and wellbeing | health and wellbeing reimbursement
employee assistance program (eap)
vaccinations
workplace responsibility allowance
dealing with local accommodation changes or building work
section h—separation
termination at employee’s initiative
payments on death
section i—redeployment and redundancy
coverage
retention periods
voluntary redundancy
attachment a—aps salary rates
legal advisers
graduate
trainee aps (administrative) salary rates
cadet aps salary rates
27
27
27
27
27
27
28
28 |
| Commcare enterprise-agreement-2016-19.txt | 479 | parental leave | c) unpaid parental leave subject to the conditions under the fair work act
d) long service leave.
salary maintenance
45.
at the discretion of the chief executive officer, a person moving to comcare whose salary in his or her previous aps
agency exceeds the current maximum of the relevant classification level in this agreement, may be maintained on their
current salary until such time as his or her salary is absorbed by comcare pay increases.
8
salary advancement
46.
an employee will advance by one point within his or her classification level from 1 august in that year, where:
a) the employee is not already at the highest pay point for his or her classification level; and
b) the employee has completed all of the employee requirements of the performance and development framework (pdf);
and
c) the employee has performed duties at the employee’s substantive classification or above, within comcare, for an
aggregate of six months or more, or a shorter period determined by the chief executive officer on a case by case
basis, within the pdf cycle ending 30 june in that year; and
d) the employee achieved a minimum of a satisfactory performance rating at the end of the pdf cycle.
47.
subject to the approval of the chief executive officer, where an employee’s work performance and conduct has been
assessed at the highest rating of the pdf, the employee will advance by two pay points from 1 august in that year, subject
to the employee satisfying the other eligibility criteria set out in clause 46.
|
| Commcare enterprise-agreement-2016-19.txt | 480 | long service leave | d) long service leave.
salary maintenance
45.
at the discretion of the chief executive officer, a person moving to comcare whose salary in his or her previous aps
agency exceeds the current maximum of the relevant classification level in this agreement, may be maintained on their
current salary until such time as his or her salary is absorbed by comcare pay increases.
8
salary advancement
46.
an employee will advance by one point within his or her classification level from 1 august in that year, where:
a) the employee is not already at the highest pay point for his or her classification level; and
b) the employee has completed all of the employee requirements of the performance and development framework (pdf);
and
c) the employee has performed duties at the employee’s substantive classification or above, within comcare, for an
aggregate of six months or more, or a shorter period determined by the chief executive officer on a case by case
basis, within the pdf cycle ending 30 june in that year; and
d) the employee achieved a minimum of a satisfactory performance rating at the end of the pdf cycle.
47.
subject to the approval of the chief executive officer, where an employee’s work performance and conduct has been
assessed at the highest rating of the pdf, the employee will advance by two pay points from 1 august in that year, subject
to the employee satisfying the other eligibility criteria set out in clause 46.
48. |
| Commcare enterprise-agreement-2016-19.txt | 491 | salary advancement | salary advancement
46.
an employee will advance by one point within his or her classification level from 1 august in that year, where:
a) the employee is not already at the highest pay point for his or her classification level; and
b) the employee has completed all of the employee requirements of the performance and development framework (pdf);
and
c) the employee has performed duties at the employee’s substantive classification or above, within comcare, for an
aggregate of six months or more, or a shorter period determined by the chief executive officer on a case by case
basis, within the pdf cycle ending 30 june in that year; and
d) the employee achieved a minimum of a satisfactory performance rating at the end of the pdf cycle.
47.
subject to the approval of the chief executive officer, where an employee’s work performance and conduct has been
assessed at the highest rating of the pdf, the employee will advance by two pay points from 1 august in that year, subject
to the employee satisfying the other eligibility criteria set out in clause 46.
48.
where an employee received an unsatisfactory rating at the end of the pdf cycle ending 30 june in that year, and the
chief executive officer determines that the employee has subsequently attained and sustained a satisfactory standard of
performance, the employee would from that date, be eligible for salary advancement in accordance with clause 46.
graduates
49.
comcare graduates will commence within the graduate broadband. the salary will be set by the chief executive officer
having regard to the experience, qualifications, skills and pre-promotion salary of the employee.
|
| Commcare enterprise-agreement-2016-19.txt | 513 | salary advancement | performance, the employee would from that date, be eligible for salary advancement in accordance with clause 46.
graduates
49.
comcare graduates will commence within the graduate broadband. the salary will be set by the chief executive officer
having regard to the experience, qualifications, skills and pre-promotion salary of the employee.
50.
on successful completion of the graduate program the graduate will be advanced to the aps4 classification. the salary
of these employees will be the base point of the aps4 classification level unless the chief executive officer determines
otherwise.
trainee aps (administrative) and cadet aps
51.
employees recruited as trainee aps (administrative) will be paid in accordance with the tables in attachment a.
52.
upon successful completion of their training requirements, trainees will be allocated the classification of aps1 and paid at
the minimum salary point for that classification.
53.
employees recruited as cadet aps will be paid in accordance with the tables in attachment a. a book and equipment
allowance will be payable at the start of the academic year and at the commencement of the second semester. a full time
study allowance will be paid during periods of study leave without pay; this is in addition to any payment for time worked
during the academic year. a cadet aps employee will be advanced to the aps3 classification and paid at the minimum |
| Commcare enterprise-agreement-2016-19.txt | 541 | study leave | study allowance will be paid during periods of study leave without pay; this is in addition to any payment for time worked
during the academic year. a cadet aps employee will be advanced to the aps3 classification and paid at the minimum
salary point for that classification once their training has been satisfactorily completed.
supported salary payments for employees with a disability
54.
supported wage rates as set out in attachment b will apply to an employee with a disability who is eligible for
consideration under the supported wage system.
9
payment of salary
55.
the fortnightly rate of pay will be based on the following formula:
fortnightly pay = annual salary x 12
56.
313
employees will have their fortnightly salary paid in arrears by electronic funds transfer into an eligible financial institution
account of their choice.
salary packaging
57.
an employee may choose to sacrifice part of his or her salary for non-monetary benefits. |
| Commcare enterprise-agreement-2016-19.txt | 567 | salary packaging | salary packaging
57.
an employee may choose to sacrifice part of his or her salary for non-monetary benefits.
58.
any fringe benefits tax and administrative costs incurred as a result of the use of a salary packaging arrangement will be
met by the employee. an employee who participates in a salary sacrifice arrangement will have his or her salary for all
other purposes calculated as if the salary sacrifice arrangement had not been entered into.
superannuation
59.
the default fund for comcare is the public sector superannuation accumulation plan (pssap). the employer contribution
for pssap will be based on the employee’s fortnightly contribution salary. the amount of pssap employer contribution will
be 15.4 per cent.
60.
an employee may choose any approved superannuation fund as long as the fund can accept employer contributions
by electronic funds transfer using a file generated through the comcare payroll system. if an employee chooses a
superannuation fund other than pssap, the amount of the employer contribution will be equivalent to that applying to the
pssap. any fees associated with electronic funds transfer will be borne by comcare.
61.
for employees who take paid or unpaid parental leave (which includes maternity, maternal, adoption, foster carer’s
and supporting partner leave), employer contributions will be made for a period equal to a maximum of 52 weeks, in
accordance with the rules of the appropriate superannuation scheme. |
| Commcare enterprise-agreement-2016-19.txt | 574 | salary packaging | any fringe benefits tax and administrative costs incurred as a result of the use of a salary packaging arrangement will be
met by the employee. an employee who participates in a salary sacrifice arrangement will have his or her salary for all
other purposes calculated as if the salary sacrifice arrangement had not been entered into.
superannuation
59.
the default fund for comcare is the public sector superannuation accumulation plan (pssap). the employer contribution
for pssap will be based on the employee’s fortnightly contribution salary. the amount of pssap employer contribution will
be 15.4 per cent.
60.
an employee may choose any approved superannuation fund as long as the fund can accept employer contributions
by electronic funds transfer using a file generated through the comcare payroll system. if an employee chooses a
superannuation fund other than pssap, the amount of the employer contribution will be equivalent to that applying to the
pssap. any fees associated with electronic funds transfer will be borne by comcare.
61.
for employees who take paid or unpaid parental leave (which includes maternity, maternal, adoption, foster carer’s
and supporting partner leave), employer contributions will be made for a period equal to a maximum of 52 weeks, in
accordance with the rules of the appropriate superannuation scheme.
higher duties allowance arrangements
62.
where an employee is assigned, in writing, to temporarily perform duties of a higher classification higher duties allowance
will be paid. this would normally be paid at the base rate of the higher classification.
|
| Commcare enterprise-agreement-2016-19.txt | 594 | parental leave | for employees who take paid or unpaid parental leave (which includes maternity, maternal, adoption, foster carer’s
and supporting partner leave), employer contributions will be made for a period equal to a maximum of 52 weeks, in
accordance with the rules of the appropriate superannuation scheme.
higher duties allowance arrangements
62.
where an employee is assigned, in writing, to temporarily perform duties of a higher classification higher duties allowance
will be paid. this would normally be paid at the base rate of the higher classification.
63.
the chief executive officer may direct that the employee be paid a salary at a pay point above the base rate on the basis of
the employee’s relevant skills and experience, and previous periods of temporary performance.
recognition of service for hda purposes
64.
an employee will qualify for pay point advancement at a higher classification subject to the salary advancement rules,
clauses 46-48. where an employee has attained a higher pay point in accordance with clause 63, the employee will
retain that pay point for future duties at the higher classification level.
recognition of hda for pay point allocation on promotion
65.
subject to the service being recognised for higher duties allowance purposes in accordance with clause 64, an employee
who is promoted to a new classification level will have included, for the purpose of establishing eligibility for advancement
to the next higher pay point in the employee’s new classification, any previous period during which the employee was
directed, in writing, to perform duties of that higher (or a higher) classification temporarily, or its equivalent.
|
| Commcare enterprise-agreement-2016-19.txt | 612 | salary advancement | an employee will qualify for pay point advancement at a higher classification subject to the salary advancement rules,
clauses 46-48. where an employee has attained a higher pay point in accordance with clause 63, the employee will
retain that pay point for future duties at the higher classification level.
recognition of hda for pay point allocation on promotion
65.
subject to the service being recognised for higher duties allowance purposes in accordance with clause 64, an employee
who is promoted to a new classification level will have included, for the purpose of establishing eligibility for advancement
to the next higher pay point in the employee’s new classification, any previous period during which the employee was
directed, in writing, to perform duties of that higher (or a higher) classification temporarily, or its equivalent.
66.
further information can be found in comcare’s remuneration guidelines.
10
travel
67.
comcare’s arrangements for domestic and overseas travel on official duty are designed to ensure that employees are not
out of pocket for reasonable costs incurred for accommodation, meals and incidentals while travelling for work purposes.
68.
the flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements
will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid
where an employee is directed to travel outside the bandwidth.
69. |
| Commcare enterprise-agreement-2016-19.txt | 629 | travel | travel
67.
comcare’s arrangements for domestic and overseas travel on official duty are designed to ensure that employees are not
out of pocket for reasonable costs incurred for accommodation, meals and incidentals while travelling for work purposes.
68.
the flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements
will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid
where an employee is directed to travel outside the bandwidth.
69.
further information can be found in the comcare travel policy.
domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72. |
| Commcare enterprise-agreement-2016-19.txt | 632 | travel | comcare’s arrangements for domestic and overseas travel on official duty are designed to ensure that employees are not
out of pocket for reasonable costs incurred for accommodation, meals and incidentals while travelling for work purposes.
68.
the flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements
will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid
where an employee is directed to travel outside the bandwidth.
69.
further information can be found in the comcare travel policy.
domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be |
| Commcare enterprise-agreement-2016-19.txt | 633 | travel | out of pocket for reasonable costs incurred for accommodation, meals and incidentals while travelling for work purposes.
68.
the flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements
will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid
where an employee is directed to travel outside the bandwidth.
69.
further information can be found in the comcare travel policy.
domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding: |
| Commcare enterprise-agreement-2016-19.txt | 637 | travel | the flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements
will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid
where an employee is directed to travel outside the bandwidth.
69.
further information can be found in the comcare travel policy.
domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73. |
| Commcare enterprise-agreement-2016-19.txt | 637 | overtime | the flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements
will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid
where an employee is directed to travel outside the bandwidth.
69.
further information can be found in the comcare travel policy.
domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73. |
| Commcare enterprise-agreement-2016-19.txt | 638 | travel | will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid
where an employee is directed to travel outside the bandwidth.
69.
further information can be found in the comcare travel policy.
domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
|
| Commcare enterprise-agreement-2016-19.txt | 638 | overtime | will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid
where an employee is directed to travel outside the bandwidth.
69.
further information can be found in the comcare travel policy.
domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
|
| Commcare enterprise-agreement-2016-19.txt | 638 | bandwidth | will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid
where an employee is directed to travel outside the bandwidth.
69.
further information can be found in the comcare travel policy.
domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
|
| Commcare enterprise-agreement-2016-19.txt | 639 | travel | where an employee is directed to travel outside the bandwidth.
69.
further information can be found in the comcare travel policy.
domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by |
| Commcare enterprise-agreement-2016-19.txt | 639 | bandwidth | where an employee is directed to travel outside the bandwidth.
69.
further information can be found in the comcare travel policy.
domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by |
| Commcare enterprise-agreement-2016-19.txt | 643 | travel | further information can be found in the comcare travel policy.
domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by
comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare
travel policy.
reimbursement of fares |
| Commcare enterprise-agreement-2016-19.txt | 645 | travel | domestic travelling arrangements and allowances
70.
where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by
comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare
travel policy.
reimbursement of fares
74.
|
| Commcare enterprise-agreement-2016-19.txt | 648 | travel | where an employee is required to travel within australia for work purposes and stay away from home overnight,
reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or
reimbursed by comcare.
71.
the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be
reasonable for different locations within australia.
international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by
comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare
travel policy.
reimbursement of fares
74.
where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of
the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by
the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to |
| Commcare enterprise-agreement-2016-19.txt | 657 | travel | international travelling arrangements and allowances
72.
where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by
comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare
travel policy.
reimbursement of fares
74.
where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of
the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by
the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to
the reasonable travel costs incurred by the relative.
child and family care costs
75.
where an employee is directed to travel away from his or her normal location for business purposes, comcare will
reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care
arrangements made necessary as a result of this travel.
|
| Commcare enterprise-agreement-2016-19.txt | 660 | travel | where an employee is required to travel overseas on official business, the employee is entitled to use business class air
travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by
comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare
travel policy.
reimbursement of fares
74.
where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of
the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by
the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to
the reasonable travel costs incurred by the relative.
child and family care costs
75.
where an employee is directed to travel away from his or her normal location for business purposes, comcare will
reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care
arrangements made necessary as a result of this travel.
motor vehicle allowance
76.
|
| Commcare enterprise-agreement-2016-19.txt | 661 | travel | travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
entitled to a rest period not exceeding:
a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by
comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare
travel policy.
reimbursement of fares
74.
where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of
the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by
the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to
the reasonable travel costs incurred by the relative.
child and family care costs
75.
where an employee is directed to travel away from his or her normal location for business purposes, comcare will
reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care
arrangements made necessary as a result of this travel.
motor vehicle allowance
76.
where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or |
| Commcare enterprise-agreement-2016-19.txt | 663 | travel | a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or
b) 24 hours in any other case.
73.
where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by
comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare
travel policy.
reimbursement of fares
74.
where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of
the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by
the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to
the reasonable travel costs incurred by the relative.
child and family care costs
75.
where an employee is directed to travel away from his or her normal location for business purposes, comcare will
reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care
arrangements made necessary as a result of this travel.
motor vehicle allowance
76.
where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or
her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per
kilometer, capped at the cost of the lowest practical fare of the day of travel. |
| Commcare enterprise-agreement-2016-19.txt | 668 | travel | where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by
comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare
travel policy.
reimbursement of fares
74.
where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of
the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by
the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to
the reasonable travel costs incurred by the relative.
child and family care costs
75.
where an employee is directed to travel away from his or her normal location for business purposes, comcare will
reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care
arrangements made necessary as a result of this travel.
motor vehicle allowance
76.
where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or
her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per
kilometer, capped at the cost of the lowest practical fare of the day of travel.
11
relocation assistance
77. |
| Commcare enterprise-agreement-2016-19.txt | 670 | travel | travel policy.
reimbursement of fares
74.
where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of
the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by
the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to
the reasonable travel costs incurred by the relative.
child and family care costs
75.
where an employee is directed to travel away from his or her normal location for business purposes, comcare will
reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care
arrangements made necessary as a result of this travel.
motor vehicle allowance
76.
where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or
her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per
kilometer, capped at the cost of the lowest practical fare of the day of travel.
11
relocation assistance
77.
where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less, |
| Commcare enterprise-agreement-2016-19.txt | 675 | travel | where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of
the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by
the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to
the reasonable travel costs incurred by the relative.
child and family care costs
75.
where an employee is directed to travel away from his or her normal location for business purposes, comcare will
reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care
arrangements made necessary as a result of this travel.
motor vehicle allowance
76.
where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or
her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per
kilometer, capped at the cost of the lowest practical fare of the day of travel.
11
relocation assistance
77.
where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less,
the provisions of clauses 70 to 76 will apply.
78.
where an employee is required to work in a different geographic location for a period in excess of three weeks from |
| Commcare enterprise-agreement-2016-19.txt | 676 | travel | the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by
the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to
the reasonable travel costs incurred by the relative.
child and family care costs
75.
where an employee is directed to travel away from his or her normal location for business purposes, comcare will
reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care
arrangements made necessary as a result of this travel.
motor vehicle allowance
76.
where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or
her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per
kilometer, capped at the cost of the lowest practical fare of the day of travel.
11
relocation assistance
77.
where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less,
the provisions of clauses 70 to 76 will apply.
78.
where an employee is required to work in a different geographic location for a period in excess of three weeks from
the day on which he or she commences work at the new location, the chief executive officer will determine a package |
| Commcare enterprise-agreement-2016-19.txt | 678 | travel | the reasonable travel costs incurred by the relative.
child and family care costs
75.
where an employee is directed to travel away from his or her normal location for business purposes, comcare will
reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care
arrangements made necessary as a result of this travel.
motor vehicle allowance
76.
where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or
her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per
kilometer, capped at the cost of the lowest practical fare of the day of travel.
11
relocation assistance
77.
where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less,
the provisions of clauses 70 to 76 will apply.
78.
where an employee is required to work in a different geographic location for a period in excess of three weeks from
the day on which he or she commences work at the new location, the chief executive officer will determine a package
of assistance, following discussion with the employee, to meet reasonable additional costs incurred as a result of the
employee being relocated. |
| Commcare enterprise-agreement-2016-19.txt | 683 | travel | where an employee is directed to travel away from his or her normal location for business purposes, comcare will
reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care
arrangements made necessary as a result of this travel.
motor vehicle allowance
76.
where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or
her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per
kilometer, capped at the cost of the lowest practical fare of the day of travel.
11
relocation assistance
77.
where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less,
the provisions of clauses 70 to 76 will apply.
78.
where an employee is required to work in a different geographic location for a period in excess of three weeks from
the day on which he or she commences work at the new location, the chief executive officer will determine a package
of assistance, following discussion with the employee, to meet reasonable additional costs incurred as a result of the
employee being relocated.
loss and damage to personal effects
79.
the chief executive officer may reimburse an employee for loss or damage to clothing or personal effects that are incurred |
| Commcare enterprise-agreement-2016-19.txt | 685 | travel | arrangements made necessary as a result of this travel.
motor vehicle allowance
76.
where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or
her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per
kilometer, capped at the cost of the lowest practical fare of the day of travel.
11
relocation assistance
77.
where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less,
the provisions of clauses 70 to 76 will apply.
78.
where an employee is required to work in a different geographic location for a period in excess of three weeks from
the day on which he or she commences work at the new location, the chief executive officer will determine a package
of assistance, following discussion with the employee, to meet reasonable additional costs incurred as a result of the
employee being relocated.
loss and damage to personal effects
79.
the chief executive officer may reimburse an employee for loss or damage to clothing or personal effects that are incurred
in the course of his or her work.
|
| Commcare enterprise-agreement-2016-19.txt | 692 | travel | kilometer, capped at the cost of the lowest practical fare of the day of travel.
11
relocation assistance
77.
where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less,
the provisions of clauses 70 to 76 will apply.
78.
where an employee is required to work in a different geographic location for a period in excess of three weeks from
the day on which he or she commences work at the new location, the chief executive officer will determine a package
of assistance, following discussion with the employee, to meet reasonable additional costs incurred as a result of the
employee being relocated.
loss and damage to personal effects
79.
the chief executive officer may reimburse an employee for loss or damage to clothing or personal effects that are incurred
in the course of his or her work.
overtime
80.
the flexible working hours provisions of this agreement will normally be used to meet operational requirements within the
bandwidth specified in clause 211.
81. |
| Commcare enterprise-agreement-2016-19.txt | 715 | overtime | overtime
80.
the flexible working hours provisions of this agreement will normally be used to meet operational requirements within the
bandwidth specified in clause 211.
81.
an executive level employee is not eligible for overtime unless this is approved by the chief executive officer.
82.
overtime is only payable for work performed at the direction of the chief executive officer outside the business hours
specified at clause 205.
83.
for part-time employees overtime is payable for work performed at the direction of management in excess of the
employee’s agreed or specified hours of work.
84.
overtime will be paid at the following rates:
>
>
monday to saturday
–
|
| Commcare enterprise-agreement-2016-19.txt | 719 | bandwidth | bandwidth specified in clause 211.
81.
an executive level employee is not eligible for overtime unless this is approved by the chief executive officer.
82.
overtime is only payable for work performed at the direction of the chief executive officer outside the business hours
specified at clause 205.
83.
for part-time employees overtime is payable for work performed at the direction of management in excess of the
employee’s agreed or specified hours of work.
84.
overtime will be paid at the following rates:
>
>
monday to saturday
–
time and one half for the first three hours
–
|
| Commcare enterprise-agreement-2016-19.txt | 723 | overtime | an executive level employee is not eligible for overtime unless this is approved by the chief executive officer.
82.
overtime is only payable for work performed at the direction of the chief executive officer outside the business hours
specified at clause 205.
83.
for part-time employees overtime is payable for work performed at the direction of management in excess of the
employee’s agreed or specified hours of work.
84.
overtime will be paid at the following rates:
>
>
monday to saturday
–
time and one half for the first three hours
–
double time after the first three hours
public holidays
– |
| Commcare enterprise-agreement-2016-19.txt | 727 | overtime | overtime is only payable for work performed at the direction of the chief executive officer outside the business hours
specified at clause 205.
83.
for part-time employees overtime is payable for work performed at the direction of management in excess of the
employee’s agreed or specified hours of work.
84.
overtime will be paid at the following rates:
>
>
monday to saturday
–
time and one half for the first three hours
–
double time after the first three hours
public holidays
–
>
sunday |
| Commcare enterprise-agreement-2016-19.txt | 732 | overtime | for part-time employees overtime is payable for work performed at the direction of management in excess of the
employee’s agreed or specified hours of work.
84.
overtime will be paid at the following rates:
>
>
monday to saturday
–
time and one half for the first three hours
–
double time after the first three hours
public holidays
–
>
sunday
–
85.
double time and one half which includes any payment for the employee’s ordinary hours on the public holiday |
| Commcare enterprise-agreement-2016-19.txt | 737 | overtime | overtime will be paid at the following rates:
>
>
monday to saturday
–
time and one half for the first three hours
–
double time after the first three hours
public holidays
–
>
sunday
–
85.
double time and one half which includes any payment for the employee’s ordinary hours on the public holiday
double time.
at an employee’s request, and with the agreement of the employee’s manager, overtime entitlements can be taken as time
off in lieu of an overtime payment. time off in lieu will be calculated based on the overtime rates at clause 84 and will be
recorded in accordance with clauses 207 and 208. |
| Commcare enterprise-agreement-2016-19.txt | 764 | overtime | at an employee’s request, and with the agreement of the employee’s manager, overtime entitlements can be taken as time
off in lieu of an overtime payment. time off in lieu will be calculated based on the overtime rates at clause 84 and will be
recorded in accordance with clauses 207 and 208.
child and family care costs incurred by overtime
86.
where an employee is directed to work overtime with less than 24 hours’ notice, comcare will reimburse reasonable
expenses arising from additional child or other domestic care arrangements made necessary as a result of this overtime.
rest relief after overtime
87.
where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before
recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements,
the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break
from work.
12
emergency overtime
88.
where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours
specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
|
| Commcare enterprise-agreement-2016-19.txt | 765 | overtime | off in lieu of an overtime payment. time off in lieu will be calculated based on the overtime rates at clause 84 and will be
recorded in accordance with clauses 207 and 208.
child and family care costs incurred by overtime
86.
where an employee is directed to work overtime with less than 24 hours’ notice, comcare will reimburse reasonable
expenses arising from additional child or other domestic care arrangements made necessary as a result of this overtime.
rest relief after overtime
87.
where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before
recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements,
the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break
from work.
12
emergency overtime
88.
where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours
specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the |
| Commcare enterprise-agreement-2016-19.txt | 768 | overtime | child and family care costs incurred by overtime
86.
where an employee is directed to work overtime with less than 24 hours’ notice, comcare will reimburse reasonable
expenses arising from additional child or other domestic care arrangements made necessary as a result of this overtime.
rest relief after overtime
87.
where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before
recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements,
the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break
from work.
12
emergency overtime
88.
where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours
specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
|
| Commcare enterprise-agreement-2016-19.txt | 771 | overtime | where an employee is directed to work overtime with less than 24 hours’ notice, comcare will reimburse reasonable
expenses arising from additional child or other domestic care arrangements made necessary as a result of this overtime.
rest relief after overtime
87.
where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before
recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements,
the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break
from work.
12
emergency overtime
88.
where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours
specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
|
| Commcare enterprise-agreement-2016-19.txt | 772 | overtime | expenses arising from additional child or other domestic care arrangements made necessary as a result of this overtime.
rest relief after overtime
87.
where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before
recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements,
the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break
from work.
12
emergency overtime
88.
where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours
specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside |
| Commcare enterprise-agreement-2016-19.txt | 774 | overtime | rest relief after overtime
87.
where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before
recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements,
the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break
from work.
12
emergency overtime
88.
where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours
specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
|
| Commcare enterprise-agreement-2016-19.txt | 777 | travel | where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before
recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements,
the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break
from work.
12
emergency overtime
88.
where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours
specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
91.
where the chief executive officer directs an executive level employee to be contactable and available to work for a |
| Commcare enterprise-agreement-2016-19.txt | 777 | overtime | where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before
recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements,
the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break
from work.
12
emergency overtime
88.
where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours
specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
91.
where the chief executive officer directs an executive level employee to be contactable and available to work for a |
| Commcare enterprise-agreement-2016-19.txt | 779 | overtime | the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break
from work.
12
emergency overtime
88.
where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours
specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
91.
where the chief executive officer directs an executive level employee to be contactable and available to work for a
specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction
allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level. |
| Commcare enterprise-agreement-2016-19.txt | 784 | overtime | emergency overtime
88.
where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours
specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
91.
where the chief executive officer directs an executive level employee to be contactable and available to work for a
specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction
allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level.
92.
payment will be based on a rate of:
a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday |
| Commcare enterprise-agreement-2016-19.txt | 787 | bandwidth | where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours
specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
91.
where the chief executive officer directs an executive level employee to be contactable and available to work for a
specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction
allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level.
92.
payment will be based on a rate of:
a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday
b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends
c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays.
|
| Commcare enterprise-agreement-2016-19.txt | 788 | overtime | specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will
include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
91.
where the chief executive officer directs an executive level employee to be contactable and available to work for a
specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction
allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level.
92.
payment will be based on a rate of:
a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday
b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends
c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays.
93. |
| Commcare enterprise-agreement-2016-19.txt | 789 | travel | include any time necessarily spent in travelling to and from the work site.
minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
91.
where the chief executive officer directs an executive level employee to be contactable and available to work for a
specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction
allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level.
92.
payment will be based on a rate of:
a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday
b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends
c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays.
93.
|
| Commcare enterprise-agreement-2016-19.txt | 791 | overtime | minimum payments for overtime requiring a return to duty
89.
where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
91.
where the chief executive officer directs an executive level employee to be contactable and available to work for a
specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction
allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level.
92.
payment will be based on a rate of:
a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday
b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends
c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays.
93.
an employee is not paid restriction allowance during a period in which they are in receipt of overtime payment.
|
| Commcare enterprise-agreement-2016-19.txt | 794 | overtime | where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
91.
where the chief executive officer directs an executive level employee to be contactable and available to work for a
specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction
allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level.
92.
payment will be based on a rate of:
a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday
b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends
c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays.
93.
an employee is not paid restriction allowance during a period in which they are in receipt of overtime payment.
94.
notwithstanding anything else in this agreement, the minimum overtime for an employee who would otherwise be paid a |
| Commcare enterprise-agreement-2016-19.txt | 795 | overtime | minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to
overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
91.
where the chief executive officer directs an executive level employee to be contactable and available to work for a
specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction
allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level.
92.
payment will be based on a rate of:
a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday
b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends
c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays.
93.
an employee is not paid restriction allowance during a period in which they are in receipt of overtime payment.
94.
notwithstanding anything else in this agreement, the minimum overtime for an employee who would otherwise be paid a
restriction allowance but for the overtime is: |
| Commcare enterprise-agreement-2016-19.txt | 796 | overtime | overtime that is in association with payment of restriction allowance.
restriction allowance
90.
where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
91.
where the chief executive officer directs an executive level employee to be contactable and available to work for a
specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction
allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level.
92.
payment will be based on a rate of:
a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday
b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends
c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays.
93.
an employee is not paid restriction allowance during a period in which they are in receipt of overtime payment.
94.
notwithstanding anything else in this agreement, the minimum overtime for an employee who would otherwise be paid a
restriction allowance but for the overtime is:
a) one hour at the overtime rates set out in clause 84 where the employee is not required to attend the workplace |
| Commcare enterprise-agreement-2016-19.txt | 819 | overtime | an employee is not paid restriction allowance during a period in which they are in receipt of overtime payment.
94.
notwithstanding anything else in this agreement, the minimum overtime for an employee who would otherwise be paid a
restriction allowance but for the overtime is:
a) one hour at the overtime rates set out in clause 84 where the employee is not required to attend the workplace
b) three hours at the overtime rates set out in clause 84 where the employee is required to attend the workplace or
another location.
95.
further information can be found in comcare’s restriction guidelines.
13
section d—leave arrangements
recognition and portability of leave
96.
where an employee joins comcare from an employer staffed under the public service act, the parliamentary service
act 1999 or from the act government service, accrued annual leave and personal/carer’s leave (however described) will
be transferred or recognised, provided there is no break in continuity of service. an employee who on commencement
would have a personal/carer’s leave credit less than 10 days through this provision will have their personal/carer’s leave
balance adjusted to 10 days.
97.
prior service with organisations where the employee was previously employed under the public service act 1999, the
parliamentary service act 1999, or from the act government service where there has been a break in service, may be |
| Commcare enterprise-agreement-2016-19.txt | 823 | overtime | notwithstanding anything else in this agreement, the minimum overtime for an employee who would otherwise be paid a
restriction allowance but for the overtime is:
a) one hour at the overtime rates set out in clause 84 where the employee is not required to attend the workplace
b) three hours at the overtime rates set out in clause 84 where the employee is required to attend the workplace or
another location.
95.
further information can be found in comcare’s restriction guidelines.
13
section d—leave arrangements
recognition and portability of leave
96.
where an employee joins comcare from an employer staffed under the public service act, the parliamentary service
act 1999 or from the act government service, accrued annual leave and personal/carer’s leave (however described) will
be transferred or recognised, provided there is no break in continuity of service. an employee who on commencement
would have a personal/carer’s leave credit less than 10 days through this provision will have their personal/carer’s leave
balance adjusted to 10 days.
97.
prior service with organisations where the employee was previously employed under the public service act 1999, the
parliamentary service act 1999, or from the act government service where there has been a break in service, may be
recognised for personal leave purposes if the break in service is not more than two calendar months.
annual leave
98. |
| Commcare enterprise-agreement-2016-19.txt | 824 | overtime | restriction allowance but for the overtime is:
a) one hour at the overtime rates set out in clause 84 where the employee is not required to attend the workplace
b) three hours at the overtime rates set out in clause 84 where the employee is required to attend the workplace or
another location.
95.
further information can be found in comcare’s restriction guidelines.
13
section d—leave arrangements
recognition and portability of leave
96.
where an employee joins comcare from an employer staffed under the public service act, the parliamentary service
act 1999 or from the act government service, accrued annual leave and personal/carer’s leave (however described) will
be transferred or recognised, provided there is no break in continuity of service. an employee who on commencement
would have a personal/carer’s leave credit less than 10 days through this provision will have their personal/carer’s leave
balance adjusted to 10 days.
97.
prior service with organisations where the employee was previously employed under the public service act 1999, the
parliamentary service act 1999, or from the act government service where there has been a break in service, may be
recognised for personal leave purposes if the break in service is not more than two calendar months.
annual leave
98.
|
| Commcare enterprise-agreement-2016-19.txt | 825 | overtime | a) one hour at the overtime rates set out in clause 84 where the employee is not required to attend the workplace
b) three hours at the overtime rates set out in clause 84 where the employee is required to attend the workplace or
another location.
95.
further information can be found in comcare’s restriction guidelines.
13
section d—leave arrangements
recognition and portability of leave
96.
where an employee joins comcare from an employer staffed under the public service act, the parliamentary service
act 1999 or from the act government service, accrued annual leave and personal/carer’s leave (however described) will
be transferred or recognised, provided there is no break in continuity of service. an employee who on commencement
would have a personal/carer’s leave credit less than 10 days through this provision will have their personal/carer’s leave
balance adjusted to 10 days.
97.
prior service with organisations where the employee was previously employed under the public service act 1999, the
parliamentary service act 1999, or from the act government service where there has been a break in service, may be
recognised for personal leave purposes if the break in service is not more than two calendar months.
annual leave
98.
a full-time employee is entitled to 20 working days paid annual leave for each completed year of service, accruing daily |
| Commcare enterprise-agreement-2016-19.txt | 826 | overtime | b) three hours at the overtime rates set out in clause 84 where the employee is required to attend the workplace or
another location.
95.
further information can be found in comcare’s restriction guidelines.
13
section d—leave arrangements
recognition and portability of leave
96.
where an employee joins comcare from an employer staffed under the public service act, the parliamentary service
act 1999 or from the act government service, accrued annual leave and personal/carer’s leave (however described) will
be transferred or recognised, provided there is no break in continuity of service. an employee who on commencement
would have a personal/carer’s leave credit less than 10 days through this provision will have their personal/carer’s leave
balance adjusted to 10 days.
97.
prior service with organisations where the employee was previously employed under the public service act 1999, the
parliamentary service act 1999, or from the act government service where there has been a break in service, may be
recognised for personal leave purposes if the break in service is not more than two calendar months.
annual leave
98.
a full-time employee is entitled to 20 working days paid annual leave for each completed year of service, accruing daily
and credited daily. |
| Commcare enterprise-agreement-2016-19.txt | 913 | professional development | which the leave is used, i.e. for personal sabbatical or professional development sabbatical.
116. further information can be found in comcare’s career interval leave guidelines.
personal/carer’s leave
117. personal/carer’s leave is cumulative but will not be paid out on separation. personal/carer’s leave counts as service for all
purposes and is credited in advance of the accrual period.
15
personal/carer’s leave credits
118. ongoing employees who have not retained any personal/carer’s leave credits under clauses 96 or 97 are entitled to a
credit of 20 paid days (or the part time equivalent) personal/carer’s leave on commencement and 20 days annually
thereafter credited annually on their service anniversary date.
119. where an ongoing employee has retained personal/carer’s leave credits under clauses 96 or 97, the employee is credited
with 20 days personal/carer’s leave credits 12 months after they last received personal/carer’s leave credits with the
employee’s previous employer and then an additional 20 days credits annually.
120. a non-ongoing employee will, during the first 12 months of service, accrue two days personal/carer’s leave credit on
commencement, and one and a half days per month of employment after that. this leave accrues progressively and
is credited monthly at the beginning of each month. after 12 months of continuous service, the provisions for ongoing
employees will apply.
121. an employee who receives compensation under the safety rehabilitation and compensation act 1988 for more than 45
weeks accrues personal/carer’s leave credits on a pro-rata basis based on the hours worked.
122. where during an accrual period an employee has been absent, on leave without pay which does not count as service, for
more than 30 calendar days, the employee’s next accrual is deferred by one day for each day’s absence inclusive of the
initial 30 days.
access to personal/carer’s leave
123. paid personal/carer’s leave shall be available to an employee when he or she is absent:
(i) due to personal illness or injury
(ii) for the purposes of providing care or support to a member of the employee’s immediate family, or a member of the |
| Commcare enterprise-agreement-2016-19.txt | 970 | long service leave | long service leave.
compassionate leave
132. an employee is entitled to per occasion:
(i) two days paid compassionate leave to spend time with an immediate family or household member who is suffering
from a life threatening illness or injury; and
(ii) three days paid compassionate leave following the death of an immediate family or household member.
community service leave
133. an employee is entitled to leave for the purposes of engaging in eligible community service activities including jury service
and voluntary emergency management activities as defined in the fair work act 2009 (s109).
134. employees who are members of a state emergency service, firefighting service, search and rescue unit or volunteer
organisation that responds to an emergency call by an appropriate authority are able to access paid leave for that purpose
including rest and recuperation time after such duty. employees may be required to provide supporting documentation.
leave with pay will be granted for any period of jury service.
135. employees will be entitled to unpaid leave to undertake emergency service duties for purposes of training and ceremonial
duties.
136. employees must provide reasonable notice and may be required to provide supporting documentation.
employee access to personal/carers, compassionate or community service
leave while on annual leave or long service leave.
137. an employee may apply for paid leave for personal/carer’s, compassionate or community service purposes for any period
while on annual leave or long service leave. subject to the provision of appropriate documentary evidence, this leave may
be granted to the employee. a reduction of annual leave or long service leave credit for the employee for a period of the
personal/carer’s, compassionate or community service leave granted under this clause will be re-credited.
invalidity retirement
138. an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s personal/
carer’s leave credit is exhausted except as otherwise provided by legislation.
139. if a person, after retirement on invalidity grounds, is re-engaged because of action taken under section 75 of the |
| Commcare enterprise-agreement-2016-19.txt | 990 | long service leave | leave while on annual leave or long service leave.
137. an employee may apply for paid leave for personal/carer’s, compassionate or community service purposes for any period
while on annual leave or long service leave. subject to the provision of appropriate documentary evidence, this leave may
be granted to the employee. a reduction of annual leave or long service leave credit for the employee for a period of the
personal/carer’s, compassionate or community service leave granted under this clause will be re-credited.
invalidity retirement
138. an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s personal/
carer’s leave credit is exhausted except as otherwise provided by legislation.
139. if a person, after retirement on invalidity grounds, is re-engaged because of action taken under section 75 of the
superannuation act 1976, the person will be credited on re-engagement with the personal/carer’s leave at his or her credit
immediately before the termination of his or her employment.
17
war service sick leave
140. employees may be eligible to be granted war service sick leave while unfit for duty because of a war or defence caused
condition.
141. a war-caused condition means an injury or disease of an employee that has been determined under the relevant
legislation to be war-caused or defence-caused.
142. eligible employees will accrue a special credit of nine weeks on commencement in the aps and an annual credit of three
weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks.
143. further information can be found in comcare’s leave guidelines.
miscellaneous leave—with and without pay
144. an employee may access miscellaneous leave with pay for:
a) up to two days per calendar year to take part in activities associated with their culture, religion or ethnicity;
b) up to two days per calendar year to undertake volunteer work with a registered community organisation or school.
145. in addition to the circumstances described in clause 144, miscellaneous leave may be granted as determined by the chief
executive officer: |
| Commcare enterprise-agreement-2016-19.txt | 992 | long service leave | while on annual leave or long service leave. subject to the provision of appropriate documentary evidence, this leave may
be granted to the employee. a reduction of annual leave or long service leave credit for the employee for a period of the
personal/carer’s, compassionate or community service leave granted under this clause will be re-credited.
invalidity retirement
138. an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s personal/
carer’s leave credit is exhausted except as otherwise provided by legislation.
139. if a person, after retirement on invalidity grounds, is re-engaged because of action taken under section 75 of the
superannuation act 1976, the person will be credited on re-engagement with the personal/carer’s leave at his or her credit
immediately before the termination of his or her employment.
17
war service sick leave
140. employees may be eligible to be granted war service sick leave while unfit for duty because of a war or defence caused
condition.
141. a war-caused condition means an injury or disease of an employee that has been determined under the relevant
legislation to be war-caused or defence-caused.
142. eligible employees will accrue a special credit of nine weeks on commencement in the aps and an annual credit of three
weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks.
143. further information can be found in comcare’s leave guidelines.
miscellaneous leave—with and without pay
144. an employee may access miscellaneous leave with pay for:
a) up to two days per calendar year to take part in activities associated with their culture, religion or ethnicity;
b) up to two days per calendar year to undertake volunteer work with a registered community organisation or school.
145. in addition to the circumstances described in clause 144, miscellaneous leave may be granted as determined by the chief
executive officer:
a) for the period requested or for another period
b) with or without pay |
| Commcare enterprise-agreement-2016-19.txt | 993 | long service leave | be granted to the employee. a reduction of annual leave or long service leave credit for the employee for a period of the
personal/carer’s, compassionate or community service leave granted under this clause will be re-credited.
invalidity retirement
138. an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s personal/
carer’s leave credit is exhausted except as otherwise provided by legislation.
139. if a person, after retirement on invalidity grounds, is re-engaged because of action taken under section 75 of the
superannuation act 1976, the person will be credited on re-engagement with the personal/carer’s leave at his or her credit
immediately before the termination of his or her employment.
17
war service sick leave
140. employees may be eligible to be granted war service sick leave while unfit for duty because of a war or defence caused
condition.
141. a war-caused condition means an injury or disease of an employee that has been determined under the relevant
legislation to be war-caused or defence-caused.
142. eligible employees will accrue a special credit of nine weeks on commencement in the aps and an annual credit of three
weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks.
143. further information can be found in comcare’s leave guidelines.
miscellaneous leave—with and without pay
144. an employee may access miscellaneous leave with pay for:
a) up to two days per calendar year to take part in activities associated with their culture, religion or ethnicity;
b) up to two days per calendar year to undertake volunteer work with a registered community organisation or school.
145. in addition to the circumstances described in clause 144, miscellaneous leave may be granted as determined by the chief
executive officer:
a) for the period requested or for another period
b) with or without pay
c) if the leave is without pay, to count as service or not count as service |
| Commcare enterprise-agreement-2016-19.txt | 1041 | long service leave | leave, long service leave or flex leave for defence reserve purposes.
18
maternity, adoption, foster carer’s and supporting
partner leave
maternity and maternal leave
153. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees)
act 1973 (maternity leave act).
154. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal
leave, to be taken immediately following the first 12 weeks of maternity leave.
adoption leave
155. an employee is entitled to up to 14 weeks paid adoption leave where:
a) the employee has at least 12 months continuous service in the aps; and
b) the employee is the primary caregiver for the adopted child; and
c) the child has not lived with the employee for a continuous period of six months or more prior to the day of placement,
or the proposed day of placement, of the child; and
d) the child is not a child or step child of the employee or the employee’s partner, unless that child has not been in the
custody and care of the employee or the employee’s partner for a significant period; and
e) documentary evidence of approval for adoption must be submitted when applying for leave.
156. adoption leave is available from one week prior to the date of placement of a child and must be taken within eight weeks of
the child being adopted. adoption leave with pay counts as service for all purposes.
157. further information can be found in comcare’s leave guidelines.
foster carer’s leave
158. the provisions of clause 155 and 156 will also apply to long term (more than 12 months) formal fostering arrangements.
access to maternity, adoption, and foster carer’s leave
159. employees who are eligible for paid maternity, maternal, adoption, and foster carer’s leave may elect to have the payment |
| Commcare enterprise-agreement-2016-19.txt | 1048 | maternity leave | 153. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees)
act 1973 (maternity leave act).
154. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal
leave, to be taken immediately following the first 12 weeks of maternity leave.
adoption leave
155. an employee is entitled to up to 14 weeks paid adoption leave where:
a) the employee has at least 12 months continuous service in the aps; and
b) the employee is the primary caregiver for the adopted child; and
c) the child has not lived with the employee for a continuous period of six months or more prior to the day of placement,
or the proposed day of placement, of the child; and
d) the child is not a child or step child of the employee or the employee’s partner, unless that child has not been in the
custody and care of the employee or the employee’s partner for a significant period; and
e) documentary evidence of approval for adoption must be submitted when applying for leave.
156. adoption leave is available from one week prior to the date of placement of a child and must be taken within eight weeks of
the child being adopted. adoption leave with pay counts as service for all purposes.
157. further information can be found in comcare’s leave guidelines.
foster carer’s leave
158. the provisions of clause 155 and 156 will also apply to long term (more than 12 months) formal fostering arrangements.
access to maternity, adoption, and foster carer’s leave
159. employees who are eligible for paid maternity, maternal, adoption, and foster carer’s leave may elect to have the payment
spread over a period of up to 28 weeks at half normal salary. where payment is spread over a greater period, only the first
14 weeks of the leave period will count as service.
160. an employee is unable to access personal leave while on these types of leave.
161. where one of these types of leave is taken over a period that includes public holidays or christmas shutdown, the leave is
inclusive of those days. the leave will not be extended by the equivalent amount of those days.
162. where an employee returns to work after a period of maternity, maternal, parental, adoption or foster carer’s leave, the
employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s |
| Commcare enterprise-agreement-2016-19.txt | 1049 | maternity leave | act 1973 (maternity leave act).
154. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal
leave, to be taken immediately following the first 12 weeks of maternity leave.
adoption leave
155. an employee is entitled to up to 14 weeks paid adoption leave where:
a) the employee has at least 12 months continuous service in the aps; and
b) the employee is the primary caregiver for the adopted child; and
c) the child has not lived with the employee for a continuous period of six months or more prior to the day of placement,
or the proposed day of placement, of the child; and
d) the child is not a child or step child of the employee or the employee’s partner, unless that child has not been in the
custody and care of the employee or the employee’s partner for a significant period; and
e) documentary evidence of approval for adoption must be submitted when applying for leave.
156. adoption leave is available from one week prior to the date of placement of a child and must be taken within eight weeks of
the child being adopted. adoption leave with pay counts as service for all purposes.
157. further information can be found in comcare’s leave guidelines.
foster carer’s leave
158. the provisions of clause 155 and 156 will also apply to long term (more than 12 months) formal fostering arrangements.
access to maternity, adoption, and foster carer’s leave
159. employees who are eligible for paid maternity, maternal, adoption, and foster carer’s leave may elect to have the payment
spread over a period of up to 28 weeks at half normal salary. where payment is spread over a greater period, only the first
14 weeks of the leave period will count as service.
160. an employee is unable to access personal leave while on these types of leave.
161. where one of these types of leave is taken over a period that includes public holidays or christmas shutdown, the leave is
inclusive of those days. the leave will not be extended by the equivalent amount of those days.
162. where an employee returns to work after a period of maternity, maternal, parental, adoption or foster carer’s leave, the
employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s
skills and classification. |
| Commcare enterprise-agreement-2016-19.txt | 1050 | maternity leave | 154. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal
leave, to be taken immediately following the first 12 weeks of maternity leave.
adoption leave
155. an employee is entitled to up to 14 weeks paid adoption leave where:
a) the employee has at least 12 months continuous service in the aps; and
b) the employee is the primary caregiver for the adopted child; and
c) the child has not lived with the employee for a continuous period of six months or more prior to the day of placement,
or the proposed day of placement, of the child; and
d) the child is not a child or step child of the employee or the employee’s partner, unless that child has not been in the
custody and care of the employee or the employee’s partner for a significant period; and
e) documentary evidence of approval for adoption must be submitted when applying for leave.
156. adoption leave is available from one week prior to the date of placement of a child and must be taken within eight weeks of
the child being adopted. adoption leave with pay counts as service for all purposes.
157. further information can be found in comcare’s leave guidelines.
foster carer’s leave
158. the provisions of clause 155 and 156 will also apply to long term (more than 12 months) formal fostering arrangements.
access to maternity, adoption, and foster carer’s leave
159. employees who are eligible for paid maternity, maternal, adoption, and foster carer’s leave may elect to have the payment
spread over a period of up to 28 weeks at half normal salary. where payment is spread over a greater period, only the first
14 weeks of the leave period will count as service.
160. an employee is unable to access personal leave while on these types of leave.
161. where one of these types of leave is taken over a period that includes public holidays or christmas shutdown, the leave is
inclusive of those days. the leave will not be extended by the equivalent amount of those days.
162. where an employee returns to work after a period of maternity, maternal, parental, adoption or foster carer’s leave, the
employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s
skills and classification.
163. in accordance with the fw act, an employee returning to work from parental leave types, may request flexible working |
| Commcare enterprise-agreement-2016-19.txt | 1051 | maternity leave | leave, to be taken immediately following the first 12 weeks of maternity leave.
adoption leave
155. an employee is entitled to up to 14 weeks paid adoption leave where:
a) the employee has at least 12 months continuous service in the aps; and
b) the employee is the primary caregiver for the adopted child; and
c) the child has not lived with the employee for a continuous period of six months or more prior to the day of placement,
or the proposed day of placement, of the child; and
d) the child is not a child or step child of the employee or the employee’s partner, unless that child has not been in the
custody and care of the employee or the employee’s partner for a significant period; and
e) documentary evidence of approval for adoption must be submitted when applying for leave.
156. adoption leave is available from one week prior to the date of placement of a child and must be taken within eight weeks of
the child being adopted. adoption leave with pay counts as service for all purposes.
157. further information can be found in comcare’s leave guidelines.
foster carer’s leave
158. the provisions of clause 155 and 156 will also apply to long term (more than 12 months) formal fostering arrangements.
access to maternity, adoption, and foster carer’s leave
159. employees who are eligible for paid maternity, maternal, adoption, and foster carer’s leave may elect to have the payment
spread over a period of up to 28 weeks at half normal salary. where payment is spread over a greater period, only the first
14 weeks of the leave period will count as service.
160. an employee is unable to access personal leave while on these types of leave.
161. where one of these types of leave is taken over a period that includes public holidays or christmas shutdown, the leave is
inclusive of those days. the leave will not be extended by the equivalent amount of those days.
162. where an employee returns to work after a period of maternity, maternal, parental, adoption or foster carer’s leave, the
employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s
skills and classification.
163. in accordance with the fw act, an employee returning to work from parental leave types, may request flexible working
arrangements for the care of a child who is of school age or younger. |
| Commcare enterprise-agreement-2016-19.txt | 1079 | parental leave | 163. in accordance with the fw act, an employee returning to work from parental leave types, may request flexible working
arrangements for the care of a child who is of school age or younger.
164. where an employee returning from parental leave types, and who is the primary caregiver of the child, requests to work
part time hours, the request will not be refused up until the child has reached school age. this provision is subject to a
minimum of 15 hours worked per week following a transitional period of up to one month to be negotiated between the
employee and their manager.
165. where the returning employee seeks part time employment, the employee’s previous duties must be considered for
conversion initially.
19
supporting partner leave
166. an employee whose partner gives birth, adopts or fosters a child will be entitled to two weeks of full pay supporting partner
leave immediately following the birth, adoption or fostering of a child.
167. employees who are eligible for paid supporting partner leave may elect to have the payment spread over a period of four
weeks at half normal salary.
168. paid supporting partner leave counts as service for all purposes.
169. documentary evidence must be provided when applying for supporting partner leave.
unpaid parental leave
170. to enable an employee to care for a new born child, or a newly adopted or newly fostered child under sixteen years of age,
an employee is entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may
request an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the
available parental leave period (in accordance with section 76 of the fair work act 2009).
public holidays
171. employees are entitled to the following public holidays:
i.
1 january, new year’s day |
| Commcare enterprise-agreement-2016-19.txt | 1081 | parental leave | 164. where an employee returning from parental leave types, and who is the primary caregiver of the child, requests to work
part time hours, the request will not be refused up until the child has reached school age. this provision is subject to a
minimum of 15 hours worked per week following a transitional period of up to one month to be negotiated between the
employee and their manager.
165. where the returning employee seeks part time employment, the employee’s previous duties must be considered for
conversion initially.
19
supporting partner leave
166. an employee whose partner gives birth, adopts or fosters a child will be entitled to two weeks of full pay supporting partner
leave immediately following the birth, adoption or fostering of a child.
167. employees who are eligible for paid supporting partner leave may elect to have the payment spread over a period of four
weeks at half normal salary.
168. paid supporting partner leave counts as service for all purposes.
169. documentary evidence must be provided when applying for supporting partner leave.
unpaid parental leave
170. to enable an employee to care for a new born child, or a newly adopted or newly fostered child under sixteen years of age,
an employee is entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may
request an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the
available parental leave period (in accordance with section 76 of the fair work act 2009).
public holidays
171. employees are entitled to the following public holidays:
i.
1 january, new year’s day
ii. 26 january, australia day |
| Commcare enterprise-agreement-2016-19.txt | 1098 | parental leave | unpaid parental leave
170. to enable an employee to care for a new born child, or a newly adopted or newly fostered child under sixteen years of age,
an employee is entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may
request an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the
available parental leave period (in accordance with section 76 of the fair work act 2009).
public holidays
171. employees are entitled to the following public holidays:
i.
1 january, new year’s day
ii. 26 january, australia day
iii. good friday and the following monday
iv. 25 april, anzac day
v.
in each state, the day observed to celebrate the anniversary of the sovereign
vi. 25 december, christmas day
vii. 26 december, boxing day
viii. any other day as declared by or under a law of the state or territory to be observed generally within that state or
territory, or a region of the state or territory, as a public holiday by people who work in that state or territory or that
region.
172. if under a state or territory law, a day or part day is substituted for one of the public holidays listed above, then the
substituted day or part day is that public holiday.
173. the chief executive officer and an employee may agree on the substitution of a day or part day that would otherwise be a
public holiday, having regard to operational requirements.
174. an employee, who is absent on a day or part-day that is a public holiday in the place where an employee is based for
work purposes, is entitled to be paid for the day or part day absence as if that day or part day was not a public holiday, |
| Commcare enterprise-agreement-2016-19.txt | 1100 | parental leave | an employee is entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may
request an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the
available parental leave period (in accordance with section 76 of the fair work act 2009).
public holidays
171. employees are entitled to the following public holidays:
i.
1 january, new year’s day
ii. 26 january, australia day
iii. good friday and the following monday
iv. 25 april, anzac day
v.
in each state, the day observed to celebrate the anniversary of the sovereign
vi. 25 december, christmas day
vii. 26 december, boxing day
viii. any other day as declared by or under a law of the state or territory to be observed generally within that state or
territory, or a region of the state or territory, as a public holiday by people who work in that state or territory or that
region.
172. if under a state or territory law, a day or part day is substituted for one of the public holidays listed above, then the
substituted day or part day is that public holiday.
173. the chief executive officer and an employee may agree on the substitution of a day or part day that would otherwise be a
public holiday, having regard to operational requirements.
174. an employee, who is absent on a day or part-day that is a public holiday in the place where an employee is based for
work purposes, is entitled to be paid for the day or part day absence as if that day or part day was not a public holiday,
except where that person would not normally have worked on that day.
175. where a public holiday falls during a period when an employee is absent on leave (other than annual or personal/carer’s |
| Commcare enterprise-agreement-2016-19.txt | 1101 | parental leave | request an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the
available parental leave period (in accordance with section 76 of the fair work act 2009).
public holidays
171. employees are entitled to the following public holidays:
i.
1 january, new year’s day
ii. 26 january, australia day
iii. good friday and the following monday
iv. 25 april, anzac day
v.
in each state, the day observed to celebrate the anniversary of the sovereign
vi. 25 december, christmas day
vii. 26 december, boxing day
viii. any other day as declared by or under a law of the state or territory to be observed generally within that state or
territory, or a region of the state or territory, as a public holiday by people who work in that state or territory or that
region.
172. if under a state or territory law, a day or part day is substituted for one of the public holidays listed above, then the
substituted day or part day is that public holiday.
173. the chief executive officer and an employee may agree on the substitution of a day or part day that would otherwise be a
public holiday, having regard to operational requirements.
174. an employee, who is absent on a day or part-day that is a public holiday in the place where an employee is based for
work purposes, is entitled to be paid for the day or part day absence as if that day or part day was not a public holiday,
except where that person would not normally have worked on that day.
175. where a public holiday falls during a period when an employee is absent on leave (other than annual or personal/carer’s
leave), there is no entitlement to receive payment as a public holiday. payment for that day would be in accordance with |
| Commcare enterprise-agreement-2016-19.txt | 1102 | parental leave | available parental leave period (in accordance with section 76 of the fair work act 2009).
public holidays
171. employees are entitled to the following public holidays:
i.
1 january, new year’s day
ii. 26 january, australia day
iii. good friday and the following monday
iv. 25 april, anzac day
v.
in each state, the day observed to celebrate the anniversary of the sovereign
vi. 25 december, christmas day
vii. 26 december, boxing day
viii. any other day as declared by or under a law of the state or territory to be observed generally within that state or
territory, or a region of the state or territory, as a public holiday by people who work in that state or territory or that
region.
172. if under a state or territory law, a day or part day is substituted for one of the public holidays listed above, then the
substituted day or part day is that public holiday.
173. the chief executive officer and an employee may agree on the substitution of a day or part day that would otherwise be a
public holiday, having regard to operational requirements.
174. an employee, who is absent on a day or part-day that is a public holiday in the place where an employee is based for
work purposes, is entitled to be paid for the day or part day absence as if that day or part day was not a public holiday,
except where that person would not normally have worked on that day.
175. where a public holiday falls during a period when an employee is absent on leave (other than annual or personal/carer’s
leave), there is no entitlement to receive payment as a public holiday. payment for that day would be in accordance with
the entitlement for that form of leave (e.g. if on long service leave on half pay, payment is at half pay). |
| Commcare enterprise-agreement-2016-19.txt | 1131 | long service leave | the entitlement for that form of leave (e.g. if on long service leave on half pay, payment is at half pay).
20
christmas closedown
176. all comcare offices will close for normal business purposes from close of business on the last working day before
christmas, with business resuming on the first working day after 1 january.
177. employees will not be required to take leave for this period and will be paid in accordance with their ordinary hours of
work. where an employee is absent on leave on both sides of the close down, payment for the close down period will be
in accordance with the entitlement for that form of leave (e.g. long service leave half pay, payment will be half pay). on
call and other arrangements to cover urgent business will be maintained over this period.
178. the former public service holiday (which was observed on the next normal working day after the boxing day holiday), will
continue to be treated as a public holiday for the purpose of calculating working hours, overtime and restriction allowance.
long service leave
179. an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees)
act 1976.
180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave
cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation.
21
section e— performance development
performance and development framework
181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this
agreement. they are required to have a current and up-to-date performance plan.
182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and
contribution to achievement of organisational goals.
183. further information can be found in comcare’s performance and development framework.
|
| Commcare enterprise-agreement-2016-19.txt | 1140 | long service leave | in accordance with the entitlement for that form of leave (e.g. long service leave half pay, payment will be half pay). on
call and other arrangements to cover urgent business will be maintained over this period.
178. the former public service holiday (which was observed on the next normal working day after the boxing day holiday), will
continue to be treated as a public holiday for the purpose of calculating working hours, overtime and restriction allowance.
long service leave
179. an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees)
act 1976.
180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave
cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation.
21
section e— performance development
performance and development framework
181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this
agreement. they are required to have a current and up-to-date performance plan.
182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and
contribution to achievement of organisational goals.
183. further information can be found in comcare’s performance and development framework.
learning and development
184. comcare is committed to providing training and other learning and development opportunities for staff. comcare
recognises the importance of building individual and organisational capability to support comcare to achieve outcomes.
185. learning and development needs are identified and prioritised through comcare’s workforce planning process at the
organisational level and include a range of options to support building:
a) core capabilities common to all staff such as writing skills, customer service
b) supporting capabilities that are related to different job functions and roles undertaken by comcare staff such as policy
development
c) technical skills that may be required for specific job roles such as legislative training |
| Commcare enterprise-agreement-2016-19.txt | 1143 | overtime | continue to be treated as a public holiday for the purpose of calculating working hours, overtime and restriction allowance.
long service leave
179. an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees)
act 1976.
180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave
cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation.
21
section e— performance development
performance and development framework
181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this
agreement. they are required to have a current and up-to-date performance plan.
182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and
contribution to achievement of organisational goals.
183. further information can be found in comcare’s performance and development framework.
learning and development
184. comcare is committed to providing training and other learning and development opportunities for staff. comcare
recognises the importance of building individual and organisational capability to support comcare to achieve outcomes.
185. learning and development needs are identified and prioritised through comcare’s workforce planning process at the
organisational level and include a range of options to support building:
a) core capabilities common to all staff such as writing skills, customer service
b) supporting capabilities that are related to different job functions and roles undertaken by comcare staff such as policy
development
c) technical skills that may be required for specific job roles such as legislative training
d) continuing professional development.
186. all comcare employees are required to develop an individual learning and development plan as part of their performance
plan. further information can be found in the comcare performance and development framework. |
| Commcare enterprise-agreement-2016-19.txt | 1145 | long service leave | long service leave
179. an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees)
act 1976.
180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave
cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation.
21
section e— performance development
performance and development framework
181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this
agreement. they are required to have a current and up-to-date performance plan.
182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and
contribution to achievement of organisational goals.
183. further information can be found in comcare’s performance and development framework.
learning and development
184. comcare is committed to providing training and other learning and development opportunities for staff. comcare
recognises the importance of building individual and organisational capability to support comcare to achieve outcomes.
185. learning and development needs are identified and prioritised through comcare’s workforce planning process at the
organisational level and include a range of options to support building:
a) core capabilities common to all staff such as writing skills, customer service
b) supporting capabilities that are related to different job functions and roles undertaken by comcare staff such as policy
development
c) technical skills that may be required for specific job roles such as legislative training
d) continuing professional development.
186. all comcare employees are required to develop an individual learning and development plan as part of their performance
plan. further information can be found in the comcare performance and development framework.
studies assistance |
| Commcare enterprise-agreement-2016-19.txt | 1146 | long service leave | 179. an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees)
act 1976.
180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave
cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation.
21
section e— performance development
performance and development framework
181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this
agreement. they are required to have a current and up-to-date performance plan.
182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and
contribution to achievement of organisational goals.
183. further information can be found in comcare’s performance and development framework.
learning and development
184. comcare is committed to providing training and other learning and development opportunities for staff. comcare
recognises the importance of building individual and organisational capability to support comcare to achieve outcomes.
185. learning and development needs are identified and prioritised through comcare’s workforce planning process at the
organisational level and include a range of options to support building:
a) core capabilities common to all staff such as writing skills, customer service
b) supporting capabilities that are related to different job functions and roles undertaken by comcare staff such as policy
development
c) technical skills that may be required for specific job roles such as legislative training
d) continuing professional development.
186. all comcare employees are required to develop an individual learning and development plan as part of their performance
plan. further information can be found in the comcare performance and development framework.
studies assistance
187. comcare will provide a centrally funded and administered studies assistance program. |
| Commcare enterprise-agreement-2016-19.txt | 1148 | long service leave | 180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave
cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation.
21
section e— performance development
performance and development framework
181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this
agreement. they are required to have a current and up-to-date performance plan.
182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and
contribution to achievement of organisational goals.
183. further information can be found in comcare’s performance and development framework.
learning and development
184. comcare is committed to providing training and other learning and development opportunities for staff. comcare
recognises the importance of building individual and organisational capability to support comcare to achieve outcomes.
185. learning and development needs are identified and prioritised through comcare’s workforce planning process at the
organisational level and include a range of options to support building:
a) core capabilities common to all staff such as writing skills, customer service
b) supporting capabilities that are related to different job functions and roles undertaken by comcare staff such as policy
development
c) technical skills that may be required for specific job roles such as legislative training
d) continuing professional development.
186. all comcare employees are required to develop an individual learning and development plan as part of their performance
plan. further information can be found in the comcare performance and development framework.
studies assistance
187. comcare will provide a centrally funded and administered studies assistance program.
188. the financial delegate may approve reimbursement of study fees up to an amount of $4000 per year, subject to the
successful completion of the approved course of study. additional financial assistance above this limit may be approved |
| Commcare enterprise-agreement-2016-19.txt | 1170 | professional development | d) continuing professional development.
186. all comcare employees are required to develop an individual learning and development plan as part of their performance
plan. further information can be found in the comcare performance and development framework.
studies assistance
187. comcare will provide a centrally funded and administered studies assistance program.
188. the financial delegate may approve reimbursement of study fees up to an amount of $4000 per year, subject to the
successful completion of the approved course of study. additional financial assistance above this limit may be approved
by the chief executive officer.
189. further information can be found in comcare’s studies assistance policy and procedure.
professional memberships
190. where it is a mandatory requirement of a role for an employee to be a member of a professional organisation, comcare
will pay the fees associated with maintaining the membership.
191. where an employee and their manager identify membership to a professional organisation as a development opportunity
through the employee’s performance plan, comcare may pay the fees associated with that membership.
22
performance improvement
192. when a manager identifies that an employee’s performance is not meeting required standards, the manager will provide
the employee with clearly defined performance measures including details of the required standards, how the employee is
not yet meeting these standards and how the employee’s performance will be assessed. the manager and the employee
will work cooperatively to assist the employee to attain and sustain the standards required. this may include the provision
of coaching, counselling and learning and development assistance to improve performance.
managing underperformance
193. if after a reasonable period of support, the employee’s performance continues to not meet the required standards, a formal
underperformance process will commence and the employee will be notified of this in writing.
194. the employee may be supported by a person of their choice during performance improvement and managing |
| Commcare enterprise-agreement-2016-19.txt | 1240 | bandwidth | 205. comcare’s business hours are between 8.30 am and 5.00 pm monday to friday. the bandwidth for normal work for
employees using flex time will be from 7.00 am to 7.00 pm monday to friday.
standard hours
206. standard hours for a full time employee are 8:30 am to 12:30 pm then 1:30 pm to 5:00pm. part time employees’
standard hours are those defined within the contract of employment or the part time work arrangement where applicable.
recording attendance
207. an employee who works flex time arrangements must record attendance on a flex diary form or in another way approved
by comcare.
208. for all other employees the method of recording attendance is as agreed between the employee and his or her supervisor
or, in the absence of agreement, as decided by the supervisor.
24
flex time
209. employees at classification levels up to and including aps 6 are eligible to use the flex time system.
210. the chief executive officer may remove any employee from the flex time system and require the employee to work standard
hours where the employee has not complied with his or her obligations under the flex time system.
211. the flex time system includes the following features:
a) the bandwidth for normal work will be from 7.00 am to 7.00 pm monday to friday
b) ordinary hours of work for full time employees are 150 hours over a four week period (the ‘settlement period’), i.e. an
average of 37.5 hours per week
c) employees will
i.
make themselves available for reasonable direction to work outside their agreed pattern of work
ii. not be required to work more than five consecutive hours without a break of at least 30 minutes
iii. not be required to work more than ten ordinary hours’ time on any one day. |
| Commcare enterprise-agreement-2016-19.txt | 1260 | bandwidth | a) the bandwidth for normal work will be from 7.00 am to 7.00 pm monday to friday
b) ordinary hours of work for full time employees are 150 hours over a four week period (the ‘settlement period’), i.e. an
average of 37.5 hours per week
c) employees will
i.
make themselves available for reasonable direction to work outside their agreed pattern of work
ii. not be required to work more than five consecutive hours without a break of at least 30 minutes
iii. not be required to work more than ten ordinary hours’ time on any one day.
d) a 37.5 hour maximum flex credit carryover will be permitted to provide employees and managers with more flexibility
in deciding when accrued time is able to be taken
e) the maximum allowable flex debit will be 10 hours. hours in excess of this debit will be deducted from an employee’s
pay except where the manager, as a result of the employee providing evidence of exceptional circumstances, agrees to
allow the employee a further settlement period to reduce the debit to 10 hours or less.
212. an employee may only carry over flex credit in excess of 37.5 hours where the manager has expressly agreed to the
additional hours worked. excess flex credit should only occur in exceptional, non-enduring circumstances.
213. where an employee has excess flex credit the employee and their manager must identify and discuss appropriate action
to reduce the flex credit within the next settlement period. in these circumstances employees are entitled to have no
reasonable request for flex leave refused and managers are entitled to direct that flex leave be taken.
214. if the manager cannot envisage an opportunity for the employee to use the excess credits in the next settlement period, flex
credits exceeding 37.5 hours may be cashed out at ordinary time rates.
215. further information can be found in comcare’s flex time guidelines.
unauthorised absence
216. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement will
cease to be available until the employee resumes duty or is granted leave. when the employee returns to duty, they will
revert to standard hours until their manager approves otherwise.
arrangements for executive level employees |
| Commcare enterprise-agreement-2016-19.txt | 1295 | bandwidth | 219. where an executive level employee has been required to work outside the bandwidth specified in clause 211a), he or
she will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any
loss of pay. where this break is not possible due to operational requirements the manager will negotiate with the affected
employee about appropriate recompense (which may or may not be monetary and may include compensatory time off for
employees).
25
individual flexibility arrangement
220. the chief executive officer and an employee covered by this enterprise agreement may agree to make an individual
flexibility arrangement to vary the effect of any terms of this agreement, where the arrangement meets the genuine needs of
the employee and comcare.
221. the chief executive officer must ensure that a flexibility arrangement agreed to under this clause:
a) is about permitted matters under section 172 of the fair work act 2009
b) is not an unlawful term under section 194 of the fair work act 2009
c) results in the employee being better off overall than if no arrangement was agreed to;
d) is in writing and includes details of:
i.
the terms of the enterprise agreement that will be varied by the arrangement, and
ii. how the arrangement will vary the effect of the term, and
iii. how the employee will be better off overall in relation to the terms and conditions of his or her employment as a
result of the arrangement, and
e) states the day on which the arrangement commences
f)
is signed by both the employee and the chief executive officer, and, if the employee is under 18, is signed by their
parent or guardian;
g) is able to be terminated by either the employee or the chief executive officer giving not more than 28 days written |
| Commcare enterprise-agreement-2016-19.txt | 1296 | travel | she will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any
loss of pay. where this break is not possible due to operational requirements the manager will negotiate with the affected
employee about appropriate recompense (which may or may not be monetary and may include compensatory time off for
employees).
25
individual flexibility arrangement
220. the chief executive officer and an employee covered by this enterprise agreement may agree to make an individual
flexibility arrangement to vary the effect of any terms of this agreement, where the arrangement meets the genuine needs of
the employee and comcare.
221. the chief executive officer must ensure that a flexibility arrangement agreed to under this clause:
a) is about permitted matters under section 172 of the fair work act 2009
b) is not an unlawful term under section 194 of the fair work act 2009
c) results in the employee being better off overall than if no arrangement was agreed to;
d) is in writing and includes details of:
i.
the terms of the enterprise agreement that will be varied by the arrangement, and
ii. how the arrangement will vary the effect of the term, and
iii. how the employee will be better off overall in relation to the terms and conditions of his or her employment as a
result of the arrangement, and
e) states the day on which the arrangement commences
f)
is signed by both the employee and the chief executive officer, and, if the employee is under 18, is signed by their
parent or guardian;
g) is able to be terminated by either the employee or the chief executive officer giving not more than 28 days written
notice, or at any time agreement between the employee and chief executive officer in writing; and |
| Commcare enterprise-agreement-2016-19.txt | 1331 | health and wellbeing | section g—health and wellbeing
health and wellbeing reimbursement
223. to support employees with healthy lifestyle choices, the chief executive officer will reimburse eligible employees up
to $300 per financial year to participate in health and wellbeing activities subject to the provision of evidence of the
expenditure.
224. for the purposes of clause 223, an eligible employee is:
a) an ongoing employee
b) a non-ongoing employee with at least three months continuous service with comcare.
employee assistance program (eap)
225. comcare will provide an employee assistance program (eap) to assist employees and their immediate families should
they be experiencing difficulty with work or personal issues. the service is at no cost to employees and their families, is
offered through an independent external provider, and is confidential between the employee, family member and the eap
provider.
vaccinations
226. comcare will provide employees with opportunity to receive a seasonal influenza vaccination at no cost to the employee.
workplace responsibility allowance
227. an allowance of $27 per fortnight will be paid to employees who are appointed to and have completed the required training
or refresher courses to undertake the following workplace responsibility roles:
a) first aid officers
b) chief emergency and floor wardens
c) health and safety representatives
228. employees who are authorised by comcare to undertake more than one of the above workplace responsibility roles will
only receive one payment of the allowance per fortnight.
dealing with local accommodation changes or
building work
229. when a decision is made to undertake construction, building alteration, refurbishment or relocation for a workplace, |
| Commcare enterprise-agreement-2016-19.txt | 1332 | health and wellbeing reimbursement | health and wellbeing reimbursement
223. to support employees with healthy lifestyle choices, the chief executive officer will reimburse eligible employees up
to $300 per financial year to participate in health and wellbeing activities subject to the provision of evidence of the
expenditure.
224. for the purposes of clause 223, an eligible employee is:
a) an ongoing employee
b) a non-ongoing employee with at least three months continuous service with comcare.
employee assistance program (eap)
225. comcare will provide an employee assistance program (eap) to assist employees and their immediate families should
they be experiencing difficulty with work or personal issues. the service is at no cost to employees and their families, is
offered through an independent external provider, and is confidential between the employee, family member and the eap
provider.
vaccinations
226. comcare will provide employees with opportunity to receive a seasonal influenza vaccination at no cost to the employee.
workplace responsibility allowance
227. an allowance of $27 per fortnight will be paid to employees who are appointed to and have completed the required training
or refresher courses to undertake the following workplace responsibility roles:
a) first aid officers
b) chief emergency and floor wardens
c) health and safety representatives
228. employees who are authorised by comcare to undertake more than one of the above workplace responsibility roles will
only receive one payment of the allowance per fortnight.
dealing with local accommodation changes or
building work
229. when a decision is made to undertake construction, building alteration, refurbishment or relocation for a workplace,
the chief executive officer may form a workplace accommodation committee to provide recommendations in relation |
| Commcare enterprise-agreement-2016-19.txt | 1332 | health and wellbeing | health and wellbeing reimbursement
223. to support employees with healthy lifestyle choices, the chief executive officer will reimburse eligible employees up
to $300 per financial year to participate in health and wellbeing activities subject to the provision of evidence of the
expenditure.
224. for the purposes of clause 223, an eligible employee is:
a) an ongoing employee
b) a non-ongoing employee with at least three months continuous service with comcare.
employee assistance program (eap)
225. comcare will provide an employee assistance program (eap) to assist employees and their immediate families should
they be experiencing difficulty with work or personal issues. the service is at no cost to employees and their families, is
offered through an independent external provider, and is confidential between the employee, family member and the eap
provider.
vaccinations
226. comcare will provide employees with opportunity to receive a seasonal influenza vaccination at no cost to the employee.
workplace responsibility allowance
227. an allowance of $27 per fortnight will be paid to employees who are appointed to and have completed the required training
or refresher courses to undertake the following workplace responsibility roles:
a) first aid officers
b) chief emergency and floor wardens
c) health and safety representatives
228. employees who are authorised by comcare to undertake more than one of the above workplace responsibility roles will
only receive one payment of the allowance per fortnight.
dealing with local accommodation changes or
building work
229. when a decision is made to undertake construction, building alteration, refurbishment or relocation for a workplace,
the chief executive officer may form a workplace accommodation committee to provide recommendations in relation |
| Commcare enterprise-agreement-2016-19.txt | 1334 | health and wellbeing | to $300 per financial year to participate in health and wellbeing activities subject to the provision of evidence of the
expenditure.
224. for the purposes of clause 223, an eligible employee is:
a) an ongoing employee
b) a non-ongoing employee with at least three months continuous service with comcare.
employee assistance program (eap)
225. comcare will provide an employee assistance program (eap) to assist employees and their immediate families should
they be experiencing difficulty with work or personal issues. the service is at no cost to employees and their families, is
offered through an independent external provider, and is confidential between the employee, family member and the eap
provider.
vaccinations
226. comcare will provide employees with opportunity to receive a seasonal influenza vaccination at no cost to the employee.
workplace responsibility allowance
227. an allowance of $27 per fortnight will be paid to employees who are appointed to and have completed the required training
or refresher courses to undertake the following workplace responsibility roles:
a) first aid officers
b) chief emergency and floor wardens
c) health and safety representatives
228. employees who are authorised by comcare to undertake more than one of the above workplace responsibility roles will
only receive one payment of the allowance per fortnight.
dealing with local accommodation changes or
building work
229. when a decision is made to undertake construction, building alteration, refurbishment or relocation for a workplace,
the chief executive officer may form a workplace accommodation committee to provide recommendations in relation
to alteration, refurbishment or relocation. where an accommodation committee is formed, members may include
an employee nominated representative from the work area and the health and safety representative for the relevant |
| Commcare enterprise-agreement-2016-19.txt | 1471 | travel | 250. an excess employee may request assistance in meeting reasonable travel and incidental expenses incurred in seeking
alternative employment where they are not met by the prospective employer.
251. where it is necessary as a result of a reassignment of duties for an excess employee to move the employee’s household to
a new locality, the employee will be entitled to payment or reimbursement of reasonable expenses as if the employee was
being promoted.
early termination during retention period
252. where the chief executive officer believes there is insufficient productive work available for an excess employee within
comcare during the retention period, the chief executive officer may, under section 29 of the public service act 1999:
(i) with the agreement of the employee, terminate the employment of the employee at any time
(ii) subject to clause 253, terminate the employment of the employee without the agreement of the employee.
253. the date of effect of a termination of employment under sub-clause 252(ii) cannot be earlier than the day following the day
on which the employee has completed a minimum of seven months of his or her retention period.
254. upon termination under clause 252, the employee will be paid a lump sum comprising:
a) the balance of the retention period (as shortened for the national employment standards) under sub-clause 254(b))
and this payment will be taken to include the payment in lieu of notice of termination of employment; and
b) an additional redundancy payment equal to the amount the retention period was shortened by under 254(a) above
(i.e. the national employment standards component).
voluntary redundancy
255. where the chief executive officer invites an employee in writing to accept voluntary redundancy, the employee will have
one month in which to accept the offer. where the offer is accepted the chief executive officer will not give notice of
termination of employment before the end of that period without the agreement of the employee.
256. to allow the employee to make an informed decision on whether to accept the offer of voluntary redundancy the employee
must be given information on the amount of his or her severance pay, pay in lieu of notice and leave credits; the amount
of his or her accumulated superannuation contributions; options open to him or her concerning superannuation; and the
taxation rules applying to the various payments (this does not include financial advice).
257. an employee who is invited in writing to accept voluntary redundancy will be entitled to a maximum reimbursement of
$770 to seek financial and lifestyle advice.
258. the chief executive officer may make an offer of voluntary redundancy to an excess employee within two months of |
| Commcare enterprise-agreement-2016-19.txt | 1531 | long service leave | b) government service as defined in section 10 of the long service leave (commonwealth employees) act 1976
c) service with the commonwealth (other than service with a joint commonwealth-state body corporate in which the
commonwealth does not have a controlling interest) which is recognised for long service leave purposes
d) service with the australian defence forces
e) aps service immediately preceding deemed resignation under the repealed section 49 of the public service act 1922, if
the service has not previously been recognised for severance pay purposes
f)
service in another organisation where an employee was transferred from the aps to that organisation with a transfer of
function or an employee engaged by that organisation on work within a function is engaged as a result of the transfer
of that function to the aps and such service is recognised for long service leave purposes.
267. for earlier periods of service to count as service for severance pay purposes there must be no breaks between the periods
of service, except where:
a) the break in service is less than one month and occurs where an offer of employment with the new employer was
made and accepted by the employee before ceasing employment with the preceding employer; or
b) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from
the aps on marriage under the repealed section 49 of the public service act 1922.
32
268. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of:
a) termination under section 29 of the public service act 1999
b) prior to the commencement of the public service act 1999, by way of redundancy; forfeiture of office, retirement on the
grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for
reasons of unsatisfactory service or
c) voluntary retirement at or above the minimum retiring age applicable to the employee or
d) payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit.
269. absences from work which do not count as service for long service leave purposes will not count as service for severance
pay purposes. |
| Commcare enterprise-agreement-2016-19.txt | 1533 | long service leave | commonwealth does not have a controlling interest) which is recognised for long service leave purposes
d) service with the australian defence forces
e) aps service immediately preceding deemed resignation under the repealed section 49 of the public service act 1922, if
the service has not previously been recognised for severance pay purposes
f)
service in another organisation where an employee was transferred from the aps to that organisation with a transfer of
function or an employee engaged by that organisation on work within a function is engaged as a result of the transfer
of that function to the aps and such service is recognised for long service leave purposes.
267. for earlier periods of service to count as service for severance pay purposes there must be no breaks between the periods
of service, except where:
a) the break in service is less than one month and occurs where an offer of employment with the new employer was
made and accepted by the employee before ceasing employment with the preceding employer; or
b) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from
the aps on marriage under the repealed section 49 of the public service act 1922.
32
268. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of:
a) termination under section 29 of the public service act 1999
b) prior to the commencement of the public service act 1999, by way of redundancy; forfeiture of office, retirement on the
grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for
reasons of unsatisfactory service or
c) voluntary retirement at or above the minimum retiring age applicable to the employee or
d) payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit.
269. absences from work which do not count as service for long service leave purposes will not count as service for severance
pay purposes.
rate of payment—redundancy |
| Commcare enterprise-agreement-2016-19.txt | 1541 | long service leave | of that function to the aps and such service is recognised for long service leave purposes.
267. for earlier periods of service to count as service for severance pay purposes there must be no breaks between the periods
of service, except where:
a) the break in service is less than one month and occurs where an offer of employment with the new employer was
made and accepted by the employee before ceasing employment with the preceding employer; or
b) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from
the aps on marriage under the repealed section 49 of the public service act 1922.
32
268. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of:
a) termination under section 29 of the public service act 1999
b) prior to the commencement of the public service act 1999, by way of redundancy; forfeiture of office, retirement on the
grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for
reasons of unsatisfactory service or
c) voluntary retirement at or above the minimum retiring age applicable to the employee or
d) payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit.
269. absences from work which do not count as service for long service leave purposes will not count as service for severance
pay purposes.
rate of payment—redundancy
270. for the purpose of calculating any payment under clause 263 salary will include:
a) the employee’s salary; and
b) higher duties allowance, where the employee has been receiving higher duties allowance for a continuous period of at
least 12 months immediately preceding the date on which the employee is given notice of termination of employment;
and
c) other allowances in the nature of salary which are paid during periods of annual leave and on a regular basis,
excluding allowances which are a reimbursement for expenses incurred, or a payment for disabilities associated with
the performance of duty. |
| Commcare enterprise-agreement-2016-19.txt | 1559 | long service leave | 269. absences from work which do not count as service for long service leave purposes will not count as service for severance
pay purposes.
rate of payment—redundancy
270. for the purpose of calculating any payment under clause 263 salary will include:
a) the employee’s salary; and
b) higher duties allowance, where the employee has been receiving higher duties allowance for a continuous period of at
least 12 months immediately preceding the date on which the employee is given notice of termination of employment;
and
c) other allowances in the nature of salary which are paid during periods of annual leave and on a regular basis,
excluding allowances which are a reimbursement for expenses incurred, or a payment for disabilities associated with
the performance of duty.
involuntary termination of employment following a retention period
271. the chief executive officer may, under section 29 of the public service act 1999, terminate the employment of an excess
employee at the end of the employee’s retention period.
272. the chief executive officer will not terminate the employment if the employee has not been invited to accept a voluntarily
redundancy as per clause 255 or has elected to accept voluntarily redundancy but the chief executive officer refused to
approve it.
273. an excess employee will be given four weeks’ notice (or five weeks’ notice for an employee over 45 with at least two years
of continuous service) where it is proposed to terminate the employment of an excess employee. where possible, this
notice period will be concurrent with the retention period.
33
attachment a—aps salary rates
3.0% pay rise from
commencement
of the agreement
|
| Commcare enterprise-agreement-2016-19.txt | 2590 | overtime | purposes, including superannuation (subject to relevant superannuation scheme rules), overtime,
severance and termination payments
service anniversary
date
the date which is 12 months from the employee’s commencement date, deferred by any periods
of leave without pay not counting for service
41
signature page
for the employer
on behalf of the minister for employment and workplace relations
signed: jennifer taylor
date: 23.3.16
jennifer taylor
chief executive officer
comcare
gpo box 9905,
canberra act 2601
for the community and public sector union
signed: beth vincent pietsch
date: 23.3.16 |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 490 | long service leave | (excluding long service leave) and public holidays on which they do not work.
supported wage system
16)
information on supported wage rates and related arrangements is at attachment c
of this agreement.
payment related matters
17)
employees will be paid fortnightly in arrears, based on the following formula:
fortnightly pay = annual salary × 12
313
18)
payment will be made by electronic funds transfer (eft) into a financial institution of
the employee’s choice.
19)
where an employee is overpaid an amount of salary or other benefits including
allowances, the overpayment will be recovered in accordance with the provisions of the
page 12
department’s accountable authority instructions. these provisions do not operate to limit
the right of the department to recover a debt from monies that are, or become, payable to
an employee under this agreement.
salary advancement
within classifications
20)
salary advancement within all classification levels will occur from the beginning of
the first full pay period commencing on or after 1 august each year subject to the following:
a) completing the requirements of the pds unless there is reasonable cause not to
have done so, and
b) achieving a satisfactory performance or better at the end of the pds cycle, and |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 512 | salary advancement | salary advancement
within classifications
20)
salary advancement within all classification levels will occur from the beginning of
the first full pay period commencing on or after 1 august each year subject to the following:
a) completing the requirements of the pds unless there is reasonable cause not to
have done so, and
b) achieving a satisfactory performance or better at the end of the pds cycle, and
c) for ongoing employees, having performed duties within the department at their
substantive level or above (i.e. higher duties), for an aggregate of three months
or more within the pds planning cycle, or
d) for non-ongoing employees, other than employees employed for
irregular/intermittent duties, having been engaged at the same classification to
perform the same duties continuously for six months during the pds planning
cycle, and
e) not being ineligible for salary advancement due to relevant administrative
actions, including a sanction under section 15 of the ps act, or
f) any additional advancement provisions applying to specific groups of employees
as outlined in this section.
junior employees
21)
the provisions of clause 20 do not apply to employees who are under 21 years of age
and employed at the aps 1 level. these employees are paid age-rate salaries and will be
advanced to the next salary point on their birthday, except where they are paid the adult
salary rate following automatic advancement upon successful completion of a course of
study or training.
legal 1 employees
22)
legal 1 employees will have the following additional provisions for salary
advancement. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 515 | salary advancement | salary advancement within all classification levels will occur from the beginning of
the first full pay period commencing on or after 1 august each year subject to the following:
a) completing the requirements of the pds unless there is reasonable cause not to
have done so, and
b) achieving a satisfactory performance or better at the end of the pds cycle, and
c) for ongoing employees, having performed duties within the department at their
substantive level or above (i.e. higher duties), for an aggregate of three months
or more within the pds planning cycle, or
d) for non-ongoing employees, other than employees employed for
irregular/intermittent duties, having been engaged at the same classification to
perform the same duties continuously for six months during the pds planning
cycle, and
e) not being ineligible for salary advancement due to relevant administrative
actions, including a sanction under section 15 of the ps act, or
f) any additional advancement provisions applying to specific groups of employees
as outlined in this section.
junior employees
21)
the provisions of clause 20 do not apply to employees who are under 21 years of age
and employed at the aps 1 level. these employees are paid age-rate salaries and will be
advanced to the next salary point on their birthday, except where they are paid the adult
salary rate following automatic advancement upon successful completion of a course of
study or training.
legal 1 employees
22)
legal 1 employees will have the following additional provisions for salary
advancement.
a) receipt of a performance rating, as specified in column 1 of the table below, or in
an alternative rating scale determined by the secretary, will result in
advancement by the corresponding number of increments specified in column 2. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 527 | salary advancement | e) not being ineligible for salary advancement due to relevant administrative
actions, including a sanction under section 15 of the ps act, or
f) any additional advancement provisions applying to specific groups of employees
as outlined in this section.
junior employees
21)
the provisions of clause 20 do not apply to employees who are under 21 years of age
and employed at the aps 1 level. these employees are paid age-rate salaries and will be
advanced to the next salary point on their birthday, except where they are paid the adult
salary rate following automatic advancement upon successful completion of a course of
study or training.
legal 1 employees
22)
legal 1 employees will have the following additional provisions for salary
advancement.
a) receipt of a performance rating, as specified in column 1 of the table below, or in
an alternative rating scale determined by the secretary, will result in
advancement by the corresponding number of increments specified in column 2.
b) advancement from the fifth to sixth pay point will not occur unless:
i. in the opinion of the secretary, the level of work allocated for the position is
classified as higher level work, and
ii. the employee has performed work at the higher level for a minimum period
of six months, and attained a performance rating of ‘fully effective’, ‘superior’
or ‘outstanding’ shown in the table below, or in an alternative rating scale
determined by the secretary.
c) unless otherwise approved by the secretary, legal 1 employees will not advance
beyond the sixth increment point until they have completed 12 months service at
the sixth increment point.
page 13 |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 596 | salary advancement | the secretary will determine the circumstances for salary advancement of an
employee classified as a senior principal research scientist, which will be subject to
achieving a satisfactory performance rating.
salary payable on engagement, promotion and movement
25)
unless otherwise determined by the secretary (having regard to experience,
qualifications and skills) where a person is:
a) promoted or engaged, salary will be payable at the minimum increment point of
the relevant salary range,
b) moved at level on an ongoing or temporary movement basis from another aps
agency, and:
i.
the employee’s salary is above the top increment point of the relevant range
as stated at attachment a, the secretary may maintain that salary until it is
absorbed by pay increases at that classification level, at which time the
employee will move to the next increment point above their current salary,
subject to a satisfactory or better rating, or
ii.
the employee’s salary is below the top increment point of the relevant range
as stated at attachment a, but not aligned with a increment point in the
range, the employee’s salary will be paid at the next highest increment point
in that range.
salary on work placements
26)
where the secretary decides to provide work placements (for example, junior
doctors through the royal australian college of general practitioners (racgp) training
program), the secretary will determine the appropriate rate of remuneration in accordance
page 14
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 627 | travel | secretary may also determine payment rates for additional costs including travel, living
away from home allowance and other employment-related allowances.
classifications and local titles
27)
employees undertaking duties recognised by the secretary as requiring possession of
mandatory qualifications, specialist skills and/or professional registration will have specific
titles recognised under the public service classification rules 2000, or local titles.
specific classifications include
graduate
cadets
trainees
medical officer
local titles include
health entry level
legal
professional
public affairs
research scientist
technical
commonwealth nursing officer (cno)
broadbanding
28)
employees with the following local titles are broadbanded across the aps
classification structure as follows:
local title
legal 1
research scientist
professional 1 |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 734 | parental leave | parental leave (however described). this clause does not apply where a superannuation
fund cannot accept employer superannuation contributions (e.g. unable to accept
contributions for people aged over 75).
37)
for the purposes of this agreement, ote is the salary paid for an employee’s regular
hours of work, not including overtime. it includes over-award payments, shift allowances,
commissions and paid leave up to the maximum contributions base for the quarter. where
salary sacrifice arrangements are in place or the employee is on paid maternity, adoption or
foster leave, employer contributions will be paid as if those arrangements had not been
entered into.
page 16
38)
employer superannuation contributions will not be paid on behalf of employees
during periods of unpaid leave not to count as service, unless otherwise required under
legislation.
39)
the secretary may choose to limit superannuation choice to complying
superannuation funds that allow an employee and/or employer contributions to be paid
through fortnightly electronic funds transfer using a file generated by the department’s
payroll system.
treatment of allowances
40)
a table indicating the treatment of allowances for superannuation purposes is at
attachment b.
salary packaging
41)
employees may access salary packaging, and may package up to one hundred per
cent of salary. where an employee takes up the option of salary packaging, the employee's
salary for purposes of superannuation, severance and termination payments, and any other |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 739 | overtime | hours of work, not including overtime. it includes over-award payments, shift allowances,
commissions and paid leave up to the maximum contributions base for the quarter. where
salary sacrifice arrangements are in place or the employee is on paid maternity, adoption or
foster leave, employer contributions will be paid as if those arrangements had not been
entered into.
page 16
38)
employer superannuation contributions will not be paid on behalf of employees
during periods of unpaid leave not to count as service, unless otherwise required under
legislation.
39)
the secretary may choose to limit superannuation choice to complying
superannuation funds that allow an employee and/or employer contributions to be paid
through fortnightly electronic funds transfer using a file generated by the department’s
payroll system.
treatment of allowances
40)
a table indicating the treatment of allowances for superannuation purposes is at
attachment b.
salary packaging
41)
employees may access salary packaging, and may package up to one hundred per
cent of salary. where an employee takes up the option of salary packaging, the employee's
salary for purposes of superannuation, severance and termination payments, and any other
purposes, will be determined as if the salary packaging arrangement had not occurred.
42)
any fringe benefits tax incurred by individual employees as a result of salary
packaging arrangements will be met by the individual employee on a salary sacrifice basis.
further information on salary packaging is available in the salary packaging policy. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 759 | salary packaging | salary packaging
41)
employees may access salary packaging, and may package up to one hundred per
cent of salary. where an employee takes up the option of salary packaging, the employee's
salary for purposes of superannuation, severance and termination payments, and any other
purposes, will be determined as if the salary packaging arrangement had not occurred.
42)
any fringe benefits tax incurred by individual employees as a result of salary
packaging arrangements will be met by the individual employee on a salary sacrifice basis.
further information on salary packaging is available in the salary packaging policy.
page 17
part d – employment conditions and allowances
general
43)
information on the recognition (for particular purposes) of allowances provided for
in the agreement is at attachment b.
further information on allowances is available in the allowances policy.
remote locality conditions
44)
an employee recruited locally to a designated remote locality after 7 april 1998 does
not have automatic access to the remote locality provisions as determined by the secretary
in the remote locality policy. these employees and employees recruited from outside those
localities after 7 april 1998 may have access to remote locality conditions as negotiated with
the secretary.
45)
employees working in those localities may request a review by the secretary, seeking
a new or amended remote locality package.
further information on remote locality conditions is available in the remote locality policy. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 761 | salary packaging | employees may access salary packaging, and may package up to one hundred per
cent of salary. where an employee takes up the option of salary packaging, the employee's
salary for purposes of superannuation, severance and termination payments, and any other
purposes, will be determined as if the salary packaging arrangement had not occurred.
42)
any fringe benefits tax incurred by individual employees as a result of salary
packaging arrangements will be met by the individual employee on a salary sacrifice basis.
further information on salary packaging is available in the salary packaging policy.
page 17
part d – employment conditions and allowances
general
43)
information on the recognition (for particular purposes) of allowances provided for
in the agreement is at attachment b.
further information on allowances is available in the allowances policy.
remote locality conditions
44)
an employee recruited locally to a designated remote locality after 7 april 1998 does
not have automatic access to the remote locality provisions as determined by the secretary
in the remote locality policy. these employees and employees recruited from outside those
localities after 7 april 1998 may have access to remote locality conditions as negotiated with
the secretary.
45)
employees working in those localities may request a review by the secretary, seeking
a new or amended remote locality package.
further information on remote locality conditions is available in the remote locality policy.
public transport scheme
46) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 762 | salary packaging | cent of salary. where an employee takes up the option of salary packaging, the employee's
salary for purposes of superannuation, severance and termination payments, and any other
purposes, will be determined as if the salary packaging arrangement had not occurred.
42)
any fringe benefits tax incurred by individual employees as a result of salary
packaging arrangements will be met by the individual employee on a salary sacrifice basis.
further information on salary packaging is available in the salary packaging policy.
page 17
part d – employment conditions and allowances
general
43)
information on the recognition (for particular purposes) of allowances provided for
in the agreement is at attachment b.
further information on allowances is available in the allowances policy.
remote locality conditions
44)
an employee recruited locally to a designated remote locality after 7 april 1998 does
not have automatic access to the remote locality provisions as determined by the secretary
in the remote locality policy. these employees and employees recruited from outside those
localities after 7 april 1998 may have access to remote locality conditions as negotiated with
the secretary.
45)
employees working in those localities may request a review by the secretary, seeking
a new or amended remote locality package.
further information on remote locality conditions is available in the remote locality policy.
public transport scheme
46)
the secretary will offer an interest free loan scheme for the purchasing of public |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 764 | salary packaging | purposes, will be determined as if the salary packaging arrangement had not occurred.
42)
any fringe benefits tax incurred by individual employees as a result of salary
packaging arrangements will be met by the individual employee on a salary sacrifice basis.
further information on salary packaging is available in the salary packaging policy.
page 17
part d – employment conditions and allowances
general
43)
information on the recognition (for particular purposes) of allowances provided for
in the agreement is at attachment b.
further information on allowances is available in the allowances policy.
remote locality conditions
44)
an employee recruited locally to a designated remote locality after 7 april 1998 does
not have automatic access to the remote locality provisions as determined by the secretary
in the remote locality policy. these employees and employees recruited from outside those
localities after 7 april 1998 may have access to remote locality conditions as negotiated with
the secretary.
45)
employees working in those localities may request a review by the secretary, seeking
a new or amended remote locality package.
further information on remote locality conditions is available in the remote locality policy.
public transport scheme
46)
the secretary will offer an interest free loan scheme for the purchasing of public
transport passes for employees.
further information on the public transport scheme and its operation is available in public |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 768 | salary packaging | further information on salary packaging is available in the salary packaging policy.
page 17
part d – employment conditions and allowances
general
43)
information on the recognition (for particular purposes) of allowances provided for
in the agreement is at attachment b.
further information on allowances is available in the allowances policy.
remote locality conditions
44)
an employee recruited locally to a designated remote locality after 7 april 1998 does
not have automatic access to the remote locality provisions as determined by the secretary
in the remote locality policy. these employees and employees recruited from outside those
localities after 7 april 1998 may have access to remote locality conditions as negotiated with
the secretary.
45)
employees working in those localities may request a review by the secretary, seeking
a new or amended remote locality package.
further information on remote locality conditions is available in the remote locality policy.
public transport scheme
46)
the secretary will offer an interest free loan scheme for the purchasing of public
transport passes for employees.
further information on the public transport scheme and its operation is available in public
transport loan scheme policy.
influenza vaccinations
47)
the secretary will, on an annual basis, make appropriate arrangements for the |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 799 | travel | travel allowance
48)
the secretary may adjust travel allowance (ta) annually up to the maximum nonacquittable amount required for taxation purposes.
49)
the department will meet reasonable costs, as determined by the secretary, for
employees on official overnight travel including accommodation, meals and any incidental
expenses.
50)
where this period exceeds three continuous weeks, the secretary will determine a
package of assistance to meet any additional costs incurred as a result of the employee
being temporarily relocated.
51)
the secretary will, subject to the presentation of receipts, authorise an additional
payment in circumstances where an employee has incurred reasonable costs, as determined
by the secretary, in excess of the allowance.
page 18
part-day travel
52)
an employee who is required to be absent from the employee’s usual place of work
on official business for a period of not less than 10 hours, but is not absent overnight, will be
paid an allowance of $48 for each absence.
illness while travelling
53)
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the secretary will approve payment of return journey costs to the
employee.
recognition of travel time
54) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 799 | travel allowance | travel allowance
48)
the secretary may adjust travel allowance (ta) annually up to the maximum nonacquittable amount required for taxation purposes.
49)
the department will meet reasonable costs, as determined by the secretary, for
employees on official overnight travel including accommodation, meals and any incidental
expenses.
50)
where this period exceeds three continuous weeks, the secretary will determine a
package of assistance to meet any additional costs incurred as a result of the employee
being temporarily relocated.
51)
the secretary will, subject to the presentation of receipts, authorise an additional
payment in circumstances where an employee has incurred reasonable costs, as determined
by the secretary, in excess of the allowance.
page 18
part-day travel
52)
an employee who is required to be absent from the employee’s usual place of work
on official business for a period of not less than 10 hours, but is not absent overnight, will be
paid an allowance of $48 for each absence.
illness while travelling
53)
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the secretary will approve payment of return journey costs to the
employee.
recognition of travel time
54) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 801 | travel | the secretary may adjust travel allowance (ta) annually up to the maximum nonacquittable amount required for taxation purposes.
49)
the department will meet reasonable costs, as determined by the secretary, for
employees on official overnight travel including accommodation, meals and any incidental
expenses.
50)
where this period exceeds three continuous weeks, the secretary will determine a
package of assistance to meet any additional costs incurred as a result of the employee
being temporarily relocated.
51)
the secretary will, subject to the presentation of receipts, authorise an additional
payment in circumstances where an employee has incurred reasonable costs, as determined
by the secretary, in excess of the allowance.
page 18
part-day travel
52)
an employee who is required to be absent from the employee’s usual place of work
on official business for a period of not less than 10 hours, but is not absent overnight, will be
paid an allowance of $48 for each absence.
illness while travelling
53)
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the secretary will approve payment of return journey costs to the
employee.
recognition of travel time
54)
where an employee classified as an aps 1-6 (and their equivalents) is required to
undertake official travel, the time spent travelling within the bandwidth, excluding the usual |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 801 | travel allowance | the secretary may adjust travel allowance (ta) annually up to the maximum nonacquittable amount required for taxation purposes.
49)
the department will meet reasonable costs, as determined by the secretary, for
employees on official overnight travel including accommodation, meals and any incidental
expenses.
50)
where this period exceeds three continuous weeks, the secretary will determine a
package of assistance to meet any additional costs incurred as a result of the employee
being temporarily relocated.
51)
the secretary will, subject to the presentation of receipts, authorise an additional
payment in circumstances where an employee has incurred reasonable costs, as determined
by the secretary, in excess of the allowance.
page 18
part-day travel
52)
an employee who is required to be absent from the employee’s usual place of work
on official business for a period of not less than 10 hours, but is not absent overnight, will be
paid an allowance of $48 for each absence.
illness while travelling
53)
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the secretary will approve payment of return journey costs to the
employee.
recognition of travel time
54)
where an employee classified as an aps 1-6 (and their equivalents) is required to
undertake official travel, the time spent travelling within the bandwidth, excluding the usual |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 804 | travel | employees on official overnight travel including accommodation, meals and any incidental
expenses.
50)
where this period exceeds three continuous weeks, the secretary will determine a
package of assistance to meet any additional costs incurred as a result of the employee
being temporarily relocated.
51)
the secretary will, subject to the presentation of receipts, authorise an additional
payment in circumstances where an employee has incurred reasonable costs, as determined
by the secretary, in excess of the allowance.
page 18
part-day travel
52)
an employee who is required to be absent from the employee’s usual place of work
on official business for a period of not less than 10 hours, but is not absent overnight, will be
paid an allowance of $48 for each absence.
illness while travelling
53)
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the secretary will approve payment of return journey costs to the
employee.
recognition of travel time
54)
where an employee classified as an aps 1-6 (and their equivalents) is required to
undertake official travel, the time spent travelling within the bandwidth, excluding the usual
time taken for the employee to travel to and from the employee’s regular place of work, will
be recorded as work hours.
55) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 817 | travel | part-day travel
52)
an employee who is required to be absent from the employee’s usual place of work
on official business for a period of not less than 10 hours, but is not absent overnight, will be
paid an allowance of $48 for each absence.
illness while travelling
53)
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the secretary will approve payment of return journey costs to the
employee.
recognition of travel time
54)
where an employee classified as an aps 1-6 (and their equivalents) is required to
undertake official travel, the time spent travelling within the bandwidth, excluding the usual
time taken for the employee to travel to and from the employee’s regular place of work, will
be recorded as work hours.
55)
travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be
claimed as travel time in lieu at single time rates.
motor vehicle allowance
56)
motor vehicle allowance (mva) is payable where the secretary approves an
employee to use a private or personally-hired vehicle for official purposes.
57)
where an employee seeks, and is approved to use, a private vehicle instead of the
most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 822 | travel | illness while travelling
53)
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the secretary will approve payment of return journey costs to the
employee.
recognition of travel time
54)
where an employee classified as an aps 1-6 (and their equivalents) is required to
undertake official travel, the time spent travelling within the bandwidth, excluding the usual
time taken for the employee to travel to and from the employee’s regular place of work, will
be recorded as work hours.
55)
travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be
claimed as travel time in lieu at single time rates.
motor vehicle allowance
56)
motor vehicle allowance (mva) is payable where the secretary approves an
employee to use a private or personally-hired vehicle for official purposes.
57)
where an employee seeks, and is approved to use, a private vehicle instead of the
most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 824 | travel | where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the secretary will approve payment of return journey costs to the
employee.
recognition of travel time
54)
where an employee classified as an aps 1-6 (and their equivalents) is required to
undertake official travel, the time spent travelling within the bandwidth, excluding the usual
time taken for the employee to travel to and from the employee’s regular place of work, will
be recorded as work hours.
55)
travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be
claimed as travel time in lieu at single time rates.
motor vehicle allowance
56)
motor vehicle allowance (mva) is payable where the secretary approves an
employee to use a private or personally-hired vehicle for official purposes.
57)
where an employee seeks, and is approved to use, a private vehicle instead of the
most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of
residence,
c) costs incurred in avoiding serious disruption to the final two (2) years of the |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 827 | travel | recognition of travel time
54)
where an employee classified as an aps 1-6 (and their equivalents) is required to
undertake official travel, the time spent travelling within the bandwidth, excluding the usual
time taken for the employee to travel to and from the employee’s regular place of work, will
be recorded as work hours.
55)
travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be
claimed as travel time in lieu at single time rates.
motor vehicle allowance
56)
motor vehicle allowance (mva) is payable where the secretary approves an
employee to use a private or personally-hired vehicle for official purposes.
57)
where an employee seeks, and is approved to use, a private vehicle instead of the
most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of
residence,
c) costs incurred in avoiding serious disruption to the final two (2) years of the
employee’s child’s secondary education (years 11 and 12),
d) temporary accommodation in the new location.
requested move |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 827 | recognition of travel time | recognition of travel time
54)
where an employee classified as an aps 1-6 (and their equivalents) is required to
undertake official travel, the time spent travelling within the bandwidth, excluding the usual
time taken for the employee to travel to and from the employee’s regular place of work, will
be recorded as work hours.
55)
travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be
claimed as travel time in lieu at single time rates.
motor vehicle allowance
56)
motor vehicle allowance (mva) is payable where the secretary approves an
employee to use a private or personally-hired vehicle for official purposes.
57)
where an employee seeks, and is approved to use, a private vehicle instead of the
most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of
residence,
c) costs incurred in avoiding serious disruption to the final two (2) years of the
employee’s child’s secondary education (years 11 and 12),
d) temporary accommodation in the new location.
requested move |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 830 | travel | undertake official travel, the time spent travelling within the bandwidth, excluding the usual
time taken for the employee to travel to and from the employee’s regular place of work, will
be recorded as work hours.
55)
travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be
claimed as travel time in lieu at single time rates.
motor vehicle allowance
56)
motor vehicle allowance (mva) is payable where the secretary approves an
employee to use a private or personally-hired vehicle for official purposes.
57)
where an employee seeks, and is approved to use, a private vehicle instead of the
most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of
residence,
c) costs incurred in avoiding serious disruption to the final two (2) years of the
employee’s child’s secondary education (years 11 and 12),
d) temporary accommodation in the new location.
requested move
59)
relocation or non-ongoing movement at the request of the employee will only
attract relocation assistance at the discretion of the secretary. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 830 | bandwidth | undertake official travel, the time spent travelling within the bandwidth, excluding the usual
time taken for the employee to travel to and from the employee’s regular place of work, will
be recorded as work hours.
55)
travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be
claimed as travel time in lieu at single time rates.
motor vehicle allowance
56)
motor vehicle allowance (mva) is payable where the secretary approves an
employee to use a private or personally-hired vehicle for official purposes.
57)
where an employee seeks, and is approved to use, a private vehicle instead of the
most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of
residence,
c) costs incurred in avoiding serious disruption to the final two (2) years of the
employee’s child’s secondary education (years 11 and 12),
d) temporary accommodation in the new location.
requested move
59)
relocation or non-ongoing movement at the request of the employee will only
attract relocation assistance at the discretion of the secretary. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 831 | travel | time taken for the employee to travel to and from the employee’s regular place of work, will
be recorded as work hours.
55)
travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be
claimed as travel time in lieu at single time rates.
motor vehicle allowance
56)
motor vehicle allowance (mva) is payable where the secretary approves an
employee to use a private or personally-hired vehicle for official purposes.
57)
where an employee seeks, and is approved to use, a private vehicle instead of the
most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of
residence,
c) costs incurred in avoiding serious disruption to the final two (2) years of the
employee’s child’s secondary education (years 11 and 12),
d) temporary accommodation in the new location.
requested move
59)
relocation or non-ongoing movement at the request of the employee will only
attract relocation assistance at the discretion of the secretary.
access for new employees |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 834 | travel | travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be
claimed as travel time in lieu at single time rates.
motor vehicle allowance
56)
motor vehicle allowance (mva) is payable where the secretary approves an
employee to use a private or personally-hired vehicle for official purposes.
57)
where an employee seeks, and is approved to use, a private vehicle instead of the
most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of
residence,
c) costs incurred in avoiding serious disruption to the final two (2) years of the
employee’s child’s secondary education (years 11 and 12),
d) temporary accommodation in the new location.
requested move
59)
relocation or non-ongoing movement at the request of the employee will only
attract relocation assistance at the discretion of the secretary.
access for new employees
60)
relocation assistance for reasonable costs may be negotiated on engagement, as
agreed by the secretary, for: |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 834 | bandwidth | travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be
claimed as travel time in lieu at single time rates.
motor vehicle allowance
56)
motor vehicle allowance (mva) is payable where the secretary approves an
employee to use a private or personally-hired vehicle for official purposes.
57)
where an employee seeks, and is approved to use, a private vehicle instead of the
most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of
residence,
c) costs incurred in avoiding serious disruption to the final two (2) years of the
employee’s child’s secondary education (years 11 and 12),
d) temporary accommodation in the new location.
requested move
59)
relocation or non-ongoing movement at the request of the employee will only
attract relocation assistance at the discretion of the secretary.
access for new employees
60)
relocation assistance for reasonable costs may be negotiated on engagement, as
agreed by the secretary, for: |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 835 | travel | claimed as travel time in lieu at single time rates.
motor vehicle allowance
56)
motor vehicle allowance (mva) is payable where the secretary approves an
employee to use a private or personally-hired vehicle for official purposes.
57)
where an employee seeks, and is approved to use, a private vehicle instead of the
most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of
residence,
c) costs incurred in avoiding serious disruption to the final two (2) years of the
employee’s child’s secondary education (years 11 and 12),
d) temporary accommodation in the new location.
requested move
59)
relocation or non-ongoing movement at the request of the employee will only
attract relocation assistance at the discretion of the secretary.
access for new employees
60)
relocation assistance for reasonable costs may be negotiated on engagement, as
agreed by the secretary, for:
a) transport and removal costs |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 842 | travel | most efficient means of travel as determined by the secretary, the amount of mva paid to
the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of
residence,
c) costs incurred in avoiding serious disruption to the final two (2) years of the
employee’s child’s secondary education (years 11 and 12),
d) temporary accommodation in the new location.
requested move
59)
relocation or non-ongoing movement at the request of the employee will only
attract relocation assistance at the discretion of the secretary.
access for new employees
60)
relocation assistance for reasonable costs may be negotiated on engagement, as
agreed by the secretary, for:
a) transport and removal costs
page 19
b) temporary accommodation in the new location.
community language allowance
61)
an employee who is required to undertake translating or interpreting responsibilities |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 843 | travel | the employee will not exceed the cost of the most efficient means of travel.
relocation assistance
access for existing employees
58)
where the department initiates a permanent relocation (including movement or
promotion) of an employee, or the relocation is in the interest of the department, the
secretary will reimburse reasonable relocation costs for:
a) transport and removal,
b) costs associated with the sale and purchase of the employee’s normal place of
residence,
c) costs incurred in avoiding serious disruption to the final two (2) years of the
employee’s child’s secondary education (years 11 and 12),
d) temporary accommodation in the new location.
requested move
59)
relocation or non-ongoing movement at the request of the employee will only
attract relocation assistance at the discretion of the secretary.
access for new employees
60)
relocation assistance for reasonable costs may be negotiated on engagement, as
agreed by the secretary, for:
a) transport and removal costs
page 19
b) temporary accommodation in the new location.
community language allowance
61)
an employee who is required to undertake translating or interpreting responsibilities
may, with the secretary’s approval, receive payment of a community language allowance. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 877 | bandwidth | for a specified period outside the bandwidth of hours, the employee will be paid a
restriction allowance as follows.
a) an employee restricted for a period of seven calendar days will receive an
allowance of $307 per week.
b) an employee restricted for a period of less than seven calendar days will receive
a proportional rate based on the number of hours restricted outside the
bandwidth.
c) an employee restricted on a weekend roster arrangement will receive an
allowance of $53 for each day of the weekend they are restricted. proportional
rates will not apply for rostered weekend restriction periods.
d) an employee restricted for any period that includes a public holiday will receive
payment of $53 in addition to salary for each public holiday the employee is
restricted.
e) an employee restricted on the three working days of annual closedown between
christmas day and new year’s day will receive payment of $53, in addition to
salary, for each day of annual closedown the employee is restricted.
ineligible employees
63)
executive level employees (and their equivalents) and employees who are employed
on an irregular/intermittent basis are generally ineligible to receive restriction allowance
payments. in exceptional circumstances, the secretary may approve restriction allowance
payments for these employees.
non-payment
64)
payment of restriction allowance will not be made to an employee who does not
remain contactable or at the required degree of readiness to perform overtime.
overtime for restricted employees
65)
a restricted employee who is required to perform overtime may be required to work
at the employee’s usual workplace or at another designated place, including the employee’s |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 883 | bandwidth | bandwidth.
c) an employee restricted on a weekend roster arrangement will receive an
allowance of $53 for each day of the weekend they are restricted. proportional
rates will not apply for rostered weekend restriction periods.
d) an employee restricted for any period that includes a public holiday will receive
payment of $53 in addition to salary for each public holiday the employee is
restricted.
e) an employee restricted on the three working days of annual closedown between
christmas day and new year’s day will receive payment of $53, in addition to
salary, for each day of annual closedown the employee is restricted.
ineligible employees
63)
executive level employees (and their equivalents) and employees who are employed
on an irregular/intermittent basis are generally ineligible to receive restriction allowance
payments. in exceptional circumstances, the secretary may approve restriction allowance
payments for these employees.
non-payment
64)
payment of restriction allowance will not be made to an employee who does not
remain contactable or at the required degree of readiness to perform overtime.
overtime for restricted employees
65)
a restricted employee who is required to perform overtime may be required to work
at the employee’s usual workplace or at another designated place, including the employee’s
home.
66)
where an employee is restricted under the provisions of clause 62 and is required to
perform overtime, but is not required to be recalled to a place of work, overtime payment
will be a one-hour minimum payment.
67) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 902 | overtime | remain contactable or at the required degree of readiness to perform overtime.
overtime for restricted employees
65)
a restricted employee who is required to perform overtime may be required to work
at the employee’s usual workplace or at another designated place, including the employee’s
home.
66)
where an employee is restricted under the provisions of clause 62 and is required to
perform overtime, but is not required to be recalled to a place of work, overtime payment
will be a one-hour minimum payment.
67)
where an employee restricted under the provisions of clause 62 is recalled to duty at
a place of work, overtime payment will be a three-hour minimum payment.
page 20
overtime provisions are outlined in part e.
departmental liaison officer (dlo) allowance
68)
an employee who performs the duties of departmental liaison officer and attends
for duty at the office of the minister, will be paid a pro-rata allowance for that day at the
annual rate of $19,080.
overtime meal break allowance
69)
where an employee is directed to work overtime for a continuous period of at least
one hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $28.00 where a meal break is taken during a meal period. for the purposes of
this clause a meal period is:
monday to friday:
saturday, sunday and public holidays:
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 903 | overtime | overtime for restricted employees
65)
a restricted employee who is required to perform overtime may be required to work
at the employee’s usual workplace or at another designated place, including the employee’s
home.
66)
where an employee is restricted under the provisions of clause 62 and is required to
perform overtime, but is not required to be recalled to a place of work, overtime payment
will be a one-hour minimum payment.
67)
where an employee restricted under the provisions of clause 62 is recalled to duty at
a place of work, overtime payment will be a three-hour minimum payment.
page 20
overtime provisions are outlined in part e.
departmental liaison officer (dlo) allowance
68)
an employee who performs the duties of departmental liaison officer and attends
for duty at the office of the minister, will be paid a pro-rata allowance for that day at the
annual rate of $19,080.
overtime meal break allowance
69)
where an employee is directed to work overtime for a continuous period of at least
one hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $28.00 where a meal break is taken during a meal period. for the purposes of
this clause a meal period is:
monday to friday:
saturday, sunday and public holidays:
6.30 am-7.00 am |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 905 | overtime | a restricted employee who is required to perform overtime may be required to work
at the employee’s usual workplace or at another designated place, including the employee’s
home.
66)
where an employee is restricted under the provisions of clause 62 and is required to
perform overtime, but is not required to be recalled to a place of work, overtime payment
will be a one-hour minimum payment.
67)
where an employee restricted under the provisions of clause 62 is recalled to duty at
a place of work, overtime payment will be a three-hour minimum payment.
page 20
overtime provisions are outlined in part e.
departmental liaison officer (dlo) allowance
68)
an employee who performs the duties of departmental liaison officer and attends
for duty at the office of the minister, will be paid a pro-rata allowance for that day at the
annual rate of $19,080.
overtime meal break allowance
69)
where an employee is directed to work overtime for a continuous period of at least
one hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $28.00 where a meal break is taken during a meal period. for the purposes of
this clause a meal period is:
monday to friday:
saturday, sunday and public holidays:
6.30 am-7.00 am
7.00 pm-7.30 pm
6.30 am-7.00 am |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 910 | overtime | perform overtime, but is not required to be recalled to a place of work, overtime payment
will be a one-hour minimum payment.
67)
where an employee restricted under the provisions of clause 62 is recalled to duty at
a place of work, overtime payment will be a three-hour minimum payment.
page 20
overtime provisions are outlined in part e.
departmental liaison officer (dlo) allowance
68)
an employee who performs the duties of departmental liaison officer and attends
for duty at the office of the minister, will be paid a pro-rata allowance for that day at the
annual rate of $19,080.
overtime meal break allowance
69)
where an employee is directed to work overtime for a continuous period of at least
one hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $28.00 where a meal break is taken during a meal period. for the purposes of
this clause a meal period is:
monday to friday:
saturday, sunday and public holidays:
6.30 am-7.00 am
7.00 pm-7.30 pm
6.30 am-7.00 am
12.30 pm-1.30 pm
7.00 pm-7.30 pm
70)
where overtime is worked for long periods and does not coincide with designated |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 914 | overtime | a place of work, overtime payment will be a three-hour minimum payment.
page 20
overtime provisions are outlined in part e.
departmental liaison officer (dlo) allowance
68)
an employee who performs the duties of departmental liaison officer and attends
for duty at the office of the minister, will be paid a pro-rata allowance for that day at the
annual rate of $19,080.
overtime meal break allowance
69)
where an employee is directed to work overtime for a continuous period of at least
one hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $28.00 where a meal break is taken during a meal period. for the purposes of
this clause a meal period is:
monday to friday:
saturday, sunday and public holidays:
6.30 am-7.00 am
7.00 pm-7.30 pm
6.30 am-7.00 am
12.30 pm-1.30 pm
7.00 pm-7.30 pm
70)
where overtime is worked for long periods and does not coincide with designated
meal periods, the secretary has the discretion to authorise payment of a meal allowance.
loss of, or damage to, clothing or personal effects
71)
where an employee incurs loss of, or damage to, clothing or personal effects, and |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 917 | overtime | overtime provisions are outlined in part e.
departmental liaison officer (dlo) allowance
68)
an employee who performs the duties of departmental liaison officer and attends
for duty at the office of the minister, will be paid a pro-rata allowance for that day at the
annual rate of $19,080.
overtime meal break allowance
69)
where an employee is directed to work overtime for a continuous period of at least
one hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $28.00 where a meal break is taken during a meal period. for the purposes of
this clause a meal period is:
monday to friday:
saturday, sunday and public holidays:
6.30 am-7.00 am
7.00 pm-7.30 pm
6.30 am-7.00 am
12.30 pm-1.30 pm
7.00 pm-7.30 pm
70)
where overtime is worked for long periods and does not coincide with designated
meal periods, the secretary has the discretion to authorise payment of a meal allowance.
loss of, or damage to, clothing or personal effects
71)
where an employee incurs loss of, or damage to, clothing or personal effects, and
the loss or damage can be reasonably associated with the employee's performance of the
employee’s duties, the secretary may authorise reimbursement of costs for repairs or
replacement of the personal effects. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 923 | overtime | overtime meal break allowance
69)
where an employee is directed to work overtime for a continuous period of at least
one hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $28.00 where a meal break is taken during a meal period. for the purposes of
this clause a meal period is:
monday to friday:
saturday, sunday and public holidays:
6.30 am-7.00 am
7.00 pm-7.30 pm
6.30 am-7.00 am
12.30 pm-1.30 pm
7.00 pm-7.30 pm
70)
where overtime is worked for long periods and does not coincide with designated
meal periods, the secretary has the discretion to authorise payment of a meal allowance.
loss of, or damage to, clothing or personal effects
71)
where an employee incurs loss of, or damage to, clothing or personal effects, and
the loss or damage can be reasonably associated with the employee's performance of the
employee’s duties, the secretary may authorise reimbursement of costs for repairs or
replacement of the personal effects.
further information is available in the loss of, or damage to, clothing or personal effects
policy.
workplace responsibility allowance
72)
the workplace responsibility allowance will be paid to an employee undertaking the
designated workplace responsibility roles of first aid officer, emergency warden, |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 925 | overtime | where an employee is directed to work overtime for a continuous period of at least
one hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $28.00 where a meal break is taken during a meal period. for the purposes of
this clause a meal period is:
monday to friday:
saturday, sunday and public holidays:
6.30 am-7.00 am
7.00 pm-7.30 pm
6.30 am-7.00 am
12.30 pm-1.30 pm
7.00 pm-7.30 pm
70)
where overtime is worked for long periods and does not coincide with designated
meal periods, the secretary has the discretion to authorise payment of a meal allowance.
loss of, or damage to, clothing or personal effects
71)
where an employee incurs loss of, or damage to, clothing or personal effects, and
the loss or damage can be reasonably associated with the employee's performance of the
employee’s duties, the secretary may authorise reimbursement of costs for repairs or
replacement of the personal effects.
further information is available in the loss of, or damage to, clothing or personal effects
policy.
workplace responsibility allowance
72)
the workplace responsibility allowance will be paid to an employee undertaking the
designated workplace responsibility roles of first aid officer, emergency warden,
harassment contact officer (hco) and health and safety representative (hsr). an
employee will not undertake more than one workplace responsibility at a time unless |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 926 | bandwidth | one hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $28.00 where a meal break is taken during a meal period. for the purposes of
this clause a meal period is:
monday to friday:
saturday, sunday and public holidays:
6.30 am-7.00 am
7.00 pm-7.30 pm
6.30 am-7.00 am
12.30 pm-1.30 pm
7.00 pm-7.30 pm
70)
where overtime is worked for long periods and does not coincide with designated
meal periods, the secretary has the discretion to authorise payment of a meal allowance.
loss of, or damage to, clothing or personal effects
71)
where an employee incurs loss of, or damage to, clothing or personal effects, and
the loss or damage can be reasonably associated with the employee's performance of the
employee’s duties, the secretary may authorise reimbursement of costs for repairs or
replacement of the personal effects.
further information is available in the loss of, or damage to, clothing or personal effects
policy.
workplace responsibility allowance
72)
the workplace responsibility allowance will be paid to an employee undertaking the
designated workplace responsibility roles of first aid officer, emergency warden,
harassment contact officer (hco) and health and safety representative (hsr). an
employee will not undertake more than one workplace responsibility at a time unless
approved to do so by the secretary. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 939 | overtime | where overtime is worked for long periods and does not coincide with designated
meal periods, the secretary has the discretion to authorise payment of a meal allowance.
loss of, or damage to, clothing or personal effects
71)
where an employee incurs loss of, or damage to, clothing or personal effects, and
the loss or damage can be reasonably associated with the employee's performance of the
employee’s duties, the secretary may authorise reimbursement of costs for repairs or
replacement of the personal effects.
further information is available in the loss of, or damage to, clothing or personal effects
policy.
workplace responsibility allowance
72)
the workplace responsibility allowance will be paid to an employee undertaking the
designated workplace responsibility roles of first aid officer, emergency warden,
harassment contact officer (hco) and health and safety representative (hsr). an
employee will not undertake more than one workplace responsibility at a time unless
approved to do so by the secretary.
73)
payment of the workplace responsibility allowance will be made to an employee
who is elected or appointed to a workplace responsibility role and has successfully
undertaken relevant training or obtained any required qualification.
74)
a weekly workplace responsibility allowance of $11.00 will be paid to an employee
appointed by the secretary to be an emergency warden or hco, and to an employee
elected as a hsr.
75)
a weekly workplace responsibility allowance of $15.00 will be paid to an employee
holding the minimum accreditation standard of the senior first aid certificate (level 2 or
page 21 |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 998 | flextime | patterns, including leave planning, flextime arrangements, breaks, and minimising additional
hours where possible. the provisions below are designed to be sufficiently flexible for
employees to meet business requirements and balance their personal needs.
80)
an employee and their manager will work together to manage hours of work and
breaks to ensure that an employee is not working excessive hours without the opportunity
to take time off either as flextime (for aps1-6 and their equivalents) or in the case of
executive level employees (and their equivalents), as executive level time off.
81)
all employees have access to flexible working hours. for aps1-6 (and their
equivalents), these flexible working hours will be accessed through the flextime scheme.
82)
for the purposes of calculating pay, attendance and flextime, ordinary hours of work
for full-time employees is 150 hours over the four week settlement period commencing on a
payday thursday. this equates to an average of 7 hours 30 minutes per day.
further information is available in the hours of work and flexibility policy.
standard day
83)
the standard day is used for the purposes of determining a full-time employee’s
hourly rate of pay, overtime entitlements, the accrual and deduction of leave and
calculation of hours over the flextime period.
84)
the standard day for full-time employees is 7 hours and 30 minutes worked from
8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday.
85)
an employee’s attendance pattern will be a standard day where:
a) essential operational requirements and the availability of work require that
hours worked are temporarily varied, including reversion to a standard day, or
b) an employee’s attendance is unsatisfactory or that the employee is misusing |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1004 | flextime | to take time off either as flextime (for aps1-6 and their equivalents) or in the case of
executive level employees (and their equivalents), as executive level time off.
81)
all employees have access to flexible working hours. for aps1-6 (and their
equivalents), these flexible working hours will be accessed through the flextime scheme.
82)
for the purposes of calculating pay, attendance and flextime, ordinary hours of work
for full-time employees is 150 hours over the four week settlement period commencing on a
payday thursday. this equates to an average of 7 hours 30 minutes per day.
further information is available in the hours of work and flexibility policy.
standard day
83)
the standard day is used for the purposes of determining a full-time employee’s
hourly rate of pay, overtime entitlements, the accrual and deduction of leave and
calculation of hours over the flextime period.
84)
the standard day for full-time employees is 7 hours and 30 minutes worked from
8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday.
85)
an employee’s attendance pattern will be a standard day where:
a) essential operational requirements and the availability of work require that
hours worked are temporarily varied, including reversion to a standard day, or
b) an employee’s attendance is unsatisfactory or that the employee is misusing
flextime.
hours of work of part-time employees
86)
for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138.
working patterns |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1008 | flextime | equivalents), these flexible working hours will be accessed through the flextime scheme.
82)
for the purposes of calculating pay, attendance and flextime, ordinary hours of work
for full-time employees is 150 hours over the four week settlement period commencing on a
payday thursday. this equates to an average of 7 hours 30 minutes per day.
further information is available in the hours of work and flexibility policy.
standard day
83)
the standard day is used for the purposes of determining a full-time employee’s
hourly rate of pay, overtime entitlements, the accrual and deduction of leave and
calculation of hours over the flextime period.
84)
the standard day for full-time employees is 7 hours and 30 minutes worked from
8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday.
85)
an employee’s attendance pattern will be a standard day where:
a) essential operational requirements and the availability of work require that
hours worked are temporarily varied, including reversion to a standard day, or
b) an employee’s attendance is unsatisfactory or that the employee is misusing
flextime.
hours of work of part-time employees
86)
for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138.
working patterns
87)
the pattern of hours by which an employee meets their ordinary hours of duty will
be determined in consultation with the employee, and with regard to the operational needs
of the department. an employee will not normally be required to: |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1010 | flextime | for the purposes of calculating pay, attendance and flextime, ordinary hours of work
for full-time employees is 150 hours over the four week settlement period commencing on a
payday thursday. this equates to an average of 7 hours 30 minutes per day.
further information is available in the hours of work and flexibility policy.
standard day
83)
the standard day is used for the purposes of determining a full-time employee’s
hourly rate of pay, overtime entitlements, the accrual and deduction of leave and
calculation of hours over the flextime period.
84)
the standard day for full-time employees is 7 hours and 30 minutes worked from
8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday.
85)
an employee’s attendance pattern will be a standard day where:
a) essential operational requirements and the availability of work require that
hours worked are temporarily varied, including reversion to a standard day, or
b) an employee’s attendance is unsatisfactory or that the employee is misusing
flextime.
hours of work of part-time employees
86)
for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138.
working patterns
87)
the pattern of hours by which an employee meets their ordinary hours of duty will
be determined in consultation with the employee, and with regard to the operational needs
of the department. an employee will not normally be required to:
a) work more than 10 hours ordinary time on any day, or
b) commence work on any day without having at least 10 hours minimum break |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1017 | overtime | hourly rate of pay, overtime entitlements, the accrual and deduction of leave and
calculation of hours over the flextime period.
84)
the standard day for full-time employees is 7 hours and 30 minutes worked from
8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday.
85)
an employee’s attendance pattern will be a standard day where:
a) essential operational requirements and the availability of work require that
hours worked are temporarily varied, including reversion to a standard day, or
b) an employee’s attendance is unsatisfactory or that the employee is misusing
flextime.
hours of work of part-time employees
86)
for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138.
working patterns
87)
the pattern of hours by which an employee meets their ordinary hours of duty will
be determined in consultation with the employee, and with regard to the operational needs
of the department. an employee will not normally be required to:
a) work more than 10 hours ordinary time on any day, or
b) commence work on any day without having at least 10 hours minimum break
from the previous day’s work, without specific approval from their manager.
page 23
88)
where this does occur, the overtime and time in lieu provisions at clauses 112 to 123
and/or meal allowance provisions at clauses 69 and 70 may apply. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1018 | flextime | calculation of hours over the flextime period.
84)
the standard day for full-time employees is 7 hours and 30 minutes worked from
8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday.
85)
an employee’s attendance pattern will be a standard day where:
a) essential operational requirements and the availability of work require that
hours worked are temporarily varied, including reversion to a standard day, or
b) an employee’s attendance is unsatisfactory or that the employee is misusing
flextime.
hours of work of part-time employees
86)
for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138.
working patterns
87)
the pattern of hours by which an employee meets their ordinary hours of duty will
be determined in consultation with the employee, and with regard to the operational needs
of the department. an employee will not normally be required to:
a) work more than 10 hours ordinary time on any day, or
b) commence work on any day without having at least 10 hours minimum break
from the previous day’s work, without specific approval from their manager.
page 23
88)
where this does occur, the overtime and time in lieu provisions at clauses 112 to 123
and/or meal allowance provisions at clauses 69 and 70 may apply.
89) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1028 | flextime | flextime.
hours of work of part-time employees
86)
for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138.
working patterns
87)
the pattern of hours by which an employee meets their ordinary hours of duty will
be determined in consultation with the employee, and with regard to the operational needs
of the department. an employee will not normally be required to:
a) work more than 10 hours ordinary time on any day, or
b) commence work on any day without having at least 10 hours minimum break
from the previous day’s work, without specific approval from their manager.
page 23
88)
where this does occur, the overtime and time in lieu provisions at clauses 112 to 123
and/or meal allowance provisions at clauses 69 and 70 may apply.
89)
regardless of the bandwidth, aps employees are required to take an unpaid break of
at least 30 minutes for every five hours of work.
insufficient work and flextime
90)
working extended hours is subject to work availability and manager approval. over a
four week settlement period, a manager may require an employee not to work hours in
excess of their ordinary hours where there is insufficient available productive work to
warrant working the extended hours.
bandwidth
91) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1045 | overtime | where this does occur, the overtime and time in lieu provisions at clauses 112 to 123
and/or meal allowance provisions at clauses 69 and 70 may apply.
89)
regardless of the bandwidth, aps employees are required to take an unpaid break of
at least 30 minutes for every five hours of work.
insufficient work and flextime
90)
working extended hours is subject to work availability and manager approval. over a
four week settlement period, a manager may require an employee not to work hours in
excess of their ordinary hours where there is insufficient available productive work to
warrant working the extended hours.
bandwidth
91)
the bandwidth of hours in which an employee will work their ordinary hours is 7.00
am to 7.00 pm, monday to friday.
work outside bandwidth
92)
where an employee requests to work their ordinary hours outside the bandwidth
e.g. on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a
regular, temporary or intermittent basis.
after hours use of taxis
93)
a manager may approve the use of taxis by an employee for after hours work, as
part of their overall whs responsibility.
recording attendance
94)
all employees are required to record their working hours.
further information is available in the hours of work and flexibility policy. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1048 | bandwidth | regardless of the bandwidth, aps employees are required to take an unpaid break of
at least 30 minutes for every five hours of work.
insufficient work and flextime
90)
working extended hours is subject to work availability and manager approval. over a
four week settlement period, a manager may require an employee not to work hours in
excess of their ordinary hours where there is insufficient available productive work to
warrant working the extended hours.
bandwidth
91)
the bandwidth of hours in which an employee will work their ordinary hours is 7.00
am to 7.00 pm, monday to friday.
work outside bandwidth
92)
where an employee requests to work their ordinary hours outside the bandwidth
e.g. on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a
regular, temporary or intermittent basis.
after hours use of taxis
93)
a manager may approve the use of taxis by an employee for after hours work, as
part of their overall whs responsibility.
recording attendance
94)
all employees are required to record their working hours.
further information is available in the hours of work and flexibility policy.
flextime scheme
aps1-6 (and their equivalents)
95) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1050 | flextime | insufficient work and flextime
90)
working extended hours is subject to work availability and manager approval. over a
four week settlement period, a manager may require an employee not to work hours in
excess of their ordinary hours where there is insufficient available productive work to
warrant working the extended hours.
bandwidth
91)
the bandwidth of hours in which an employee will work their ordinary hours is 7.00
am to 7.00 pm, monday to friday.
work outside bandwidth
92)
where an employee requests to work their ordinary hours outside the bandwidth
e.g. on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a
regular, temporary or intermittent basis.
after hours use of taxis
93)
a manager may approve the use of taxis by an employee for after hours work, as
part of their overall whs responsibility.
recording attendance
94)
all employees are required to record their working hours.
further information is available in the hours of work and flexibility policy.
flextime scheme
aps1-6 (and their equivalents)
95)
aps1-6 employees (and their equivalents) accumulate flextime for duty performed in
excess of their ordinary hours of work (over the settlement period), that does not attract |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1056 | bandwidth | bandwidth
91)
the bandwidth of hours in which an employee will work their ordinary hours is 7.00
am to 7.00 pm, monday to friday.
work outside bandwidth
92)
where an employee requests to work their ordinary hours outside the bandwidth
e.g. on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a
regular, temporary or intermittent basis.
after hours use of taxis
93)
a manager may approve the use of taxis by an employee for after hours work, as
part of their overall whs responsibility.
recording attendance
94)
all employees are required to record their working hours.
further information is available in the hours of work and flexibility policy.
flextime scheme
aps1-6 (and their equivalents)
95)
aps1-6 employees (and their equivalents) accumulate flextime for duty performed in
excess of their ordinary hours of work (over the settlement period), that does not attract
overtime.
96)
subject to the agreement of their manager, an employee may:
a) vary their pattern of attendance from time to time in order to meet personal
needs, |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1058 | bandwidth | the bandwidth of hours in which an employee will work their ordinary hours is 7.00
am to 7.00 pm, monday to friday.
work outside bandwidth
92)
where an employee requests to work their ordinary hours outside the bandwidth
e.g. on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a
regular, temporary or intermittent basis.
after hours use of taxis
93)
a manager may approve the use of taxis by an employee for after hours work, as
part of their overall whs responsibility.
recording attendance
94)
all employees are required to record their working hours.
further information is available in the hours of work and flexibility policy.
flextime scheme
aps1-6 (and their equivalents)
95)
aps1-6 employees (and their equivalents) accumulate flextime for duty performed in
excess of their ordinary hours of work (over the settlement period), that does not attract
overtime.
96)
subject to the agreement of their manager, an employee may:
a) vary their pattern of attendance from time to time in order to meet personal
needs,
b) take flextime as a part or whole day absence.
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1060 | bandwidth | work outside bandwidth
92)
where an employee requests to work their ordinary hours outside the bandwidth
e.g. on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a
regular, temporary or intermittent basis.
after hours use of taxis
93)
a manager may approve the use of taxis by an employee for after hours work, as
part of their overall whs responsibility.
recording attendance
94)
all employees are required to record their working hours.
further information is available in the hours of work and flexibility policy.
flextime scheme
aps1-6 (and their equivalents)
95)
aps1-6 employees (and their equivalents) accumulate flextime for duty performed in
excess of their ordinary hours of work (over the settlement period), that does not attract
overtime.
96)
subject to the agreement of their manager, an employee may:
a) vary their pattern of attendance from time to time in order to meet personal
needs,
b) take flextime as a part or whole day absence.
excess flex credits
97) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1062 | bandwidth | where an employee requests to work their ordinary hours outside the bandwidth
e.g. on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a
regular, temporary or intermittent basis.
after hours use of taxis
93)
a manager may approve the use of taxis by an employee for after hours work, as
part of their overall whs responsibility.
recording attendance
94)
all employees are required to record their working hours.
further information is available in the hours of work and flexibility policy.
flextime scheme
aps1-6 (and their equivalents)
95)
aps1-6 employees (and their equivalents) accumulate flextime for duty performed in
excess of their ordinary hours of work (over the settlement period), that does not attract
overtime.
96)
subject to the agreement of their manager, an employee may:
a) vary their pattern of attendance from time to time in order to meet personal
needs,
b) take flextime as a part or whole day absence.
excess flex credits
97)
where an employee’s flex credit exceeds 20 hours at the end of a settlement period,
the employee and their manager will put a plan in place to reduce the flex credits. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1065 | overtime | ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a
regular, temporary or intermittent basis.
after hours use of taxis
93)
a manager may approve the use of taxis by an employee for after hours work, as
part of their overall whs responsibility.
recording attendance
94)
all employees are required to record their working hours.
further information is available in the hours of work and flexibility policy.
flextime scheme
aps1-6 (and their equivalents)
95)
aps1-6 employees (and their equivalents) accumulate flextime for duty performed in
excess of their ordinary hours of work (over the settlement period), that does not attract
overtime.
96)
subject to the agreement of their manager, an employee may:
a) vary their pattern of attendance from time to time in order to meet personal
needs,
b) take flextime as a part or whole day absence.
excess flex credits
97)
where an employee’s flex credit exceeds 20 hours at the end of a settlement period,
the employee and their manager will put a plan in place to reduce the flex credits.
page 24
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1065 | bandwidth | ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a
regular, temporary or intermittent basis.
after hours use of taxis
93)
a manager may approve the use of taxis by an employee for after hours work, as
part of their overall whs responsibility.
recording attendance
94)
all employees are required to record their working hours.
further information is available in the hours of work and flexibility policy.
flextime scheme
aps1-6 (and their equivalents)
95)
aps1-6 employees (and their equivalents) accumulate flextime for duty performed in
excess of their ordinary hours of work (over the settlement period), that does not attract
overtime.
96)
subject to the agreement of their manager, an employee may:
a) vary their pattern of attendance from time to time in order to meet personal
needs,
b) take flextime as a part or whole day absence.
excess flex credits
97)
where an employee’s flex credit exceeds 20 hours at the end of a settlement period,
the employee and their manager will put a plan in place to reduce the flex credits.
page 24
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1075 | flextime | flextime scheme
aps1-6 (and their equivalents)
95)
aps1-6 employees (and their equivalents) accumulate flextime for duty performed in
excess of their ordinary hours of work (over the settlement period), that does not attract
overtime.
96)
subject to the agreement of their manager, an employee may:
a) vary their pattern of attendance from time to time in order to meet personal
needs,
b) take flextime as a part or whole day absence.
excess flex credits
97)
where an employee’s flex credit exceeds 20 hours at the end of a settlement period,
the employee and their manager will put a plan in place to reduce the flex credits.
page 24
cash out of credits exceeding 30 hours
98)
at the end of a settlement period, an employee’s manager may approve flex credits
exceeding 30 hours to be cashed out at ordinary time rates where, due to organisational
requirements, the manager cannot envisage an opportunity for the employee to use those
credits in the next settlement period.
cash out of credits exceeding 37.5 hours
99)
at the request of the employee, flex credits exceeding 37.5 hours can be cashed out.
flex debit balance |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1078 | flextime | aps1-6 employees (and their equivalents) accumulate flextime for duty performed in
excess of their ordinary hours of work (over the settlement period), that does not attract
overtime.
96)
subject to the agreement of their manager, an employee may:
a) vary their pattern of attendance from time to time in order to meet personal
needs,
b) take flextime as a part or whole day absence.
excess flex credits
97)
where an employee’s flex credit exceeds 20 hours at the end of a settlement period,
the employee and their manager will put a plan in place to reduce the flex credits.
page 24
cash out of credits exceeding 30 hours
98)
at the end of a settlement period, an employee’s manager may approve flex credits
exceeding 30 hours to be cashed out at ordinary time rates where, due to organisational
requirements, the manager cannot envisage an opportunity for the employee to use those
credits in the next settlement period.
cash out of credits exceeding 37.5 hours
99)
at the request of the employee, flex credits exceeding 37.5 hours can be cashed out.
flex debit balance
100) employees may carry over a maximum of 10 hours flex debit accumulated in any
settlement period into the next settlement period. if the maximum debit is exceeded at the
end of a settlement period and is not reduced to the maximum allowable (or lower) over |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1080 | overtime | overtime.
96)
subject to the agreement of their manager, an employee may:
a) vary their pattern of attendance from time to time in order to meet personal
needs,
b) take flextime as a part or whole day absence.
excess flex credits
97)
where an employee’s flex credit exceeds 20 hours at the end of a settlement period,
the employee and their manager will put a plan in place to reduce the flex credits.
page 24
cash out of credits exceeding 30 hours
98)
at the end of a settlement period, an employee’s manager may approve flex credits
exceeding 30 hours to be cashed out at ordinary time rates where, due to organisational
requirements, the manager cannot envisage an opportunity for the employee to use those
credits in the next settlement period.
cash out of credits exceeding 37.5 hours
99)
at the request of the employee, flex credits exceeding 37.5 hours can be cashed out.
flex debit balance
100) employees may carry over a maximum of 10 hours flex debit accumulated in any
settlement period into the next settlement period. if the maximum debit is exceeded at the
end of a settlement period and is not reduced to the maximum allowable (or lower) over
the next settlement period, the amount by which the maximum is exceeded shall be treated
as leave without pay and an appropriate deduction made from the employee’s salary in |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1086 | flextime | b) take flextime as a part or whole day absence.
excess flex credits
97)
where an employee’s flex credit exceeds 20 hours at the end of a settlement period,
the employee and their manager will put a plan in place to reduce the flex credits.
page 24
cash out of credits exceeding 30 hours
98)
at the end of a settlement period, an employee’s manager may approve flex credits
exceeding 30 hours to be cashed out at ordinary time rates where, due to organisational
requirements, the manager cannot envisage an opportunity for the employee to use those
credits in the next settlement period.
cash out of credits exceeding 37.5 hours
99)
at the request of the employee, flex credits exceeding 37.5 hours can be cashed out.
flex debit balance
100) employees may carry over a maximum of 10 hours flex debit accumulated in any
settlement period into the next settlement period. if the maximum debit is exceeded at the
end of a settlement period and is not reduced to the maximum allowable (or lower) over
the next settlement period, the amount by which the maximum is exceeded shall be treated
as leave without pay and an appropriate deduction made from the employee’s salary in
accordance with the accountable authority instructions.
flex balances at cessation
101) prior to cessation of employment, the employee’s manager should provide
opportunities to enable the employee to balance any flex credits or debits. employees
should also take all reasonable steps to balance their flex debit or credit. where flex credits
are outstanding at the cessation of employment with the department, the flex credit will be |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1121 | overtime | (extra hours or directed overtime) where such additional hours are unreasonable. such
refusal will not prejudice the employee’s employment. for the purposes of this clause,
additional hours are those in excess of:
a) 37.5 hours per week for a full-time employee, or
b) the agreed ordinary hours of work per week for a part-time employee.
executive level time off
103) the department recognises the focus on the achievement of outcomes by executive
level employees (and their equivalents) as senior professionals of the department. the
achievement of organisational outcomes may involve considerable work effort, variable
work hours and on occasions a requirement to work over and above normal working hours.
the department recognises these efforts and contributions.
104) executive level employees and their managers will work together to manage
workloads and working hours, including making arrangements as to when any executive
level time off will be taken.
page 25
105) where operational needs require an executive level employee to work additional
hours in excess of their ordinary hours for a sustained period, including a critical incident
response, the employee and their manager will agree and document arrangements for time
off to recognise the additional effort.
106) to minimise any negative impact on an employee’s health and wellbeing, executive
level time off should be taken as soon as practical, subject to operational requirements.
107) time off for executive level employees is available on an hour for hour basis for
official domestic travel only. all other executive level time off will not be on an hour for
hour basis.
108) regardless of the bandwidth, executive level employees are required to break for at
least 30 minutes after five hours of continuous work.
time off for official travel
109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1142 | health and wellbeing | 106) to minimise any negative impact on an employee’s health and wellbeing, executive
level time off should be taken as soon as practical, subject to operational requirements.
107) time off for executive level employees is available on an hour for hour basis for
official domestic travel only. all other executive level time off will not be on an hour for
hour basis.
108) regardless of the bandwidth, executive level employees are required to break for at
least 30 minutes after five hours of continuous work.
time off for official travel
109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding
the usual time taken for the employee to travel to and from their regular place of work.
existing local travel arrangements for international travel will continue to apply.
110) to minimise any negative impact on an executive level employee’s personal
commitments, wherever possible the department encourages employees to travel within
the bandwidth.
national incident room (nir)
111) the secretary will specify mandatory breaks for periods of extended duty by
employees working in the nir during an incident response. mandated rest periods shall be
provided as full days. nir duties in excess of five continuous days of increased hours shall
attract no less than two consecutive days, free of all duty, immediately following the
incident.
overtime
aps1-6 (and their equivalents)
112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the secretary to:
a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1145 | travel | official domestic travel only. all other executive level time off will not be on an hour for
hour basis.
108) regardless of the bandwidth, executive level employees are required to break for at
least 30 minutes after five hours of continuous work.
time off for official travel
109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding
the usual time taken for the employee to travel to and from their regular place of work.
existing local travel arrangements for international travel will continue to apply.
110) to minimise any negative impact on an executive level employee’s personal
commitments, wherever possible the department encourages employees to travel within
the bandwidth.
national incident room (nir)
111) the secretary will specify mandatory breaks for periods of extended duty by
employees working in the nir during an incident response. mandated rest periods shall be
provided as full days. nir duties in excess of five continuous days of increased hours shall
attract no less than two consecutive days, free of all duty, immediately following the
incident.
overtime
aps1-6 (and their equivalents)
112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the secretary to:
a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their
equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1147 | bandwidth | 108) regardless of the bandwidth, executive level employees are required to break for at
least 30 minutes after five hours of continuous work.
time off for official travel
109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding
the usual time taken for the employee to travel to and from their regular place of work.
existing local travel arrangements for international travel will continue to apply.
110) to minimise any negative impact on an executive level employee’s personal
commitments, wherever possible the department encourages employees to travel within
the bandwidth.
national incident room (nir)
111) the secretary will specify mandatory breaks for periods of extended duty by
employees working in the nir during an incident response. mandated rest periods shall be
provided as full days. nir duties in excess of five continuous days of increased hours shall
attract no less than two consecutive days, free of all duty, immediately following the
incident.
overtime
aps1-6 (and their equivalents)
112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the secretary to:
a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their
equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or
b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1149 | travel | time off for official travel
109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding
the usual time taken for the employee to travel to and from their regular place of work.
existing local travel arrangements for international travel will continue to apply.
110) to minimise any negative impact on an executive level employee’s personal
commitments, wherever possible the department encourages employees to travel within
the bandwidth.
national incident room (nir)
111) the secretary will specify mandatory breaks for periods of extended duty by
employees working in the nir during an incident response. mandated rest periods shall be
provided as full days. nir duties in excess of five continuous days of increased hours shall
attract no less than two consecutive days, free of all duty, immediately following the
incident.
overtime
aps1-6 (and their equivalents)
112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the secretary to:
a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their
equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or
b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
page 26
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1150 | travel | 109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding
the usual time taken for the employee to travel to and from their regular place of work.
existing local travel arrangements for international travel will continue to apply.
110) to minimise any negative impact on an executive level employee’s personal
commitments, wherever possible the department encourages employees to travel within
the bandwidth.
national incident room (nir)
111) the secretary will specify mandatory breaks for periods of extended duty by
employees working in the nir during an incident response. mandated rest periods shall be
provided as full days. nir duties in excess of five continuous days of increased hours shall
attract no less than two consecutive days, free of all duty, immediately following the
incident.
overtime
aps1-6 (and their equivalents)
112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the secretary to:
a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their
equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or
b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
page 26
114) subject to clause 113, a part-time employee will be eligible for overtime for work |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1151 | travel | the usual time taken for the employee to travel to and from their regular place of work.
existing local travel arrangements for international travel will continue to apply.
110) to minimise any negative impact on an executive level employee’s personal
commitments, wherever possible the department encourages employees to travel within
the bandwidth.
national incident room (nir)
111) the secretary will specify mandatory breaks for periods of extended duty by
employees working in the nir during an incident response. mandated rest periods shall be
provided as full days. nir duties in excess of five continuous days of increased hours shall
attract no less than two consecutive days, free of all duty, immediately following the
incident.
overtime
aps1-6 (and their equivalents)
112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the secretary to:
a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their
equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or
b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
page 26
114) subject to clause 113, a part-time employee will be eligible for overtime for work
performed in excess of the agreed hours of duty over the settlement period, unless they |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1152 | travel | existing local travel arrangements for international travel will continue to apply.
110) to minimise any negative impact on an executive level employee’s personal
commitments, wherever possible the department encourages employees to travel within
the bandwidth.
national incident room (nir)
111) the secretary will specify mandatory breaks for periods of extended duty by
employees working in the nir during an incident response. mandated rest periods shall be
provided as full days. nir duties in excess of five continuous days of increased hours shall
attract no less than two consecutive days, free of all duty, immediately following the
incident.
overtime
aps1-6 (and their equivalents)
112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the secretary to:
a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their
equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or
b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
page 26
114) subject to clause 113, a part-time employee will be eligible for overtime for work
performed in excess of the agreed hours of duty over the settlement period, unless they
elect to receive those additional hours as time in lieu under clause 117. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1154 | travel | commitments, wherever possible the department encourages employees to travel within
the bandwidth.
national incident room (nir)
111) the secretary will specify mandatory breaks for periods of extended duty by
employees working in the nir during an incident response. mandated rest periods shall be
provided as full days. nir duties in excess of five continuous days of increased hours shall
attract no less than two consecutive days, free of all duty, immediately following the
incident.
overtime
aps1-6 (and their equivalents)
112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the secretary to:
a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their
equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or
b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
page 26
114) subject to clause 113, a part-time employee will be eligible for overtime for work
performed in excess of the agreed hours of duty over the settlement period, unless they
elect to receive those additional hours as time in lieu under clause 117.
executive level (and their equivalents)
115) executive level employees (and their equivalents) are not generally entitled to |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1155 | bandwidth | the bandwidth.
national incident room (nir)
111) the secretary will specify mandatory breaks for periods of extended duty by
employees working in the nir during an incident response. mandated rest periods shall be
provided as full days. nir duties in excess of five continuous days of increased hours shall
attract no less than two consecutive days, free of all duty, immediately following the
incident.
overtime
aps1-6 (and their equivalents)
112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the secretary to:
a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their
equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or
b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
page 26
114) subject to clause 113, a part-time employee will be eligible for overtime for work
performed in excess of the agreed hours of duty over the settlement period, unless they
elect to receive those additional hours as time in lieu under clause 117.
executive level (and their equivalents)
115) executive level employees (and their equivalents) are not generally entitled to
payment for overtime. however, the secretary may approve overtime for executive level |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1162 | overtime | overtime
aps1-6 (and their equivalents)
112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the secretary to:
a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their
equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or
b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
page 26
114) subject to clause 113, a part-time employee will be eligible for overtime for work
performed in excess of the agreed hours of duty over the settlement period, unless they
elect to receive those additional hours as time in lieu under clause 117.
executive level (and their equivalents)
115) executive level employees (and their equivalents) are not generally entitled to
payment for overtime. however, the secretary may approve overtime for executive level
employees in exceptional circumstances. otherwise, the time off provisions in clauses 103
to 110 will apply.
travel not to count
116) time spent travelling to or from work will not count as part of an overtime
attendance.
time in lieu (til)
117) if an employee chooses, the secretary may allow the employee to take til as a form |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1164 | overtime | 112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the secretary to:
a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their
equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or
b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
page 26
114) subject to clause 113, a part-time employee will be eligible for overtime for work
performed in excess of the agreed hours of duty over the settlement period, unless they
elect to receive those additional hours as time in lieu under clause 117.
executive level (and their equivalents)
115) executive level employees (and their equivalents) are not generally entitled to
payment for overtime. however, the secretary may approve overtime for executive level
employees in exceptional circumstances. otherwise, the time off provisions in clauses 103
to 110 will apply.
travel not to count
116) time spent travelling to or from work will not count as part of an overtime
attendance.
time in lieu (til)
117) if an employee chooses, the secretary may allow the employee to take til as a form
of recompense for overtime as an alternative to overtime payment, subject to the
provisions of this clause. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1166 | bandwidth | a) perform work outside the bandwidth (inclusive of weekends and public holidays),
or
b) work in excess of 9.5 hours on any one day (monday to friday inclusive),
whichever occurs first.
part-time employees - aps1-6 (and their equivalents)
113) in addition to clause 112, part-time employees at the aps1-6 level (and their
equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or
b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
page 26
114) subject to clause 113, a part-time employee will be eligible for overtime for work
performed in excess of the agreed hours of duty over the settlement period, unless they
elect to receive those additional hours as time in lieu under clause 117.
executive level (and their equivalents)
115) executive level employees (and their equivalents) are not generally entitled to
payment for overtime. however, the secretary may approve overtime for executive level
employees in exceptional circumstances. otherwise, the time off provisions in clauses 103
to 110 will apply.
travel not to count
116) time spent travelling to or from work will not count as part of an overtime
attendance.
time in lieu (til)
117) if an employee chooses, the secretary may allow the employee to take til as a form
of recompense for overtime as an alternative to overtime payment, subject to the
provisions of this clause.
calculation
118) where overtime is worked, the rate of payment (or til, if the employee elects) is |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1172 | overtime | equivalents) are eligible for overtime for work performed at the direction of the secretary,
which is:
a) not continuous with the employee’s agreed or specified hours of work, and/or
b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
page 26
114) subject to clause 113, a part-time employee will be eligible for overtime for work
performed in excess of the agreed hours of duty over the settlement period, unless they
elect to receive those additional hours as time in lieu under clause 117.
executive level (and their equivalents)
115) executive level employees (and their equivalents) are not generally entitled to
payment for overtime. however, the secretary may approve overtime for executive level
employees in exceptional circumstances. otherwise, the time off provisions in clauses 103
to 110 will apply.
travel not to count
116) time spent travelling to or from work will not count as part of an overtime
attendance.
time in lieu (til)
117) if an employee chooses, the secretary may allow the employee to take til as a form
of recompense for overtime as an alternative to overtime payment, subject to the
provisions of this clause.
calculation
118) where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
a) monday to saturday: time-and-a-half
b) sunday: double-time.
public holidays
119) an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1179 | overtime | 114) subject to clause 113, a part-time employee will be eligible for overtime for work
performed in excess of the agreed hours of duty over the settlement period, unless they
elect to receive those additional hours as time in lieu under clause 117.
executive level (and their equivalents)
115) executive level employees (and their equivalents) are not generally entitled to
payment for overtime. however, the secretary may approve overtime for executive level
employees in exceptional circumstances. otherwise, the time off provisions in clauses 103
to 110 will apply.
travel not to count
116) time spent travelling to or from work will not count as part of an overtime
attendance.
time in lieu (til)
117) if an employee chooses, the secretary may allow the employee to take til as a form
of recompense for overtime as an alternative to overtime payment, subject to the
provisions of this clause.
calculation
118) where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
a) monday to saturday: time-and-a-half
b) sunday: double-time.
public holidays
119) an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also
applies to easter saturday if it is not declared or prescribed as a public holiday. for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime will
be paid at single-time as employees are already being paid for the public holiday.
120) employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1184 | overtime | payment for overtime. however, the secretary may approve overtime for executive level
employees in exceptional circumstances. otherwise, the time off provisions in clauses 103
to 110 will apply.
travel not to count
116) time spent travelling to or from work will not count as part of an overtime
attendance.
time in lieu (til)
117) if an employee chooses, the secretary may allow the employee to take til as a form
of recompense for overtime as an alternative to overtime payment, subject to the
provisions of this clause.
calculation
118) where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
a) monday to saturday: time-and-a-half
b) sunday: double-time.
public holidays
119) an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also
applies to easter saturday if it is not declared or prescribed as a public holiday. for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime will
be paid at single-time as employees are already being paid for the public holiday.
120) employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1187 | travel | travel not to count
116) time spent travelling to or from work will not count as part of an overtime
attendance.
time in lieu (til)
117) if an employee chooses, the secretary may allow the employee to take til as a form
of recompense for overtime as an alternative to overtime payment, subject to the
provisions of this clause.
calculation
118) where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
a) monday to saturday: time-and-a-half
b) sunday: double-time.
public holidays
119) an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also
applies to easter saturday if it is not declared or prescribed as a public holiday. for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime will
be paid at single-time as employees are already being paid for the public holiday.
120) employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1188 | travel | 116) time spent travelling to or from work will not count as part of an overtime
attendance.
time in lieu (til)
117) if an employee chooses, the secretary may allow the employee to take til as a form
of recompense for overtime as an alternative to overtime payment, subject to the
provisions of this clause.
calculation
118) where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
a) monday to saturday: time-and-a-half
b) sunday: double-time.
public holidays
119) an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also
applies to easter saturday if it is not declared or prescribed as a public holiday. for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime will
be paid at single-time as employees are already being paid for the public holiday.
120) employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27 |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1188 | overtime | 116) time spent travelling to or from work will not count as part of an overtime
attendance.
time in lieu (til)
117) if an employee chooses, the secretary may allow the employee to take til as a form
of recompense for overtime as an alternative to overtime payment, subject to the
provisions of this clause.
calculation
118) where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
a) monday to saturday: time-and-a-half
b) sunday: double-time.
public holidays
119) an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also
applies to easter saturday if it is not declared or prescribed as a public holiday. for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime will
be paid at single-time as employees are already being paid for the public holiday.
120) employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27 |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1192 | overtime | of recompense for overtime as an alternative to overtime payment, subject to the
provisions of this clause.
calculation
118) where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
a) monday to saturday: time-and-a-half
b) sunday: double-time.
public holidays
119) an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also
applies to easter saturday if it is not declared or prescribed as a public holiday. for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime will
be paid at single-time as employees are already being paid for the public holiday.
120) employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27
multiple attendance
123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1195 | overtime | 118) where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
a) monday to saturday: time-and-a-half
b) sunday: double-time.
public holidays
119) an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also
applies to easter saturday if it is not declared or prescribed as a public holiday. for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime will
be paid at single-time as employees are already being paid for the public holiday.
120) employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27
multiple attendance
123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1200 | overtime | 119) an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also
applies to easter saturday if it is not declared or prescribed as a public holiday. for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime will
be paid at single-time as employees are already being paid for the public holiday.
120) employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27
multiple attendance
123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1201 | overtime | weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also
applies to easter saturday if it is not declared or prescribed as a public holiday. for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime will
be paid at single-time as employees are already being paid for the public holiday.
120) employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27
multiple attendance
123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional
costs. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1203 | overtime | within a standard day (or agreed pattern of hours for part-time employees), overtime will
be paid at single-time as employees are already being paid for the public holiday.
120) employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27
multiple attendance
123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional
costs.
further information is available in the family care assistance policy.
public holidays |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1205 | overtime | 120) employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27
multiple attendance
123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional
costs.
further information is available in the family care assistance policy.
public holidays
125) public holidays will be observed in accordance with the national employment
standards (nes) and the fw act. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1206 | overtime | recompensed with overtime calculated at time-and-a-half.
non-continuous duty
121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27
multiple attendance
123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional
costs.
further information is available in the family care assistance policy.
public holidays
125) public holidays will be observed in accordance with the national employment
standards (nes) and the fw act.
126) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1208 | overtime | 121) where a period of overtime is not continuous with ordinary duty, the minimum
overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27
multiple attendance
123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional
costs.
further information is available in the family care assistance policy.
public holidays
125) public holidays will be observed in accordance with the national employment
standards (nes) and the fw act.
126)
the following days are public holidays under the nes: |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1209 | overtime | overtime payment is four hours at the relevant rate. where the period of overtime is
greater than four hours, payment will be made for the actual period worked at the relevant
rate.
continuous duty
122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27
multiple attendance
123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional
costs.
further information is available in the family care assistance policy.
public holidays
125) public holidays will be observed in accordance with the national employment
standards (nes) and the fw act.
126)
the following days are public holidays under the nes:
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1213 | overtime | 122) overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
page 27
multiple attendance
123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional
costs.
further information is available in the family care assistance policy.
public holidays
125) public holidays will be observed in accordance with the national employment
standards (nes) and the fw act.
126)
the following days are public holidays under the nes:
a) 1 january (new year’s day)
b) 26 january (australia day)
c) good friday
d) easter monday |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1215 | overtime | overtime.
page 27
multiple attendance
123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional
costs.
further information is available in the family care assistance policy.
public holidays
125) public holidays will be observed in accordance with the national employment
standards (nes) and the fw act.
126)
the following days are public holidays under the nes:
a) 1 january (new year’s day)
b) 26 january (australia day)
c) good friday
d) easter monday
e) 25 april (anzac day)
f) queen’s birthday holiday (the day on which it is celebrated in a state or territory or |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1220 | overtime | 123) where more than one attendance is required, the minimum overtime payment
provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional
costs.
further information is available in the family care assistance policy.
public holidays
125) public holidays will be observed in accordance with the national employment
standards (nes) and the fw act.
126)
the following days are public holidays under the nes:
a) 1 january (new year’s day)
b) 26 january (australia day)
c) good friday
d) easter monday
e) 25 april (anzac day)
f) queen’s birthday holiday (the day on which it is celebrated in a state or territory or
a region of a state or territory)
g) 25 december (christmas day)
h) 26 december (boxing day)
i) any other day or part-day declared or prescribed by or under a law of a state or
territory to be observed generally within the state or territory (or a region of the |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1221 | overtime | provision will not operate to increase an employee’s overtime payment beyond that which
they would have received had they remained on duty from the commencing time of duty on
one attendance, to the ceasing time of duty on a subsequent attendance.
further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional
costs.
further information is available in the family care assistance policy.
public holidays
125) public holidays will be observed in accordance with the national employment
standards (nes) and the fw act.
126)
the following days are public holidays under the nes:
a) 1 january (new year’s day)
b) 26 january (australia day)
c) good friday
d) easter monday
e) 25 april (anzac day)
f) queen’s birthday holiday (the day on which it is celebrated in a state or territory or
a region of a state or territory)
g) 25 december (christmas day)
h) 26 december (boxing day)
i) any other day or part-day declared or prescribed by or under a law of a state or
territory to be observed generally within the state or territory (or a region of the
state or territory) as a public holiday. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1224 | overtime | further information on overtime and til is available in the hours of work and flexibility
policy.
family care assistance
124) where an employee is required by the department to be away from home outside
the employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements, the employee will be reimbursed those reasonable additional
costs.
further information is available in the family care assistance policy.
public holidays
125) public holidays will be observed in accordance with the national employment
standards (nes) and the fw act.
126)
the following days are public holidays under the nes:
a) 1 january (new year’s day)
b) 26 january (australia day)
c) good friday
d) easter monday
e) 25 april (anzac day)
f) queen’s birthday holiday (the day on which it is celebrated in a state or territory or
a region of a state or territory)
g) 25 december (christmas day)
h) 26 december (boxing day)
i) any other day or part-day declared or prescribed by or under a law of a state or
territory to be observed generally within the state or territory (or a region of the
state or territory) as a public holiday.
127) the secretary and an employee may agree on the substitution of a day or part-day
that would otherwise be a public holiday, having regard to operational requirements.
128) an employee, who is absent on a day or part-day that is a public holiday in the place |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1263 | long service leave | entitlement for that form of leave (e.g. if on long service leave on half pay, payment is on
half pay).
annual closedown and early stand down
130) the department will be closed for normal business and employees will not be
required to perform normal duty on the working days between christmas day and new
year’s day. eligible employees will be paid for closedown. pay eligibility for annual
closedown will be treated in the same manner as public holidays in determining the
appropriate rate of salary payment to apply on those days.
131) where an employee is absent on leave, payment for the christmas closedown
provision will be in accordance with the entitlement for that form of leave (e.g. if on long
service leave half-pay, payment is at half-pay).
132) there will be no deduction from annual or personal/carers leave credits for the
annual closedown days.
133) the department will be closed for normal business and employees will not be
required to perform duty from 3.00 pm on the working day prior to christmas and the
working day prior to good friday. eligible employees will be paid for their ordinary hours.
payment eligibility will be treated in the same manner as a normal working day.
flexible work arrangements
134) access to flexible work arrangements will be in accordance with the nes and the
fw act.
135) the secretary will make every reasonable effort to accommodate requests for an
employee’s proposed part-time work hours when returning from maternity, adoption,
fostering or parental leave for the period up until the child’s second birthday, or in the case
of adoption and eligible fostering, the second anniversary of the placement.
136) reasons for non-approval of the employee’s proposed part-time work hours must be
provided in writing to the employee, including reasons relating to operational requirements.
part-time work
hours of work for part-time
137) payment and conditions for part-time employees will be calculated on a pro-rata
basis, apart from expense related allowances, where a part-time employee will receive the |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1280 | flexible work arrangements | flexible work arrangements
134) access to flexible work arrangements will be in accordance with the nes and the
fw act.
135) the secretary will make every reasonable effort to accommodate requests for an
employee’s proposed part-time work hours when returning from maternity, adoption,
fostering or parental leave for the period up until the child’s second birthday, or in the case
of adoption and eligible fostering, the second anniversary of the placement.
136) reasons for non-approval of the employee’s proposed part-time work hours must be
provided in writing to the employee, including reasons relating to operational requirements.
part-time work
hours of work for part-time
137) payment and conditions for part-time employees will be calculated on a pro-rata
basis, apart from expense related allowances, where a part-time employee will receive the
same amount as a full-time employee.
variation in hours for part-time
138) a part-time employee may not vary their hours for a period of one week or less.
changes in hours for these periods should be accommodated using flextime or alternative
arrangements as agreed with their manager. details of the operation of the flextime
provisions for part-time employees are provided at clauses 95 to 101.
further information on part-time work provisions is available in the hours of work and
flexibility policy.
page 29
working from home
139) the secretary may agree to a request by an employee to work from home on a
regular, temporary or intermittent basis.
further information is available in the working from home policy.
review of workloads
140) where an employee or group of employees believe their workload to be
unmanageable, they may request that an independent workload review be undertaken by |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1281 | flexible work arrangements | 134) access to flexible work arrangements will be in accordance with the nes and the
fw act.
135) the secretary will make every reasonable effort to accommodate requests for an
employee’s proposed part-time work hours when returning from maternity, adoption,
fostering or parental leave for the period up until the child’s second birthday, or in the case
of adoption and eligible fostering, the second anniversary of the placement.
136) reasons for non-approval of the employee’s proposed part-time work hours must be
provided in writing to the employee, including reasons relating to operational requirements.
part-time work
hours of work for part-time
137) payment and conditions for part-time employees will be calculated on a pro-rata
basis, apart from expense related allowances, where a part-time employee will receive the
same amount as a full-time employee.
variation in hours for part-time
138) a part-time employee may not vary their hours for a period of one week or less.
changes in hours for these periods should be accommodated using flextime or alternative
arrangements as agreed with their manager. details of the operation of the flextime
provisions for part-time employees are provided at clauses 95 to 101.
further information on part-time work provisions is available in the hours of work and
flexibility policy.
page 29
working from home
139) the secretary may agree to a request by an employee to work from home on a
regular, temporary or intermittent basis.
further information is available in the working from home policy.
review of workloads
140) where an employee or group of employees believe their workload to be
unmanageable, they may request that an independent workload review be undertaken by
human resources. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1285 | parental leave | fostering or parental leave for the period up until the child’s second birthday, or in the case
of adoption and eligible fostering, the second anniversary of the placement.
136) reasons for non-approval of the employee’s proposed part-time work hours must be
provided in writing to the employee, including reasons relating to operational requirements.
part-time work
hours of work for part-time
137) payment and conditions for part-time employees will be calculated on a pro-rata
basis, apart from expense related allowances, where a part-time employee will receive the
same amount as a full-time employee.
variation in hours for part-time
138) a part-time employee may not vary their hours for a period of one week or less.
changes in hours for these periods should be accommodated using flextime or alternative
arrangements as agreed with their manager. details of the operation of the flextime
provisions for part-time employees are provided at clauses 95 to 101.
further information on part-time work provisions is available in the hours of work and
flexibility policy.
page 29
working from home
139) the secretary may agree to a request by an employee to work from home on a
regular, temporary or intermittent basis.
further information is available in the working from home policy.
review of workloads
140) where an employee or group of employees believe their workload to be
unmanageable, they may request that an independent workload review be undertaken by
human resources.
further information on workload review is available in the workload review policy.
individual flexibility arrangements
141) the secretary and an employee covered by this enterprise agreement may agree to
make an individual flexibility arrangement (ifa) to vary the effect of terms of the agreement |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1296 | flextime | changes in hours for these periods should be accommodated using flextime or alternative
arrangements as agreed with their manager. details of the operation of the flextime
provisions for part-time employees are provided at clauses 95 to 101.
further information on part-time work provisions is available in the hours of work and
flexibility policy.
page 29
working from home
139) the secretary may agree to a request by an employee to work from home on a
regular, temporary or intermittent basis.
further information is available in the working from home policy.
review of workloads
140) where an employee or group of employees believe their workload to be
unmanageable, they may request that an independent workload review be undertaken by
human resources.
further information on workload review is available in the workload review policy.
individual flexibility arrangements
141) the secretary and an employee covered by this enterprise agreement may agree to
make an individual flexibility arrangement (ifa) to vary the effect of terms of the agreement
if:
a) the ifa deals with one or more of the following matters:
i. when work is performed,
ii. overtime rates,
iii. penalty rates,
iv. allowances,
v. remuneration, and/or
vi. leave, and
b) the ifa is genuinely agreed between the employee and the secretary
142)
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1297 | flextime | arrangements as agreed with their manager. details of the operation of the flextime
provisions for part-time employees are provided at clauses 95 to 101.
further information on part-time work provisions is available in the hours of work and
flexibility policy.
page 29
working from home
139) the secretary may agree to a request by an employee to work from home on a
regular, temporary or intermittent basis.
further information is available in the working from home policy.
review of workloads
140) where an employee or group of employees believe their workload to be
unmanageable, they may request that an independent workload review be undertaken by
human resources.
further information on workload review is available in the workload review policy.
individual flexibility arrangements
141) the secretary and an employee covered by this enterprise agreement may agree to
make an individual flexibility arrangement (ifa) to vary the effect of terms of the agreement
if:
a) the ifa deals with one or more of the following matters:
i. when work is performed,
ii. overtime rates,
iii. penalty rates,
iv. allowances,
v. remuneration, and/or
vi. leave, and
b) the ifa is genuinely agreed between the employee and the secretary
142)
the secretary must ensure that the terms of the ifa: |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1318 | overtime | ii. overtime rates,
iii. penalty rates,
iv. allowances,
v. remuneration, and/or
vi. leave, and
b) the ifa is genuinely agreed between the employee and the secretary
142)
the secretary must ensure that the terms of the ifa:
a) are about permitted matters under section 172 of the fw act, and
b) are not unlawful terms under section 194 of the fw act, and
c) result in the employee being better off overall than the employee would be if no
arrangement was made.
143)
the secretary must ensure that the ifa:
a) is in writing, and
b) includes the name of the employer and employee, and
c) is signed by the secretary and employee and if the employee is under 18 years of
age, signed by a parent or guardian of the employee, and
d) includes details of:
i. the terms of ifa, and
ii. how the ifa will vary the effect of the terms, and
iii. how the employee will be better off overall in relation to the terms and
conditions of their employment as a result of the ifa, and
e) states the day on which the ifa commences and, where applicable, when the
arrangement ceases.
144) the secretary must give the employee a copy of the ifa within 14 days of the |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1368 | long service leave | on annual leave or long service leave and who produce satisfactory evidence may apply for
that leave. annual leave and long service leave will be re-credited to the extent of the
period of alternative leave granted.
public holidays during leave
148) payment for public holidays which fall during a period of leave will be paid in
accordance with the nes and the fw act.
donating blood
149) the department recognises the importance of and supports employees in donating
blood. employees donating blood during working hours are not required to complete a
leave application or to utilise flextime.
recall to duty
150) where an employee is recalled from approved leave or that approved leave is
cancelled, the secretary will approve reasonable reimbursement toward travel expenses
which have been incurred, incidental expenses or family care costs not otherwise
recoverable under insurance or from another source, provided that the employee took
reasonable precautions, as determined by the secretary, to avoid such expenses.
school holiday family care subsidy
151) where an employee with school children has leave refused, has approved leave
cancelled or is required to return from leave early because of departmental business
requirements during school holidays, the secretary will reimburse up to $22 per child per
day of the amount paid by the employee for each school child attending approved or
registered care.
152) in the circumstances described above, where the employee can demonstrate that
they would otherwise have taken personal responsibility for caring for other family
members during school holidays, the secretary may reimburse some, or all, of the amount
paid by the employee for that family care.
153) the reimbursement will be net of any government subsidy available to the
employee.
further information on family care assistance and the school holiday family care subsidy is
available in the family care assistance policy. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1369 | long service leave | that leave. annual leave and long service leave will be re-credited to the extent of the
period of alternative leave granted.
public holidays during leave
148) payment for public holidays which fall during a period of leave will be paid in
accordance with the nes and the fw act.
donating blood
149) the department recognises the importance of and supports employees in donating
blood. employees donating blood during working hours are not required to complete a
leave application or to utilise flextime.
recall to duty
150) where an employee is recalled from approved leave or that approved leave is
cancelled, the secretary will approve reasonable reimbursement toward travel expenses
which have been incurred, incidental expenses or family care costs not otherwise
recoverable under insurance or from another source, provided that the employee took
reasonable precautions, as determined by the secretary, to avoid such expenses.
school holiday family care subsidy
151) where an employee with school children has leave refused, has approved leave
cancelled or is required to return from leave early because of departmental business
requirements during school holidays, the secretary will reimburse up to $22 per child per
day of the amount paid by the employee for each school child attending approved or
registered care.
152) in the circumstances described above, where the employee can demonstrate that
they would otherwise have taken personal responsibility for caring for other family
members during school holidays, the secretary may reimburse some, or all, of the amount
paid by the employee for that family care.
153) the reimbursement will be net of any government subsidy available to the
employee.
further information on family care assistance and the school holiday family care subsidy is
available in the family care assistance policy.
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1374 | donating blood | donating blood
149) the department recognises the importance of and supports employees in donating
blood. employees donating blood during working hours are not required to complete a
leave application or to utilise flextime.
recall to duty
150) where an employee is recalled from approved leave or that approved leave is
cancelled, the secretary will approve reasonable reimbursement toward travel expenses
which have been incurred, incidental expenses or family care costs not otherwise
recoverable under insurance or from another source, provided that the employee took
reasonable precautions, as determined by the secretary, to avoid such expenses.
school holiday family care subsidy
151) where an employee with school children has leave refused, has approved leave
cancelled or is required to return from leave early because of departmental business
requirements during school holidays, the secretary will reimburse up to $22 per child per
day of the amount paid by the employee for each school child attending approved or
registered care.
152) in the circumstances described above, where the employee can demonstrate that
they would otherwise have taken personal responsibility for caring for other family
members during school holidays, the secretary may reimburse some, or all, of the amount
paid by the employee for that family care.
153) the reimbursement will be net of any government subsidy available to the
employee.
further information on family care assistance and the school holiday family care subsidy is
available in the family care assistance policy.
page 32
portability of leave
154) where an ongoing aps employee moves (including on promotion or for an agreed
period) from another agency, the employee’s unused accrued annual leave and |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1376 | donating blood | blood. employees donating blood during working hours are not required to complete a
leave application or to utilise flextime.
recall to duty
150) where an employee is recalled from approved leave or that approved leave is
cancelled, the secretary will approve reasonable reimbursement toward travel expenses
which have been incurred, incidental expenses or family care costs not otherwise
recoverable under insurance or from another source, provided that the employee took
reasonable precautions, as determined by the secretary, to avoid such expenses.
school holiday family care subsidy
151) where an employee with school children has leave refused, has approved leave
cancelled or is required to return from leave early because of departmental business
requirements during school holidays, the secretary will reimburse up to $22 per child per
day of the amount paid by the employee for each school child attending approved or
registered care.
152) in the circumstances described above, where the employee can demonstrate that
they would otherwise have taken personal responsibility for caring for other family
members during school holidays, the secretary may reimburse some, or all, of the amount
paid by the employee for that family care.
153) the reimbursement will be net of any government subsidy available to the
employee.
further information on family care assistance and the school holiday family care subsidy is
available in the family care assistance policy.
page 32
portability of leave
154) where an ongoing aps employee moves (including on promotion or for an agreed
period) from another agency, the employee’s unused accrued annual leave and
personal/carers leave (however described) will be recognised, provided there is no break in
continuity of service. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1377 | flextime | leave application or to utilise flextime.
recall to duty
150) where an employee is recalled from approved leave or that approved leave is
cancelled, the secretary will approve reasonable reimbursement toward travel expenses
which have been incurred, incidental expenses or family care costs not otherwise
recoverable under insurance or from another source, provided that the employee took
reasonable precautions, as determined by the secretary, to avoid such expenses.
school holiday family care subsidy
151) where an employee with school children has leave refused, has approved leave
cancelled or is required to return from leave early because of departmental business
requirements during school holidays, the secretary will reimburse up to $22 per child per
day of the amount paid by the employee for each school child attending approved or
registered care.
152) in the circumstances described above, where the employee can demonstrate that
they would otherwise have taken personal responsibility for caring for other family
members during school holidays, the secretary may reimburse some, or all, of the amount
paid by the employee for that family care.
153) the reimbursement will be net of any government subsidy available to the
employee.
further information on family care assistance and the school holiday family care subsidy is
available in the family care assistance policy.
page 32
portability of leave
154) where an ongoing aps employee moves (including on promotion or for an agreed
period) from another agency, the employee’s unused accrued annual leave and
personal/carers leave (however described) will be recognised, provided there is no break in
continuity of service.
155) where an employee is engaged as either an ongoing or non-ongoing aps employee |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1380 | travel | cancelled, the secretary will approve reasonable reimbursement toward travel expenses
which have been incurred, incidental expenses or family care costs not otherwise
recoverable under insurance or from another source, provided that the employee took
reasonable precautions, as determined by the secretary, to avoid such expenses.
school holiday family care subsidy
151) where an employee with school children has leave refused, has approved leave
cancelled or is required to return from leave early because of departmental business
requirements during school holidays, the secretary will reimburse up to $22 per child per
day of the amount paid by the employee for each school child attending approved or
registered care.
152) in the circumstances described above, where the employee can demonstrate that
they would otherwise have taken personal responsibility for caring for other family
members during school holidays, the secretary may reimburse some, or all, of the amount
paid by the employee for that family care.
153) the reimbursement will be net of any government subsidy available to the
employee.
further information on family care assistance and the school holiday family care subsidy is
available in the family care assistance policy.
page 32
portability of leave
154) where an ongoing aps employee moves (including on promotion or for an agreed
period) from another agency, the employee’s unused accrued annual leave and
personal/carers leave (however described) will be recognised, provided there is no break in
continuity of service.
155) where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of employment under the parliamentary service act 1999 or
the act government service, the employee’s unused accrued annual leave and
personal/carers leave (however described) will be transferred. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1573 | parental leave | an employee is unable to access personal/carers leave while on paid parental leave.
payment on termination
184) unused personal/carers leave will not be paid out on termination of employment.
further information on personal/carers leave is available in the personal/carers leave
policy.
miscellaneous leave
185) miscellaneous leave may be granted by the secretary, having regard to the
operational needs of the department, including for purposes that the secretary considers to
be in the interests of the department.
page 36
186)
leave may be granted:
a) for the period requested or for another period,
b) with or without pay, and
c) subject to conditions.
187) where exceptional circumstances affect an employee, the secretary will consider
granting paid leave. these circumstances may include, but are not limited to, emergency
situations such as bushfires, floods, cyclones and earthquakes.
further information is available in the miscellaneous leave policy.
not to count as service
188) miscellaneous leave without pay will not count as service for any purpose, except as
required by legislation, with the following exceptions:
a) leave for personal and development training in the interests of the department,
b) leave for non-aps employment in the interests of the department.
for a) and b) to count as service, an employee must return to work in the aps at the
completion of the miscellaneous leave without pay period. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1603 | long service leave | service for the purposes of long service leave is provided for by the long service leave
(commonwealth employees) act 1976.
189) leave accrued while on miscellaneous leave without pay to count as service will be
offset by any relevant leave entitlements received in non-aps employment.
leave for aboriginal and torres strait islander employees
190) the department recognises the obligations placed on aboriginal and torres strait
islander employees to participate in ceremonial activities and other cultural obligations. to
allow employees to meet obligations and participate in activities, the following leave
provisions are provided:
a) two days leave with pay each year to participate in cultural or ceremonial events,
including naidoc week activities, and
b) three months unpaid leave each year to fulfil cultural obligations. this leave will not
count as service for any purpose.
unauthorised absences
191) periods of unauthorised absence do not count as service for any purpose. where an
employee is absent from duty without approval, all pay and other benefits provided under
the agreement (e.g. flextime) will cease to be available until the employee resumes duty or
is granted leave. where flextime no longer applies, the employee will revert to the standard
day.
war service sick leave
192) eligible employees will generally be granted war service sick leave while unfit for
duty because of a war-caused condition. a war-caused condition means an injury or disease
of an employee that has been accepted by the department of veterans’ affairs to be warcaused or defence-caused within the meaning of relevant legislation. eligible employees will
page 37
accrue a credit of nine weeks on commencement in the aps and an annual credit of three
weeks for each year of aps service. unused credits will accumulate to a maximum of nine
weeks.
compassionate leave
193) employees, other than irregular/intermittent employees, will be granted two days |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1619 | flextime | the agreement (e.g. flextime) will cease to be available until the employee resumes duty or
is granted leave. where flextime no longer applies, the employee will revert to the standard
day.
war service sick leave
192) eligible employees will generally be granted war service sick leave while unfit for
duty because of a war-caused condition. a war-caused condition means an injury or disease
of an employee that has been accepted by the department of veterans’ affairs to be warcaused or defence-caused within the meaning of relevant legislation. eligible employees will
page 37
accrue a credit of nine weeks on commencement in the aps and an annual credit of three
weeks for each year of aps service. unused credits will accumulate to a maximum of nine
weeks.
compassionate leave
193) employees, other than irregular/intermittent employees, will be granted two days
paid compassionate leave on each occasion that a member of the employee’s family, or the
employee’s household:
a) contracts or develops a personal illness that poses a serious threat to life, or
b) sustains a personal injury that poses a serious threat to life, or
c) dies.
194) the employee may take the period of leave as a single period of two days or any
separate period on which the employee’s manager and employee agree.
195) the employee’s manager may require the employee to provide evidence in support
of the request for leave.
196) an irregular / intermittent employee is entitled to unpaid compassionate leave of up
to two days per occurrence and is not eligible for paid bereavement leave under clause 197.
further information on compassionate leave is available in the compassionate and
bereavement leave policy.
bereavement leave
197) the employee’s manager will grant three days leave with pay to an employee other
than an irregular/intermittent employee on the occasion of the death of a member of the |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1620 | flextime | is granted leave. where flextime no longer applies, the employee will revert to the standard
day.
war service sick leave
192) eligible employees will generally be granted war service sick leave while unfit for
duty because of a war-caused condition. a war-caused condition means an injury or disease
of an employee that has been accepted by the department of veterans’ affairs to be warcaused or defence-caused within the meaning of relevant legislation. eligible employees will
page 37
accrue a credit of nine weeks on commencement in the aps and an annual credit of three
weeks for each year of aps service. unused credits will accumulate to a maximum of nine
weeks.
compassionate leave
193) employees, other than irregular/intermittent employees, will be granted two days
paid compassionate leave on each occasion that a member of the employee’s family, or the
employee’s household:
a) contracts or develops a personal illness that poses a serious threat to life, or
b) sustains a personal injury that poses a serious threat to life, or
c) dies.
194) the employee may take the period of leave as a single period of two days or any
separate period on which the employee’s manager and employee agree.
195) the employee’s manager may require the employee to provide evidence in support
of the request for leave.
196) an irregular / intermittent employee is entitled to unpaid compassionate leave of up
to two days per occurrence and is not eligible for paid bereavement leave under clause 197.
further information on compassionate leave is available in the compassionate and
bereavement leave policy.
bereavement leave
197) the employee’s manager will grant three days leave with pay to an employee other
than an irregular/intermittent employee on the occasion of the death of a member of the
employee’s family or household, close friend, partner or a person who was clearly |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1670 | long service leave | further information is available in the annual leave, long service leave, purchased leave
and extended purchased leave policy.
extended purchased leave
201) when an employee has accrued a period of three years of continuous employment
with the department, they may apply for access to extended purchased leave. a period of
up to twelve months absence on extended purchased leave will be available following a
further two years of continuous employment with the department (during which time the
employee will accrue the leave).
not to count as service
202) extended purchased leave will not count as service for any purpose.
further information is available in the annual leave, long service leave, purchased leave
and extended purchased leave policy.
leave for adf reserve and continuous full time service or cadet force obligations
203) an employee may be granted leave (with or without pay) to enable the employee to
fulfil australian defence force (adf) reserve and continuous full time service (cfts) or
cadet force obligations.
204) an employee is entitled to leave with pay, of up to four weeks during each financial
year, and an additional two weeks paid leave in the first year of adf reserve service, for the
purpose of fulfilling service in the adf reserve.
205) with the exception of the additional two weeks in the first year of service, leave can
be accumulated and taken over a period of two years.
206) an employee who is an officer or instructor of cadets in a cadet force may be
granted paid leave of up to three weeks each financial year to perform duties as an officer
or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets,
australian army cadets, or the australian air force cadets.
207) defence reserve leave counts as service for all purposes, except for unpaid leave to
undertake continuous full time service (cfts). unpaid leave for the purpose of cfts counts
as service for all purposes except annual leave accrual.
community service leave
208) an eligible community service activity includes: |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1680 | long service leave | further information is available in the annual leave, long service leave, purchased leave
and extended purchased leave policy.
leave for adf reserve and continuous full time service or cadet force obligations
203) an employee may be granted leave (with or without pay) to enable the employee to
fulfil australian defence force (adf) reserve and continuous full time service (cfts) or
cadet force obligations.
204) an employee is entitled to leave with pay, of up to four weeks during each financial
year, and an additional two weeks paid leave in the first year of adf reserve service, for the
purpose of fulfilling service in the adf reserve.
205) with the exception of the additional two weeks in the first year of service, leave can
be accumulated and taken over a period of two years.
206) an employee who is an officer or instructor of cadets in a cadet force may be
granted paid leave of up to three weeks each financial year to perform duties as an officer
or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets,
australian army cadets, or the australian air force cadets.
207) defence reserve leave counts as service for all purposes, except for unpaid leave to
undertake continuous full time service (cfts). unpaid leave for the purpose of cfts counts
as service for all purposes except annual leave accrual.
community service leave
208) an eligible community service activity includes:
a) jury service (including attendance for the purpose of jury selection) that is
required by or under a law of the commonwealth or a state or territory, or
b) carrying out a volunteer emergency management activity (within the meaning of
section 109 (2) of the fw act).
page 39
209) in relation to jury service, the secretary will approve paid community service
volunteer leave to enable an employee to attend court appearances as a juror. in this event,
the employee will continue to receive their normal salary subject to any payments of a |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1716 | travel | ii. reasonable travelling time associated with the activity,
iii. reasonable rest time immediately following the activity,
b) where the activity is emergency management, the absence is due to:
i. regular training,
ii. all emergency service responses,
iii. reasonable rest time immediately following the activity, and
iv. attendance at ceremonial duties.
c) unless the activity is jury service – the employee’s absence is reasonable in all the
circumstances.
211) the secretary may provide leave to an employee who is participating in a major
international sporting event.
further information on community service leave is available in the community service leave
policy.
long service leave
212) long service leave (lsl) will accrue and be available to eligible employees in
accordance with the long service leave (commonwealth employees) act 1976. absences
must be taken for a minimum of seven consecutive calendar days at full-pay or 14
consecutive calendar days at half-pay. the granting of such leave is subject to operational
requirements.
213) lsl cannot be broken with any other leave, including absences on flex leave,
christmas close down or public holidays except as provided for by the maternity leave
(commonwealth employees) act 1973 and the personal/carers leave provisions of the
agreement.
parental leave
maternity leave
214) eligible employees covered by this agreement will be entitled to maternity leave
under the terms of the maternity leave (commonwealth employees) act 1973, including up
to 12 weeks paid maternity leave for eligible employees.
215) at the employee’s request, the secretary will approve spreading the payment for the
period of absence over a maximum period of 24 continuous weeks at a rate no less than half |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1729 | long service leave | long service leave
212) long service leave (lsl) will accrue and be available to eligible employees in
accordance with the long service leave (commonwealth employees) act 1976. absences
must be taken for a minimum of seven consecutive calendar days at full-pay or 14
consecutive calendar days at half-pay. the granting of such leave is subject to operational
requirements.
213) lsl cannot be broken with any other leave, including absences on flex leave,
christmas close down or public holidays except as provided for by the maternity leave
(commonwealth employees) act 1973 and the personal/carers leave provisions of the
agreement.
parental leave
maternity leave
214) eligible employees covered by this agreement will be entitled to maternity leave
under the terms of the maternity leave (commonwealth employees) act 1973, including up
to 12 weeks paid maternity leave for eligible employees.
215) at the employee’s request, the secretary will approve spreading the payment for the
period of absence over a maximum period of 24 continuous weeks at a rate no less than half
normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave
page 40
as required by the maternity leave (commonwealth employees) act 1973 will not count as
service for any purpose.
additional leave
216) an eligible employee will also receive an additional two weeks paid leave to be taken
immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1730 | long service leave | 212) long service leave (lsl) will accrue and be available to eligible employees in
accordance with the long service leave (commonwealth employees) act 1976. absences
must be taken for a minimum of seven consecutive calendar days at full-pay or 14
consecutive calendar days at half-pay. the granting of such leave is subject to operational
requirements.
213) lsl cannot be broken with any other leave, including absences on flex leave,
christmas close down or public holidays except as provided for by the maternity leave
(commonwealth employees) act 1973 and the personal/carers leave provisions of the
agreement.
parental leave
maternity leave
214) eligible employees covered by this agreement will be entitled to maternity leave
under the terms of the maternity leave (commonwealth employees) act 1973, including up
to 12 weeks paid maternity leave for eligible employees.
215) at the employee’s request, the secretary will approve spreading the payment for the
period of absence over a maximum period of 24 continuous weeks at a rate no less than half
normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave
page 40
as required by the maternity leave (commonwealth employees) act 1973 will not count as
service for any purpose.
additional leave
216) an eligible employee will also receive an additional two weeks paid leave to be taken
immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1731 | long service leave | accordance with the long service leave (commonwealth employees) act 1976. absences
must be taken for a minimum of seven consecutive calendar days at full-pay or 14
consecutive calendar days at half-pay. the granting of such leave is subject to operational
requirements.
213) lsl cannot be broken with any other leave, including absences on flex leave,
christmas close down or public holidays except as provided for by the maternity leave
(commonwealth employees) act 1973 and the personal/carers leave provisions of the
agreement.
parental leave
maternity leave
214) eligible employees covered by this agreement will be entitled to maternity leave
under the terms of the maternity leave (commonwealth employees) act 1973, including up
to 12 weeks paid maternity leave for eligible employees.
215) at the employee’s request, the secretary will approve spreading the payment for the
period of absence over a maximum period of 24 continuous weeks at a rate no less than half
normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave
page 40
as required by the maternity leave (commonwealth employees) act 1973 will not count as
service for any purpose.
additional leave
216) an eligible employee will also receive an additional two weeks paid leave to be taken
immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the
aps immediately before making an application for twelve months unpaid parental leave (the |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1736 | maternity leave | christmas close down or public holidays except as provided for by the maternity leave
(commonwealth employees) act 1973 and the personal/carers leave provisions of the
agreement.
parental leave
maternity leave
214) eligible employees covered by this agreement will be entitled to maternity leave
under the terms of the maternity leave (commonwealth employees) act 1973, including up
to 12 weeks paid maternity leave for eligible employees.
215) at the employee’s request, the secretary will approve spreading the payment for the
period of absence over a maximum period of 24 continuous weeks at a rate no less than half
normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave
page 40
as required by the maternity leave (commonwealth employees) act 1973 will not count as
service for any purpose.
additional leave
216) an eligible employee will also receive an additional two weeks paid leave to be taken
immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the
aps immediately before making an application for twelve months unpaid parental leave (the
first period) to care for a new born or newly adopted or foster child may request, at the
completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate, |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1739 | parental leave | parental leave
maternity leave
214) eligible employees covered by this agreement will be entitled to maternity leave
under the terms of the maternity leave (commonwealth employees) act 1973, including up
to 12 weeks paid maternity leave for eligible employees.
215) at the employee’s request, the secretary will approve spreading the payment for the
period of absence over a maximum period of 24 continuous weeks at a rate no less than half
normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave
page 40
as required by the maternity leave (commonwealth employees) act 1973 will not count as
service for any purpose.
additional leave
216) an eligible employee will also receive an additional two weeks paid leave to be taken
immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the
aps immediately before making an application for twelve months unpaid parental leave (the
first period) to care for a new born or newly adopted or foster child may request, at the
completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1740 | maternity leave | maternity leave
214) eligible employees covered by this agreement will be entitled to maternity leave
under the terms of the maternity leave (commonwealth employees) act 1973, including up
to 12 weeks paid maternity leave for eligible employees.
215) at the employee’s request, the secretary will approve spreading the payment for the
period of absence over a maximum period of 24 continuous weeks at a rate no less than half
normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave
page 40
as required by the maternity leave (commonwealth employees) act 1973 will not count as
service for any purpose.
additional leave
216) an eligible employee will also receive an additional two weeks paid leave to be taken
immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the
aps immediately before making an application for twelve months unpaid parental leave (the
first period) to care for a new born or newly adopted or foster child may request, at the
completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave.
219) |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1741 | maternity leave | 214) eligible employees covered by this agreement will be entitled to maternity leave
under the terms of the maternity leave (commonwealth employees) act 1973, including up
to 12 weeks paid maternity leave for eligible employees.
215) at the employee’s request, the secretary will approve spreading the payment for the
period of absence over a maximum period of 24 continuous weeks at a rate no less than half
normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave
page 40
as required by the maternity leave (commonwealth employees) act 1973 will not count as
service for any purpose.
additional leave
216) an eligible employee will also receive an additional two weeks paid leave to be taken
immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the
aps immediately before making an application for twelve months unpaid parental leave (the
first period) to care for a new born or newly adopted or foster child may request, at the
completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave.
219)
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1742 | maternity leave | under the terms of the maternity leave (commonwealth employees) act 1973, including up
to 12 weeks paid maternity leave for eligible employees.
215) at the employee’s request, the secretary will approve spreading the payment for the
period of absence over a maximum period of 24 continuous weeks at a rate no less than half
normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave
page 40
as required by the maternity leave (commonwealth employees) act 1973 will not count as
service for any purpose.
additional leave
216) an eligible employee will also receive an additional two weeks paid leave to be taken
immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the
aps immediately before making an application for twelve months unpaid parental leave (the
first period) to care for a new born or newly adopted or foster child may request, at the
completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave.
219)
unpaid parental leave does not count as service for any purpose. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1743 | maternity leave | to 12 weeks paid maternity leave for eligible employees.
215) at the employee’s request, the secretary will approve spreading the payment for the
period of absence over a maximum period of 24 continuous weeks at a rate no less than half
normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave
page 40
as required by the maternity leave (commonwealth employees) act 1973 will not count as
service for any purpose.
additional leave
216) an eligible employee will also receive an additional two weeks paid leave to be taken
immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the
aps immediately before making an application for twelve months unpaid parental leave (the
first period) to care for a new born or newly adopted or foster child may request, at the
completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave.
219)
unpaid parental leave does not count as service for any purpose.
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1746 | maternity leave | normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave
page 40
as required by the maternity leave (commonwealth employees) act 1973 will not count as
service for any purpose.
additional leave
216) an eligible employee will also receive an additional two weeks paid leave to be taken
immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the
aps immediately before making an application for twelve months unpaid parental leave (the
first period) to care for a new born or newly adopted or foster child may request, at the
completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave.
219)
unpaid parental leave does not count as service for any purpose.
further information on parental leave is available in the parental leave policy.
special maternity leave
220) where an employee who has at least 12 months continuous service with the aps |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1750 | maternity leave | as required by the maternity leave (commonwealth employees) act 1973 will not count as
service for any purpose.
additional leave
216) an eligible employee will also receive an additional two weeks paid leave to be taken
immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the
aps immediately before making an application for twelve months unpaid parental leave (the
first period) to care for a new born or newly adopted or foster child may request, at the
completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave.
219)
unpaid parental leave does not count as service for any purpose.
further information on parental leave is available in the parental leave policy.
special maternity leave
220) where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the
expected birth, the employee will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the remainder of
leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1754 | maternity leave | immediately following the period of paid maternity leave provided for under the maternity
leave (commonwealth employees) act 1973. the secretary will approve spreading the
additional period over four weeks at a rate no less than half normal pay, however, leave
that extends beyond two weeks does not count as service for any purpose.
additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the
aps immediately before making an application for twelve months unpaid parental leave (the
first period) to care for a new born or newly adopted or foster child may request, at the
completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave.
219)
unpaid parental leave does not count as service for any purpose.
further information on parental leave is available in the parental leave policy.
special maternity leave
220) where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the
expected birth, the employee will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the remainder of
leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity
leave will count as service for all purposes.
221) special maternity leave will operate in conjunction with entitlements under the
maternity leave (commonwealth employees) act 1973.
parental (partner) leave |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1758 | parental leave | additional unpaid parental leave
217) an employee who has completed at least 12 months of continuous service with the
aps immediately before making an application for twelve months unpaid parental leave (the
first period) to care for a new born or newly adopted or foster child may request, at the
completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave.
219)
unpaid parental leave does not count as service for any purpose.
further information on parental leave is available in the parental leave policy.
special maternity leave
220) where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the
expected birth, the employee will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the remainder of
leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity
leave will count as service for all purposes.
221) special maternity leave will operate in conjunction with entitlements under the
maternity leave (commonwealth employees) act 1973.
parental (partner) leave
222) within 12 months of the birth, fostering or adoption of a child, an employee who is
the child’s non-primary care giver and stands in a domestic or household relationship with
the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave
up to a total absence of 52 weeks. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1760 | parental leave | aps immediately before making an application for twelve months unpaid parental leave (the
first period) to care for a new born or newly adopted or foster child may request, at the
completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave.
219)
unpaid parental leave does not count as service for any purpose.
further information on parental leave is available in the parental leave policy.
special maternity leave
220) where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the
expected birth, the employee will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the remainder of
leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity
leave will count as service for all purposes.
221) special maternity leave will operate in conjunction with entitlements under the
maternity leave (commonwealth employees) act 1973.
parental (partner) leave
222) within 12 months of the birth, fostering or adoption of a child, an employee who is
the child’s non-primary care giver and stands in a domestic or household relationship with
the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave
up to a total absence of 52 weeks.
223) the secretary may approve leave for a non-primary care giver not residing with the
child. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1762 | parental leave | completion of the first period, an additional period of unpaid parental leave of up to 12
months in accordance with the fw act.
218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave.
219)
unpaid parental leave does not count as service for any purpose.
further information on parental leave is available in the parental leave policy.
special maternity leave
220) where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the
expected birth, the employee will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the remainder of
leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity
leave will count as service for all purposes.
221) special maternity leave will operate in conjunction with entitlements under the
maternity leave (commonwealth employees) act 1973.
parental (partner) leave
222) within 12 months of the birth, fostering or adoption of a child, an employee who is
the child’s non-primary care giver and stands in a domestic or household relationship with
the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave
up to a total absence of 52 weeks.
223) the secretary may approve leave for a non-primary care giver not residing with the
child.
page 41 |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1764 | parental leave | 218) taking unpaid parental leave does not prevent an eligible employee from accessing
other types of paid leave (other than paid personal/carers leave, compassionate,
bereavement leave, and community service leave) in accordance with the fw act. if the
employee does so, the taking of the other paid leave does not break the continuity of the
period of unpaid parental leave.
219)
unpaid parental leave does not count as service for any purpose.
further information on parental leave is available in the parental leave policy.
special maternity leave
220) where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the
expected birth, the employee will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the remainder of
leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity
leave will count as service for all purposes.
221) special maternity leave will operate in conjunction with entitlements under the
maternity leave (commonwealth employees) act 1973.
parental (partner) leave
222) within 12 months of the birth, fostering or adoption of a child, an employee who is
the child’s non-primary care giver and stands in a domestic or household relationship with
the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave
up to a total absence of 52 weeks.
223) the secretary may approve leave for a non-primary care giver not residing with the
child.
page 41
224) the secretary may approve spreading the period of paid leave over a maximum |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1768 | parental leave | period of unpaid parental leave.
219)
unpaid parental leave does not count as service for any purpose.
further information on parental leave is available in the parental leave policy.
special maternity leave
220) where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the
expected birth, the employee will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the remainder of
leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity
leave will count as service for all purposes.
221) special maternity leave will operate in conjunction with entitlements under the
maternity leave (commonwealth employees) act 1973.
parental (partner) leave
222) within 12 months of the birth, fostering or adoption of a child, an employee who is
the child’s non-primary care giver and stands in a domestic or household relationship with
the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave
up to a total absence of 52 weeks.
223) the secretary may approve leave for a non-primary care giver not residing with the
child.
page 41
224) the secretary may approve spreading the period of paid leave over a maximum
period of eight continuous weeks at a rate no less than half normal pay. leave that extends
beyond four weeks does not count as service for any purpose.
return to work after parental leave
225) on ending parental, maternity, adoption or foster leave, an employee is entitled to |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1771 | parental leave | unpaid parental leave does not count as service for any purpose.
further information on parental leave is available in the parental leave policy.
special maternity leave
220) where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the
expected birth, the employee will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the remainder of
leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity
leave will count as service for all purposes.
221) special maternity leave will operate in conjunction with entitlements under the
maternity leave (commonwealth employees) act 1973.
parental (partner) leave
222) within 12 months of the birth, fostering or adoption of a child, an employee who is
the child’s non-primary care giver and stands in a domestic or household relationship with
the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave
up to a total absence of 52 weeks.
223) the secretary may approve leave for a non-primary care giver not residing with the
child.
page 41
224) the secretary may approve spreading the period of paid leave over a maximum
period of eight continuous weeks at a rate no less than half normal pay. leave that extends
beyond four weeks does not count as service for any purpose.
return to work after parental leave
225) on ending parental, maternity, adoption or foster leave, an employee is entitled to
recommence the employee’s previous duties in accordance with the relevant provisions of
the fw act.
adoption or foster leave |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1773 | parental leave | further information on parental leave is available in the parental leave policy.
special maternity leave
220) where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the
expected birth, the employee will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the remainder of
leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity
leave will count as service for all purposes.
221) special maternity leave will operate in conjunction with entitlements under the
maternity leave (commonwealth employees) act 1973.
parental (partner) leave
222) within 12 months of the birth, fostering or adoption of a child, an employee who is
the child’s non-primary care giver and stands in a domestic or household relationship with
the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave
up to a total absence of 52 weeks.
223) the secretary may approve leave for a non-primary care giver not residing with the
child.
page 41
224) the secretary may approve spreading the period of paid leave over a maximum
period of eight continuous weeks at a rate no less than half normal pay. leave that extends
beyond four weeks does not count as service for any purpose.
return to work after parental leave
225) on ending parental, maternity, adoption or foster leave, an employee is entitled to
recommence the employee’s previous duties in accordance with the relevant provisions of
the fw act.
adoption or foster leave
226) within 12 months of the adoption or fostering of a child by an employee with 12
months or more continuous service in the aps, who will be the primary care giver, is entitled |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1774 | maternity leave | special maternity leave
220) where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the
expected birth, the employee will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the remainder of
leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity
leave will count as service for all purposes.
221) special maternity leave will operate in conjunction with entitlements under the
maternity leave (commonwealth employees) act 1973.
parental (partner) leave
222) within 12 months of the birth, fostering or adoption of a child, an employee who is
the child’s non-primary care giver and stands in a domestic or household relationship with
the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave
up to a total absence of 52 weeks.
223) the secretary may approve leave for a non-primary care giver not residing with the
child.
page 41
224) the secretary may approve spreading the period of paid leave over a maximum
period of eight continuous weeks at a rate no less than half normal pay. leave that extends
beyond four weeks does not count as service for any purpose.
return to work after parental leave
225) on ending parental, maternity, adoption or foster leave, an employee is entitled to
recommence the employee’s previous duties in accordance with the relevant provisions of
the fw act.
adoption or foster leave
226) within 12 months of the adoption or fostering of a child by an employee with 12
months or more continuous service in the aps, who will be the primary care giver, is entitled
to up to 14 weeks at full-pay for the purpose of adopting or a long-term and full-time foster |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1781 | maternity leave | 221) special maternity leave will operate in conjunction with entitlements under the
maternity leave (commonwealth employees) act 1973.
parental (partner) leave
222) within 12 months of the birth, fostering or adoption of a child, an employee who is
the child’s non-primary care giver and stands in a domestic or household relationship with
the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave
up to a total absence of 52 weeks.
223) the secretary may approve leave for a non-primary care giver not residing with the
child.
page 41
224) the secretary may approve spreading the period of paid leave over a maximum
period of eight continuous weeks at a rate no less than half normal pay. leave that extends
beyond four weeks does not count as service for any purpose.
return to work after parental leave
225) on ending parental, maternity, adoption or foster leave, an employee is entitled to
recommence the employee’s previous duties in accordance with the relevant provisions of
the fw act.
adoption or foster leave
226) within 12 months of the adoption or fostering of a child by an employee with 12
months or more continuous service in the aps, who will be the primary care giver, is entitled
to up to 14 weeks at full-pay for the purpose of adopting or a long-term and full-time foster
care of a child up to the age of 16, and unpaid leave up to a total period of 52 weeks. the
paid leave may commence up to two weeks prior to assuming responsibility for the child.
227) the adopted or foster child must not be a child or step-child of the employee or the
employee’s partner unless that child had not been in the custody and care of the employee
or the employee’s partner for a significant period.
228)
|
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1782 | maternity leave | maternity leave (commonwealth employees) act 1973.
parental (partner) leave
222) within 12 months of the birth, fostering or adoption of a child, an employee who is
the child’s non-primary care giver and stands in a domestic or household relationship with
the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave
up to a total absence of 52 weeks.
223) the secretary may approve leave for a non-primary care giver not residing with the
child.
page 41
224) the secretary may approve spreading the period of paid leave over a maximum
period of eight continuous weeks at a rate no less than half normal pay. leave that extends
beyond four weeks does not count as service for any purpose.
return to work after parental leave
225) on ending parental, maternity, adoption or foster leave, an employee is entitled to
recommence the employee’s previous duties in accordance with the relevant provisions of
the fw act.
adoption or foster leave
226) within 12 months of the adoption or fostering of a child by an employee with 12
months or more continuous service in the aps, who will be the primary care giver, is entitled
to up to 14 weeks at full-pay for the purpose of adopting or a long-term and full-time foster
care of a child up to the age of 16, and unpaid leave up to a total period of 52 weeks. the
paid leave may commence up to two weeks prior to assuming responsibility for the child.
227) the adopted or foster child must not be a child or step-child of the employee or the
employee’s partner unless that child had not been in the custody and care of the employee
or the employee’s partner for a significant period.
228)
an employee is not entitled to both adoption and fostering leave for the same child. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1786 | parental leave | the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave
up to a total absence of 52 weeks.
223) the secretary may approve leave for a non-primary care giver not residing with the
child.
page 41
224) the secretary may approve spreading the period of paid leave over a maximum
period of eight continuous weeks at a rate no less than half normal pay. leave that extends
beyond four weeks does not count as service for any purpose.
return to work after parental leave
225) on ending parental, maternity, adoption or foster leave, an employee is entitled to
recommence the employee’s previous duties in accordance with the relevant provisions of
the fw act.
adoption or foster leave
226) within 12 months of the adoption or fostering of a child by an employee with 12
months or more continuous service in the aps, who will be the primary care giver, is entitled
to up to 14 weeks at full-pay for the purpose of adopting or a long-term and full-time foster
care of a child up to the age of 16, and unpaid leave up to a total period of 52 weeks. the
paid leave may commence up to two weeks prior to assuming responsibility for the child.
227) the adopted or foster child must not be a child or step-child of the employee or the
employee’s partner unless that child had not been in the custody and care of the employee
or the employee’s partner for a significant period.
228)
an employee is not entitled to both adoption and fostering leave for the same child.
229) the secretary may approve spreading the period of paid leave over a maximum
period of 28 continuous weeks at a rate no less than half normal pay.
230) where an employee elects to take paid adoption or fostering leave at half-pay, a |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1796 | parental leave | return to work after parental leave
225) on ending parental, maternity, adoption or foster leave, an employee is entitled to
recommence the employee’s previous duties in accordance with the relevant provisions of
the fw act.
adoption or foster leave
226) within 12 months of the adoption or fostering of a child by an employee with 12
months or more continuous service in the aps, who will be the primary care giver, is entitled
to up to 14 weeks at full-pay for the purpose of adopting or a long-term and full-time foster
care of a child up to the age of 16, and unpaid leave up to a total period of 52 weeks. the
paid leave may commence up to two weeks prior to assuming responsibility for the child.
227) the adopted or foster child must not be a child or step-child of the employee or the
employee’s partner unless that child had not been in the custody and care of the employee
or the employee’s partner for a significant period.
228)
an employee is not entitled to both adoption and fostering leave for the same child.
229) the secretary may approve spreading the period of paid leave over a maximum
period of 28 continuous weeks at a rate no less than half normal pay.
230) where an employee elects to take paid adoption or fostering leave at half-pay, a
maximum of 14 weeks counts as service for all purposes.
231) the provisions of clauses 222 to 230 also apply to a child who is subject to a
permanent care order made by an australian court or under australian legislation.
232) for the purposes of this clause, ‘continuous service’ has the same meaning as eligible
service recognised under the maternity leave (commonwealth employees) act 1973.
pre-adoption leave
233) employees in the process of adopting or fostering of a child may take up to two days
paid leave to attend any interviews or examinations required to obtain adoption or foster
care approval.
family care rooms |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1820 | maternity leave | service recognised under the maternity leave (commonwealth employees) act 1973.
pre-adoption leave
233) employees in the process of adopting or fostering of a child may take up to two days
paid leave to attend any interviews or examinations required to obtain adoption or foster
care approval.
family care rooms
234) the secretary will provide ad hoc access to family care facilities to provide a resource
for employees to carry out aspects of their normal duties while caring for dependants, as an
alternative to taking leave.
facilities for breastfeeding
235) the secretary will provide appropriate facilities for mothers to undertake
breastfeeding, lactation and associated activities in the workplace.
page 42
further information is available in the lactation breaks, family care rooms and
breastfeeding facilities policy.
family and domestic violence
236) the department is committed to supporting employees experiencing family and
domestic violence. employees are encouraged to discuss which avenues of support are
available to them with their manager or human resources.
237) leave is available to employees experiencing family and domestic violence, or to
provide support to a member of their family who is experiencing family and domestic
violence. for the purposes of clauses 236 to 241, family and domestic violence has the same
meaning as ‘family violence’ in the family law act 1975. employees can apply for paid or
unpaid miscellaneous leave or utilise personal/carers leave to cover absences for the
purpose of, but not limited to:
a) illness or injury resulting from family and domestic violence;
b) providing care or support to a family or household member who is ill or injured
as a result of family and domestic violence; |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1913 | salary advancement | higher position. the increment point attained through salary advancement in previous
periods of hda at that classification level will be at least maintained.
payment for partial performance
248) where the full duties of the position are not being undertaken, the employee and
the secretary may agree to payment at a point in a classification below that of the higher
duties position.
public holidays or leave
249) an employee on hda who is granted paid leave or who observes a public holiday will
continue to receive hda payment, having regard to the provisions of this section, during the
employee’s absence. hda will not be paid beyond the date on which the employee would
have ceased the period of acting had the employee not been absent. where the period of
leave is paid at less than full-pay, payment of hda will be made on a pro-rata basis.
page 45
further information on temporary reassignment of duties and hda is available in the
temporary reassignment of duties (higher duties and temporary transfer) policy.
right of review
250) the sole and exhaustive rights and remedies of an employee in relation to
termination of employment are those that the employee has under:
l) parts 3-1 and 3-2 of the fw act,
m) other commonwealth laws, and
n) common law.
251) termination of, or a decision to terminate, employment cannot be reviewed under
the review of actions framework or dispute resolution procedure outlined in this
agreement.
252) nothing in the agreement prevents the secretary from terminating the employment
of an employee for serious misconduct, without further notice or payment in lieu, in
accordance with the fw act subject to compliance with the procedures established by the
secretary for determining whether an employee has breached the code of conduct under |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 1952 | long service leave | or retirement. long service leave credits will be paid out in accordance with the long service
leave act (commonwealth employees) 1976.
page 46
part h - redeployment, reduction & retrenchment (rrr)
excess employees
definition
255) an employee is ‘excess’ when:
a) they are included in a group of employees in the department, comprising a
greater number than is necessary for the efficient and economical working of the
department,
b) due to technological or other changes in the work methods of the department,
or structural or other changes in the nature, extent or organisation of the
functions of the department, the services of the employee cannot be effectively
used, or
c) the duties usually performed by the employee are to be performed at a different
locality and the employee is not willing to perform those duties at the new
locality, and the secretary has determined that the provisions of this clause may
apply to that employee.
eligible employee
256) the provisions of this part do not apply to non-ongoing employees, employees who
are on probation or employees who are still within the minimum employment period as
defined in the fw act.
secretary’s powers
257) the powers of the secretary with regard to excess employees allow the secretary to:
a) reassign duties to an employee within the department and determine the place
at which the duties are performed,
b) consider options for redeployment of the employee to another aps agency,
c) reduce the classification level of an employee on the grounds that the employee |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 2066 | long service leave | b) government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976,
c) service with the commonwealth (other than service with a joint
commonwealth/state body or a body corporate in which the commonwealth
does not have a controlling interest) which is recognised for long service leave
purposes,
d) service with the australian defence forces,
e) aps service immediately preceding deemed resignation under the then section
49 (as repealed in 1966) of the repealed public service act 1922, if the service has
not previously been recognised for redundancy pay purposes, and
f) service in another organisation where an employee was transferred from the aps
to that organisation with a transfer of function or an employee engaged by that
organisation on work within a function is appointed as a result of the transfer of
that function to the aps and such service is recognised for long service leave
purposes.
service not to count
273) having regard to clause 272, any period of service which ceased:
a) through termination on the following grounds, or on a ground equivalent to any
of the following grounds:
i. the employee lacks, or has lost, an essential qualification for performing the
employee’s duties, or
ii. non-performance, or unsatisfactory performance, of duties, or
iii. inability to perform duties because of physical or mental incapacity, or
iv. failure to satisfactorily complete an entry level training course, or
v. failure to meet a condition imposed under subsection 22(6) of the ps act or
page 49
vi. a breach of the code of conduct, or
b) on a ground equivalent to a ground listed in subparagraph (a) above under the
repealed public service act 1922, or |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 2070 | long service leave | does not have a controlling interest) which is recognised for long service leave
purposes,
d) service with the australian defence forces,
e) aps service immediately preceding deemed resignation under the then section
49 (as repealed in 1966) of the repealed public service act 1922, if the service has
not previously been recognised for redundancy pay purposes, and
f) service in another organisation where an employee was transferred from the aps
to that organisation with a transfer of function or an employee engaged by that
organisation on work within a function is appointed as a result of the transfer of
that function to the aps and such service is recognised for long service leave
purposes.
service not to count
273) having regard to clause 272, any period of service which ceased:
a) through termination on the following grounds, or on a ground equivalent to any
of the following grounds:
i. the employee lacks, or has lost, an essential qualification for performing the
employee’s duties, or
ii. non-performance, or unsatisfactory performance, of duties, or
iii. inability to perform duties because of physical or mental incapacity, or
iv. failure to satisfactorily complete an entry level training course, or
v. failure to meet a condition imposed under subsection 22(6) of the ps act or
page 49
vi. a breach of the code of conduct, or
b) on a ground equivalent to a ground listed in subparagraph (a) above under the
repealed public service act 1922, or
c) through voluntary retrenchment at or above the minimum retiring age applicable
to the employee, or
d) with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit,
will not count as service for severance benefit purposes. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 2079 | long service leave | that function to the aps and such service is recognised for long service leave
purposes.
service not to count
273) having regard to clause 272, any period of service which ceased:
a) through termination on the following grounds, or on a ground equivalent to any
of the following grounds:
i. the employee lacks, or has lost, an essential qualification for performing the
employee’s duties, or
ii. non-performance, or unsatisfactory performance, of duties, or
iii. inability to perform duties because of physical or mental incapacity, or
iv. failure to satisfactorily complete an entry level training course, or
v. failure to meet a condition imposed under subsection 22(6) of the ps act or
page 49
vi. a breach of the code of conduct, or
b) on a ground equivalent to a ground listed in subparagraph (a) above under the
repealed public service act 1922, or
c) through voluntary retrenchment at or above the minimum retiring age applicable
to the employee, or
d) with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit,
will not count as service for severance benefit purposes.
274) absences from work which do not count as service for any purpose will not count as
service for severance benefit purposes.
part-time service
275) the severance benefit will be calculated on a pro-rata basis for any period where an
employee has worked part-time hours during the employee’s period of service and the
employee has less than 24 years full-time service.
severance benefit - rate of payment
276) for the purpose of calculating any payment under this clause, salary will include:
a) the employee's salary, or |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 2143 | travel | travel expenses incurred
282) the excess employee may request assistance in meeting reasonable travel and
incidental expenses incurred in seeking alternative employment where these expenses are
not met by a prospective employer.
retirement during retention period
283) where the secretary believes there is insufficient productive work available for an
excess employee during the retention period, the secretary may terminate the employee’s
employment under section 29 of the ps act, and pay a lump sum comprising:
a) the balance of the retention period (as shortened for the nes) under clauses 277
and 278 and this payment will be taken to include the payment in lieu of notice
of termination of employment, plus
b) the employee’s nes entitlement to redundancy pay.
must receive offer of voluntary retrenchment
284) an excess employee will not be retrenched involuntarily where the employee:
a) has not been invited to elect to be voluntarily retrenched or
b) has elected to be voluntarily retrenched but the secretary has refused to
approve it.
notice period
285) an excess employee will be given four weeks’ notice (or five weeks’ notice for an
employee over 45 years of age with at least five years of continuous service) where it is
proposed that the employee will be involuntarily terminated under section 29 of the ps act.
reduction in classification
286) during a retention period, the secretary:
a) will continue to take reasonable steps to find alternative employment for the
excess employee and/or
b) may, with four weeks’ notice, reduce the excess employee's classification as a
means of securing alternative employment for the excess employee.
income maintenance as a result of reduction in classification
287) where an excess employee is reduced in classification before the end of the
appropriate retention period, the employee will continue to be paid at the employee’s |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 2144 | travel | 282) the excess employee may request assistance in meeting reasonable travel and
incidental expenses incurred in seeking alternative employment where these expenses are
not met by a prospective employer.
retirement during retention period
283) where the secretary believes there is insufficient productive work available for an
excess employee during the retention period, the secretary may terminate the employee’s
employment under section 29 of the ps act, and pay a lump sum comprising:
a) the balance of the retention period (as shortened for the nes) under clauses 277
and 278 and this payment will be taken to include the payment in lieu of notice
of termination of employment, plus
b) the employee’s nes entitlement to redundancy pay.
must receive offer of voluntary retrenchment
284) an excess employee will not be retrenched involuntarily where the employee:
a) has not been invited to elect to be voluntarily retrenched or
b) has elected to be voluntarily retrenched but the secretary has refused to
approve it.
notice period
285) an excess employee will be given four weeks’ notice (or five weeks’ notice for an
employee over 45 years of age with at least five years of continuous service) where it is
proposed that the employee will be involuntarily terminated under section 29 of the ps act.
reduction in classification
286) during a retention period, the secretary:
a) will continue to take reasonable steps to find alternative employment for the
excess employee and/or
b) may, with four weeks’ notice, reduce the excess employee's classification as a
means of securing alternative employment for the excess employee.
income maintenance as a result of reduction in classification
287) where an excess employee is reduced in classification before the end of the
appropriate retention period, the employee will continue to be paid at the employee’s
previous level for the balance of the retention period with the exception of reductions in |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 2183 | salary advancement | 289) the pds provides the basis for individual salary advancement through salary ranges
for the employee’s current classification.
290) the principles of the pds include:
a) employees and managers have a joint responsibility to actively participate in, and
contribute to, the pds development and assessment process,
b) all stages of the pds process should be discussed and agreed by the employee and
their manager,
c) the pds will operate in accordance with the department’s workplace diversity
programmes, and
d) there should be no surprises for employees in regard to a manager’s performance
expectations or appraisal of their performance, with feedback regarding an
employee’s performance part of ongoing activities, including the opportunity for
informal upwards feedback.
four week improvement period
291) an employee will be provided a minimum of four weeks, prior to the end of cycle
assessment, to improve the employee’s performance where it is below the performance
standards.
formal assessment points
292) the pds has two formal assessment points:
a) one at the mid-cycle in february, and
b) one at the end of the cycle in july.
further information on the pds is available in the performance development scheme policy.
managing underperformance
performance standards
293) employees are expected, as a minimum, to maintain a satisfactory performance
standard under the pds.
principles
294) in addressing underperformance the policy is designed to:
a) be timely and effective,
b) restore performance of the employee to the required standard, |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 2228 | professional development | continuing professional development
professional appointments with mandatory qualifications
296) the department will provide to an employee who the department requires to hold
mandatory qualifications:
a) access to relevant training, or
b) on application, meet the reasonable costs of continuing professional
development.
297) where an employee has received a professional development allowance (pda), that
pda must be used entirely before an application under clause 296 b) is made.
commonwealth nursing officers (cnos)
298) to assist with maintaining professional registration standards and undertaking their
professional roles, cnos will receive a pda of $2226 per annum paid fortnightly. treatment
of this allowance for particular purposes is at attachment b.
medical officers – professional development
299) medical officers are eligible to receive a pda of $5035 each financial year on a
reimbursement basis, to assist in attaining and maintaining work-relevant agreed skills and
knowledge.
300) part-time medical officers will have access to the full amount of pda. the allowance
will be available pro-rata for medical officers commencing service part way through a
financial year.
301) the allowance rate may be increased by the secretary in circumstances where it is
agreed that the standard amount is insufficient to meet relevant and approved professional
development.
302) as part of the pds process, medical officers will identify their learning and
development needs as agreed with their manager. where medical officers attend training
or courses identified on their individual development plan, they will be considered to be on
duty and no leave application is required.
303) in addition, attendance at conferences and seminars may be granted by the
secretary where it is directly relevant to the medical officer’s current role, and having
regard to any necessary medical registration or medical college requirements and |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 2235 | professional development | 297) where an employee has received a professional development allowance (pda), that
pda must be used entirely before an application under clause 296 b) is made.
commonwealth nursing officers (cnos)
298) to assist with maintaining professional registration standards and undertaking their
professional roles, cnos will receive a pda of $2226 per annum paid fortnightly. treatment
of this allowance for particular purposes is at attachment b.
medical officers – professional development
299) medical officers are eligible to receive a pda of $5035 each financial year on a
reimbursement basis, to assist in attaining and maintaining work-relevant agreed skills and
knowledge.
300) part-time medical officers will have access to the full amount of pda. the allowance
will be available pro-rata for medical officers commencing service part way through a
financial year.
301) the allowance rate may be increased by the secretary in circumstances where it is
agreed that the standard amount is insufficient to meet relevant and approved professional
development.
302) as part of the pds process, medical officers will identify their learning and
development needs as agreed with their manager. where medical officers attend training
or courses identified on their individual development plan, they will be considered to be on
duty and no leave application is required.
303) in addition, attendance at conferences and seminars may be granted by the
secretary where it is directly relevant to the medical officer’s current role, and having
regard to any necessary medical registration or medical college requirements and
page 53
operational requirements. in these circumstances, the absence will be treated the same as
for attendance at approved training or courses.
right to medical practice through outside employment
304) where approved, medical officers may engage in outside medical practice to a
maximum of half-a-day per week (averaged over a 12 month period) during normal working |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 2241 | professional development | medical officers – professional development
299) medical officers are eligible to receive a pda of $5035 each financial year on a
reimbursement basis, to assist in attaining and maintaining work-relevant agreed skills and
knowledge.
300) part-time medical officers will have access to the full amount of pda. the allowance
will be available pro-rata for medical officers commencing service part way through a
financial year.
301) the allowance rate may be increased by the secretary in circumstances where it is
agreed that the standard amount is insufficient to meet relevant and approved professional
development.
302) as part of the pds process, medical officers will identify their learning and
development needs as agreed with their manager. where medical officers attend training
or courses identified on their individual development plan, they will be considered to be on
duty and no leave application is required.
303) in addition, attendance at conferences and seminars may be granted by the
secretary where it is directly relevant to the medical officer’s current role, and having
regard to any necessary medical registration or medical college requirements and
page 53
operational requirements. in these circumstances, the absence will be treated the same as
for attendance at approved training or courses.
right to medical practice through outside employment
304) where approved, medical officers may engage in outside medical practice to a
maximum of half-a-day per week (averaged over a 12 month period) during normal working
hours, with no adjustment to salary.
305) medical officers may access up to an additional four half-days per month during
normal working hours for outside medical practice subject to operational requirements and
the agreement of the manager and the chief medical officer or principal medical advisor of
the therapeutic goods authority (tga) (as appropriate). this additional time will be taken
as leave without pay or ‘made up’ at another time. |
| enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt | 3462 | overtime | calculation of overtime
salary
higher duties
allowance
included in income
maintenance for excess
employees
included in salary for
calculation of
retrenchment severance
payments
included in salary for
payment in lieu of notice
of termination of
employment
payment in lieu of long
service leave
counts as salary for
superannuation purposes
(css and pssdb only.
members of other
superannuation funds
refer to clauses 32 to 34)
attachment b – recognition of allowances for
particular purposes
|
| NEMA non-SES Employment Determination 2022.txt | 147 | long service leave | long service leave (commonwealth employees) act 1976;
•
maternity leave (commonwealth employees) act 1973;
•
military rehabilitation and compensation act 2014;
•
parliamentary service act 1999;
•
public employment (consequential and transitional) amendment act 1999;
•
safety, rehabilitation and compensation act 1988;
•
social security act 1991;
•
superannuation act 1976;
|
| NEMA non-SES Employment Determination 2022.txt | 151 | maternity leave | maternity leave (commonwealth employees) act 1973;
•
military rehabilitation and compensation act 2014;
•
parliamentary service act 1999;
•
public employment (consequential and transitional) amendment act 1999;
•
safety, rehabilitation and compensation act 1988;
•
social security act 1991;
•
superannuation act 1976;
•
superannuation act 1990;
|
| NEMA non-SES Employment Determination 2022.txt | 557 | study leave | paid study leave of up to six (6) hours per week.
6
section 4 – hours of work and flexible working arrangements
flexible working arrangements
37. employees may request flexible working arrangements such as compressed hours, working from
home, part-time, or job sharing to enable them to balance their work and personal lives.
38. the agency is committed to supporting and promoting flexible working arrangements. the
agency head will consider requests for flexible working arrangements in the context of the
employee's personal circumstances, operational requirements, providing fair workloads, and
with the understanding that the employee's performance should be assessed on the outcomes
that are achieved not how many hours are worked or where.
39. without limiting an employee’s ability to request flexible working arrangements under clauses
37 and 38, where certain circumstances outlined in the national employment standards apply
to an employee, that employee can formally request flexible working arrangements because of
those circumstances. more details are available in division 4 of part 2-2 of the fair work act
2009.
40. where the agency head approves an employee to work from home, or other flexible work
arrangement, the agency will meet reasonable costs of supplying and maintaining the agreed
necessary equipment and materials.
hours of work – non-shift workers
41. full-time employees are required to work 7 hours and 36 minutes per day, being a total of 38
hours per week and 152 hours per four week settlement period. this time is made up of:
a.
ordinary hours of work of 7 hours and 21 minutes per day, being a total of 36 hours
and 45 minutes per week and 147 hours per four week settlement period; and
b. |
| NEMA non-SES Employment Determination 2022.txt | 590 | overtime | payment for this additional time, including any overtime payable under the aps
award. the additional time is treated as part of an employee's ordinary hours for
all purposes under this determination.
42. the default span of hours (bandwidth) during which an employee may work their ordinary hours
is 8.00 am to 6.00 pm, monday to friday.
43. if the agency head agrees that an employee can perform part of their ordinary hours between
7.00 am and 8.00 am or 6.00 pm and 7.00 pm on a day, the employee's salary rate includes
payment for the performance of work during those periods, including any overtime or shift
penalties payable under the aps award. the time worked in that period will be treated as part
of the employee's ordinary hours of work for all purposes under the determination.
44. an employee’s ordinary hours are those hours and time, within the agreed bandwidth, that the
employee works on a regular basis, as agreed by the employee’s manager.
45. standard attendance hours for full-time employees are 7 hours and 36 minutes from 8.30 am
to 12.30 pm and 1.30 pm to 5.06 pm, monday to friday. standard attendance hours will apply:
•
if an employee and their manager cannot agree on a pattern of hours; or
•
if an employee’s manager reasonably considers that the employee’s attendance is
unsatisfactory.
7
hours of work – shift workers
46. shift workers are required to work ordinary hours of 7 hours and 36 minutes per day, being a
total of 38 hours per week and 152 hours per four week settlement period averaged over a
period of up to 28 days or the employee's roster cycle (whichever is longer). the ordinary hours
must be worked continuously except for breaks. |
| NEMA non-SES Employment Determination 2022.txt | 594 | bandwidth | 42. the default span of hours (bandwidth) during which an employee may work their ordinary hours
is 8.00 am to 6.00 pm, monday to friday.
43. if the agency head agrees that an employee can perform part of their ordinary hours between
7.00 am and 8.00 am or 6.00 pm and 7.00 pm on a day, the employee's salary rate includes
payment for the performance of work during those periods, including any overtime or shift
penalties payable under the aps award. the time worked in that period will be treated as part
of the employee's ordinary hours of work for all purposes under the determination.
44. an employee’s ordinary hours are those hours and time, within the agreed bandwidth, that the
employee works on a regular basis, as agreed by the employee’s manager.
45. standard attendance hours for full-time employees are 7 hours and 36 minutes from 8.30 am
to 12.30 pm and 1.30 pm to 5.06 pm, monday to friday. standard attendance hours will apply:
•
if an employee and their manager cannot agree on a pattern of hours; or
•
if an employee’s manager reasonably considers that the employee’s attendance is
unsatisfactory.
7
hours of work – shift workers
46. shift workers are required to work ordinary hours of 7 hours and 36 minutes per day, being a
total of 38 hours per week and 152 hours per four week settlement period averaged over a
period of up to 28 days or the employee's roster cycle (whichever is longer). the ordinary hours
must be worked continuously except for breaks.
47. except at regular changeover of shifts, an employee must not be required to work more than
one shift in each 24 hours.
48. shift rosters must specify the commencing and finishing times of ordinary working hours of the
respective shifts. |
| NEMA non-SES Employment Determination 2022.txt | 598 | overtime | payment for the performance of work during those periods, including any overtime or shift
penalties payable under the aps award. the time worked in that period will be treated as part
of the employee's ordinary hours of work for all purposes under the determination.
44. an employee’s ordinary hours are those hours and time, within the agreed bandwidth, that the
employee works on a regular basis, as agreed by the employee’s manager.
45. standard attendance hours for full-time employees are 7 hours and 36 minutes from 8.30 am
to 12.30 pm and 1.30 pm to 5.06 pm, monday to friday. standard attendance hours will apply:
•
if an employee and their manager cannot agree on a pattern of hours; or
•
if an employee’s manager reasonably considers that the employee’s attendance is
unsatisfactory.
7
hours of work – shift workers
46. shift workers are required to work ordinary hours of 7 hours and 36 minutes per day, being a
total of 38 hours per week and 152 hours per four week settlement period averaged over a
period of up to 28 days or the employee's roster cycle (whichever is longer). the ordinary hours
must be worked continuously except for breaks.
47. except at regular changeover of shifts, an employee must not be required to work more than
one shift in each 24 hours.
48. shift rosters must specify the commencing and finishing times of ordinary working hours of the
respective shifts.
49. shift workers can exchange shifts or rostered days off by mutual agreement, with the consent
of the agency head, and provided that the arrangement does not give any employee an
entitlement to an overtime payment.
50. subject to the provisions of clause 13 to 18, changes to rostered hours of duty can be by mutual |
| NEMA non-SES Employment Determination 2022.txt | 601 | bandwidth | 44. an employee’s ordinary hours are those hours and time, within the agreed bandwidth, that the
employee works on a regular basis, as agreed by the employee’s manager.
45. standard attendance hours for full-time employees are 7 hours and 36 minutes from 8.30 am
to 12.30 pm and 1.30 pm to 5.06 pm, monday to friday. standard attendance hours will apply:
•
if an employee and their manager cannot agree on a pattern of hours; or
•
if an employee’s manager reasonably considers that the employee’s attendance is
unsatisfactory.
7
hours of work – shift workers
46. shift workers are required to work ordinary hours of 7 hours and 36 minutes per day, being a
total of 38 hours per week and 152 hours per four week settlement period averaged over a
period of up to 28 days or the employee's roster cycle (whichever is longer). the ordinary hours
must be worked continuously except for breaks.
47. except at regular changeover of shifts, an employee must not be required to work more than
one shift in each 24 hours.
48. shift rosters must specify the commencing and finishing times of ordinary working hours of the
respective shifts.
49. shift workers can exchange shifts or rostered days off by mutual agreement, with the consent
of the agency head, and provided that the arrangement does not give any employee an
entitlement to an overtime payment.
50. subject to the provisions of clause 13 to 18, changes to rostered hours of duty can be by mutual
consent at any time or by amendment of the roster on seven days’ notice.
51. in the absence of consent or seven days’ notice, employees will be paid the appropriate overtime
penalty rates for work outside the previously rostered hours of duty. payment of penalty rates |
| NEMA non-SES Employment Determination 2022.txt | 626 | overtime | entitlement to an overtime payment.
50. subject to the provisions of clause 13 to 18, changes to rostered hours of duty can be by mutual
consent at any time or by amendment of the roster on seven days’ notice.
51. in the absence of consent or seven days’ notice, employees will be paid the appropriate overtime
penalty rates for work outside the previously rostered hours of duty. payment of penalty rates
on this basis will be continued for each changed shift until employees have received seven days’
notice of shift change.
52. the penalty rates in clause 69 are not payable where an agency is unable to give seven days’
notice because of the sickness or unanticipated absence of another employee.
53. where employees are entitled to a rostered day off, an employee and their manager may agree
to alternative rostered days (including taking the time off as part days).
general provisions
54. an employee at or below the aps 6 level or equivalent must record their attendance in the
agency’s timekeeping system.
55. employees will not be required to work for more than ten (10) ordinary hours on any one (1)
day, subject to arrangements being made for shift workers to work more than 10 hours per day
in a manner consistent with the aps award.
56. employees will not be required to work more than five (5) consecutive hours without taking a
break of at least 30 minutes.
57. the agency head will arrange for the provision of a meal or reimburse the employee for the cost
of a meal where no meal is provided in the following instances:
a.
where an employee who is entitled to receive overtime payments and who works
overtime after the end of ordinary work for the day, to the completion of or beyond
a meal period, without a break for a meal;
b.
where an employee is required, after the completion of their ordinary hours of work |
| NEMA non-SES Employment Determination 2022.txt | 629 | overtime | 51. in the absence of consent or seven days’ notice, employees will be paid the appropriate overtime
penalty rates for work outside the previously rostered hours of duty. payment of penalty rates
on this basis will be continued for each changed shift until employees have received seven days’
notice of shift change.
52. the penalty rates in clause 69 are not payable where an agency is unable to give seven days’
notice because of the sickness or unanticipated absence of another employee.
53. where employees are entitled to a rostered day off, an employee and their manager may agree
to alternative rostered days (including taking the time off as part days).
general provisions
54. an employee at or below the aps 6 level or equivalent must record their attendance in the
agency’s timekeeping system.
55. employees will not be required to work for more than ten (10) ordinary hours on any one (1)
day, subject to arrangements being made for shift workers to work more than 10 hours per day
in a manner consistent with the aps award.
56. employees will not be required to work more than five (5) consecutive hours without taking a
break of at least 30 minutes.
57. the agency head will arrange for the provision of a meal or reimburse the employee for the cost
of a meal where no meal is provided in the following instances:
a.
where an employee who is entitled to receive overtime payments and who works
overtime after the end of ordinary work for the day, to the completion of or beyond
a meal period, without a break for a meal;
b.
where an employee is required, after the completion of their ordinary hours of work
for the day, to perform duty after a break for a meal which occurs after that
completion and is not entitled to payment for that break;
|
| NEMA non-SES Employment Determination 2022.txt | 649 | overtime | where an employee who is entitled to receive overtime payments and who works
overtime after the end of ordinary work for the day, to the completion of or beyond
a meal period, without a break for a meal;
b.
where an employee is required, after the completion of their ordinary hours of work
for the day, to perform duty after a break for a meal which occurs after that
completion and is not entitled to payment for that break;
c.
where an employee is required to perform duty before the commencement of
ordinary hours of work, who breaks for a meal and is not entitled to payment for
that break; or
8
d.
where an employee is required to perform work on a saturday, sunday or public
holiday, in addition to the employee’s normal weekly hours of work, extending
beyond a meal break and is not entitled to payment for that meal break.
58. employees will be entitled to an eight (8) hour break plus reasonable travelling time before
commencing work again. where the agency head directs an employee to work outside their
agreed bandwidth hours, and if the eight (8) hour break occurs during standard working hours,
the employee will receive their normal salary during that period. where the agency head directs
an employee to work outside their agreed bandwidth hours and an eight (8) hour break is not
possible due to operational requirements, the employee will be paid for subsequent periods of
work at the overtime rate of double time until the employee has taken an eight (8) hour break. |
| NEMA non-SES Employment Determination 2022.txt | 650 | overtime | overtime after the end of ordinary work for the day, to the completion of or beyond
a meal period, without a break for a meal;
b.
where an employee is required, after the completion of their ordinary hours of work
for the day, to perform duty after a break for a meal which occurs after that
completion and is not entitled to payment for that break;
c.
where an employee is required to perform duty before the commencement of
ordinary hours of work, who breaks for a meal and is not entitled to payment for
that break; or
8
d.
where an employee is required to perform work on a saturday, sunday or public
holiday, in addition to the employee’s normal weekly hours of work, extending
beyond a meal break and is not entitled to payment for that meal break.
58. employees will be entitled to an eight (8) hour break plus reasonable travelling time before
commencing work again. where the agency head directs an employee to work outside their
agreed bandwidth hours, and if the eight (8) hour break occurs during standard working hours,
the employee will receive their normal salary during that period. where the agency head directs
an employee to work outside their agreed bandwidth hours and an eight (8) hour break is not
possible due to operational requirements, the employee will be paid for subsequent periods of
work at the overtime rate of double time until the employee has taken an eight (8) hour break.
aps level employees – flex time – non-shift workers |
| NEMA non-SES Employment Determination 2022.txt | 672 | travel | 58. employees will be entitled to an eight (8) hour break plus reasonable travelling time before
commencing work again. where the agency head directs an employee to work outside their
agreed bandwidth hours, and if the eight (8) hour break occurs during standard working hours,
the employee will receive their normal salary during that period. where the agency head directs
an employee to work outside their agreed bandwidth hours and an eight (8) hour break is not
possible due to operational requirements, the employee will be paid for subsequent periods of
work at the overtime rate of double time until the employee has taken an eight (8) hour break.
aps level employees – flex time – non-shift workers
59. employees at or below the aps 6 level or equivalent, including part-time employees, can access
flex time.
60. when an employee works more than their standard hours within the bandwidth, they will
accumulate a flex credit, and when an employee works less than their standard hours within the
bandwidth, they will incur a flex debit.
61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to
the employee’s ordinary hours will result in one (1) hour of flex credit).
62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three
days (based on the employee's ordinary hours of work) into the next settlement period. a
settlement period is a four (4) week period.
63. an aps level employee who is required at the request of the agency head to undertake duties
outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77.
overtime
64. an employee may be called for duty at any time subject to the hours being considered to be
reasonable in accordance with section 62 of the fair work act 2009. in accordance with section
62 of the fair work act 2009, an employee may refuse to work additional hours if they are
unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit
prior direction, subsequent approval in writing.
overtime – non shift workers
65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a. |
| NEMA non-SES Employment Determination 2022.txt | 674 | bandwidth | agreed bandwidth hours, and if the eight (8) hour break occurs during standard working hours,
the employee will receive their normal salary during that period. where the agency head directs
an employee to work outside their agreed bandwidth hours and an eight (8) hour break is not
possible due to operational requirements, the employee will be paid for subsequent periods of
work at the overtime rate of double time until the employee has taken an eight (8) hour break.
aps level employees – flex time – non-shift workers
59. employees at or below the aps 6 level or equivalent, including part-time employees, can access
flex time.
60. when an employee works more than their standard hours within the bandwidth, they will
accumulate a flex credit, and when an employee works less than their standard hours within the
bandwidth, they will incur a flex debit.
61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to
the employee’s ordinary hours will result in one (1) hour of flex credit).
62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three
days (based on the employee's ordinary hours of work) into the next settlement period. a
settlement period is a four (4) week period.
63. an aps level employee who is required at the request of the agency head to undertake duties
outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77.
overtime
64. an employee may be called for duty at any time subject to the hours being considered to be
reasonable in accordance with section 62 of the fair work act 2009. in accordance with section
62 of the fair work act 2009, an employee may refuse to work additional hours if they are
unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit
prior direction, subsequent approval in writing.
overtime – non shift workers
65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
monday to friday, outside the bandwidth; |
| NEMA non-SES Employment Determination 2022.txt | 676 | bandwidth | an employee to work outside their agreed bandwidth hours and an eight (8) hour break is not
possible due to operational requirements, the employee will be paid for subsequent periods of
work at the overtime rate of double time until the employee has taken an eight (8) hour break.
aps level employees – flex time – non-shift workers
59. employees at or below the aps 6 level or equivalent, including part-time employees, can access
flex time.
60. when an employee works more than their standard hours within the bandwidth, they will
accumulate a flex credit, and when an employee works less than their standard hours within the
bandwidth, they will incur a flex debit.
61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to
the employee’s ordinary hours will result in one (1) hour of flex credit).
62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three
days (based on the employee's ordinary hours of work) into the next settlement period. a
settlement period is a four (4) week period.
63. an aps level employee who is required at the request of the agency head to undertake duties
outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77.
overtime
64. an employee may be called for duty at any time subject to the hours being considered to be
reasonable in accordance with section 62 of the fair work act 2009. in accordance with section
62 of the fair work act 2009, an employee may refuse to work additional hours if they are
unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit
prior direction, subsequent approval in writing.
overtime – non shift workers
65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
monday to friday, outside the bandwidth;
b. |
| NEMA non-SES Employment Determination 2022.txt | 678 | overtime | work at the overtime rate of double time until the employee has taken an eight (8) hour break.
aps level employees – flex time – non-shift workers
59. employees at or below the aps 6 level or equivalent, including part-time employees, can access
flex time.
60. when an employee works more than their standard hours within the bandwidth, they will
accumulate a flex credit, and when an employee works less than their standard hours within the
bandwidth, they will incur a flex debit.
61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to
the employee’s ordinary hours will result in one (1) hour of flex credit).
62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three
days (based on the employee's ordinary hours of work) into the next settlement period. a
settlement period is a four (4) week period.
63. an aps level employee who is required at the request of the agency head to undertake duties
outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77.
overtime
64. an employee may be called for duty at any time subject to the hours being considered to be
reasonable in accordance with section 62 of the fair work act 2009. in accordance with section
62 of the fair work act 2009, an employee may refuse to work additional hours if they are
unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit
prior direction, subsequent approval in writing.
overtime – non shift workers
65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
monday to friday, outside the bandwidth;
b.
monday to friday, during the bandwidth but beyond the length of time the employee |
| NEMA non-SES Employment Determination 2022.txt | 682 | bandwidth | 60. when an employee works more than their standard hours within the bandwidth, they will
accumulate a flex credit, and when an employee works less than their standard hours within the
bandwidth, they will incur a flex debit.
61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to
the employee’s ordinary hours will result in one (1) hour of flex credit).
62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three
days (based on the employee's ordinary hours of work) into the next settlement period. a
settlement period is a four (4) week period.
63. an aps level employee who is required at the request of the agency head to undertake duties
outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77.
overtime
64. an employee may be called for duty at any time subject to the hours being considered to be
reasonable in accordance with section 62 of the fair work act 2009. in accordance with section
62 of the fair work act 2009, an employee may refuse to work additional hours if they are
unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit
prior direction, subsequent approval in writing.
overtime – non shift workers
65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
monday to friday, outside the bandwidth;
b.
monday to friday, during the bandwidth but beyond the length of time the employee
is ordinarily required to work on the day concerned; or
c.
|
| NEMA non-SES Employment Determination 2022.txt | 684 | bandwidth | bandwidth, they will incur a flex debit.
61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to
the employee’s ordinary hours will result in one (1) hour of flex credit).
62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three
days (based on the employee's ordinary hours of work) into the next settlement period. a
settlement period is a four (4) week period.
63. an aps level employee who is required at the request of the agency head to undertake duties
outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77.
overtime
64. an employee may be called for duty at any time subject to the hours being considered to be
reasonable in accordance with section 62 of the fair work act 2009. in accordance with section
62 of the fair work act 2009, an employee may refuse to work additional hours if they are
unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit
prior direction, subsequent approval in writing.
overtime – non shift workers
65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
monday to friday, outside the bandwidth;
b.
monday to friday, during the bandwidth but beyond the length of time the employee
is ordinarily required to work on the day concerned; or
c.
on a saturday, sunday or a holiday.
|
| NEMA non-SES Employment Determination 2022.txt | 691 | overtime | outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77.
overtime
64. an employee may be called for duty at any time subject to the hours being considered to be
reasonable in accordance with section 62 of the fair work act 2009. in accordance with section
62 of the fair work act 2009, an employee may refuse to work additional hours if they are
unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit
prior direction, subsequent approval in writing.
overtime – non shift workers
65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
monday to friday, outside the bandwidth;
b.
monday to friday, during the bandwidth but beyond the length of time the employee
is ordinarily required to work on the day concerned; or
c.
on a saturday, sunday or a holiday.
66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
which is not continuous with the employee's ordinary hours of work;
9 |
| NEMA non-SES Employment Determination 2022.txt | 691 | bandwidth | outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77.
overtime
64. an employee may be called for duty at any time subject to the hours being considered to be
reasonable in accordance with section 62 of the fair work act 2009. in accordance with section
62 of the fair work act 2009, an employee may refuse to work additional hours if they are
unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit
prior direction, subsequent approval in writing.
overtime – non shift workers
65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
monday to friday, outside the bandwidth;
b.
monday to friday, during the bandwidth but beyond the length of time the employee
is ordinarily required to work on the day concerned; or
c.
on a saturday, sunday or a holiday.
66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
which is not continuous with the employee's ordinary hours of work;
9 |
| NEMA non-SES Employment Determination 2022.txt | 692 | overtime | overtime
64. an employee may be called for duty at any time subject to the hours being considered to be
reasonable in accordance with section 62 of the fair work act 2009. in accordance with section
62 of the fair work act 2009, an employee may refuse to work additional hours if they are
unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit
prior direction, subsequent approval in writing.
overtime – non shift workers
65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
monday to friday, outside the bandwidth;
b.
monday to friday, during the bandwidth but beyond the length of time the employee
is ordinarily required to work on the day concerned; or
c.
on a saturday, sunday or a holiday.
66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
which is not continuous with the employee's ordinary hours of work;
9
|
| NEMA non-SES Employment Determination 2022.txt | 696 | overtime | unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit
prior direction, subsequent approval in writing.
overtime – non shift workers
65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
monday to friday, outside the bandwidth;
b.
monday to friday, during the bandwidth but beyond the length of time the employee
is ordinarily required to work on the day concerned; or
c.
on a saturday, sunday or a holiday.
66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
which is not continuous with the employee's ordinary hours of work;
9
b.
which is continuous with an employee's ordinary hours of work, and in whole or in
part, falls outside the period 6.00 pm to 8.00 pm, where the employee also |
| NEMA non-SES Employment Determination 2022.txt | 698 | overtime | overtime – non shift workers
65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
monday to friday, outside the bandwidth;
b.
monday to friday, during the bandwidth but beyond the length of time the employee
is ordinarily required to work on the day concerned; or
c.
on a saturday, sunday or a holiday.
66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
which is not continuous with the employee's ordinary hours of work;
9
b.
which is continuous with an employee's ordinary hours of work, and in whole or in
part, falls outside the period 6.00 pm to 8.00 pm, where the employee also
completes the ordinary hours of duty on that day;
|
| NEMA non-SES Employment Determination 2022.txt | 699 | overtime | 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
monday to friday, outside the bandwidth;
b.
monday to friday, during the bandwidth but beyond the length of time the employee
is ordinarily required to work on the day concerned; or
c.
on a saturday, sunday or a holiday.
66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
which is not continuous with the employee's ordinary hours of work;
9
b.
which is continuous with an employee's ordinary hours of work, and in whole or in
part, falls outside the period 6.00 pm to 8.00 pm, where the employee also
completes the ordinary hours of duty on that day;
c. |
| NEMA non-SES Employment Determination 2022.txt | 703 | bandwidth | monday to friday, outside the bandwidth;
b.
monday to friday, during the bandwidth but beyond the length of time the employee
is ordinarily required to work on the day concerned; or
c.
on a saturday, sunday or a holiday.
66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
which is not continuous with the employee's ordinary hours of work;
9
b.
which is continuous with an employee's ordinary hours of work, and in whole or in
part, falls outside the period 6.00 pm to 8.00 pm, where the employee also
completes the ordinary hours of duty on that day;
c.
which is continuous with an employee's ordinary hours of work, and falls wholly
within the period 6.00 pm to 8.00 am and exceeds, in any one week, that employee's
prescribed weekly ordinary hours of work. |
| NEMA non-SES Employment Determination 2022.txt | 707 | bandwidth | monday to friday, during the bandwidth but beyond the length of time the employee
is ordinarily required to work on the day concerned; or
c.
on a saturday, sunday or a holiday.
66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
which is not continuous with the employee's ordinary hours of work;
9
b.
which is continuous with an employee's ordinary hours of work, and in whole or in
part, falls outside the period 6.00 pm to 8.00 pm, where the employee also
completes the ordinary hours of duty on that day;
c.
which is continuous with an employee's ordinary hours of work, and falls wholly
within the period 6.00 pm to 8.00 am and exceeds, in any one week, that employee's
prescribed weekly ordinary hours of work.
67. a casual aps level employee will be entitled to overtime, but not casual loading, if the casual
employee is directed to perform work:
a. |
| NEMA non-SES Employment Determination 2022.txt | 714 | overtime | 66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform
work:
a.
which is not continuous with the employee's ordinary hours of work;
9
b.
which is continuous with an employee's ordinary hours of work, and in whole or in
part, falls outside the period 6.00 pm to 8.00 pm, where the employee also
completes the ordinary hours of duty on that day;
c.
which is continuous with an employee's ordinary hours of work, and falls wholly
within the period 6.00 pm to 8.00 am and exceeds, in any one week, that employee's
prescribed weekly ordinary hours of work.
67. a casual aps level employee will be entitled to overtime, but not casual loading, if the casual
employee is directed to perform work:
a.
on monday to friday, outside the bandwidth;
b.
on a saturday, sunday or a public holiday; or
|
| NEMA non-SES Employment Determination 2022.txt | 734 | overtime | 67. a casual aps level employee will be entitled to overtime, but not casual loading, if the casual
employee is directed to perform work:
a.
on monday to friday, outside the bandwidth;
b.
on a saturday, sunday or a public holiday; or
c.
in excess of 36.75 hours in a week.
68. overtime will include payment for reasonable travelling time to and from work where the
overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other
periods of travel, including official travel for business purposes.
69. overtime will be paid on the following basis:
for overtime worked on
overtime rate
monday to saturday – first 3 hours
150%
monday to saturday – after 3 hours
200%
|
| NEMA non-SES Employment Determination 2022.txt | 738 | bandwidth | on monday to friday, outside the bandwidth;
b.
on a saturday, sunday or a public holiday; or
c.
in excess of 36.75 hours in a week.
68. overtime will include payment for reasonable travelling time to and from work where the
overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other
periods of travel, including official travel for business purposes.
69. overtime will be paid on the following basis:
for overtime worked on
overtime rate
monday to saturday – first 3 hours
150%
monday to saturday – after 3 hours
200%
sunday – all day
200%
|
| NEMA non-SES Employment Determination 2022.txt | 748 | travel | 68. overtime will include payment for reasonable travelling time to and from work where the
overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other
periods of travel, including official travel for business purposes.
69. overtime will be paid on the following basis:
for overtime worked on
overtime rate
monday to saturday – first 3 hours
150%
monday to saturday – after 3 hours
200%
sunday – all day
200%
public holiday or additional holiday – all
day
250%
overtime – shift workers
70. full time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day which is outside the normal rostered ordinary hours of duty |
| NEMA non-SES Employment Determination 2022.txt | 748 | overtime | 68. overtime will include payment for reasonable travelling time to and from work where the
overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other
periods of travel, including official travel for business purposes.
69. overtime will be paid on the following basis:
for overtime worked on
overtime rate
monday to saturday – first 3 hours
150%
monday to saturday – after 3 hours
200%
sunday – all day
200%
public holiday or additional holiday – all
day
250%
overtime – shift workers
70. full time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day which is outside the normal rostered ordinary hours of duty |
| NEMA non-SES Employment Determination 2022.txt | 749 | overtime | overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other
periods of travel, including official travel for business purposes.
69. overtime will be paid on the following basis:
for overtime worked on
overtime rate
monday to saturday – first 3 hours
150%
monday to saturday – after 3 hours
200%
sunday – all day
200%
public holiday or additional holiday – all
day
250%
overtime – shift workers
70. full time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day which is outside the normal rostered ordinary hours of duty
on that day; or |
| NEMA non-SES Employment Determination 2022.txt | 750 | travel | periods of travel, including official travel for business purposes.
69. overtime will be paid on the following basis:
for overtime worked on
overtime rate
monday to saturday – first 3 hours
150%
monday to saturday – after 3 hours
200%
sunday – all day
200%
public holiday or additional holiday – all
day
250%
overtime – shift workers
70. full time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day which is outside the normal rostered ordinary hours of duty
on that day; or
|
| NEMA non-SES Employment Determination 2022.txt | 751 | overtime | 69. overtime will be paid on the following basis:
for overtime worked on
overtime rate
monday to saturday – first 3 hours
150%
monday to saturday – after 3 hours
200%
sunday – all day
200%
public holiday or additional holiday – all
day
250%
overtime – shift workers
70. full time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day which is outside the normal rostered ordinary hours of duty
on that day; or
b. |
| NEMA non-SES Employment Determination 2022.txt | 752 | overtime | for overtime worked on
overtime rate
monday to saturday – first 3 hours
150%
monday to saturday – after 3 hours
200%
sunday – all day
200%
public holiday or additional holiday – all
day
250%
overtime – shift workers
70. full time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day which is outside the normal rostered ordinary hours of duty
on that day; or
b.
|
| NEMA non-SES Employment Determination 2022.txt | 754 | overtime | overtime rate
monday to saturday – first 3 hours
150%
monday to saturday – after 3 hours
200%
sunday – all day
200%
public holiday or additional holiday – all
day
250%
overtime – shift workers
70. full time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day which is outside the normal rostered ordinary hours of duty
on that day; or
b.
is performed in excess of the weekly hours of ordinary duty, or an average of the
weekly hours of ordinary duty over a cycle of shifts. |
| NEMA non-SES Employment Determination 2022.txt | 773 | overtime | overtime – shift workers
70. full time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day which is outside the normal rostered ordinary hours of duty
on that day; or
b.
is performed in excess of the weekly hours of ordinary duty, or an average of the
weekly hours of ordinary duty over a cycle of shifts.
71. part time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day beyond the normal rostered hours of duty on that day; and
b.
is performed in excess of the employee's prescribed weekly ordinary hours.
72. casual aps level shift worker will be entitled to overtime where their work is performed:
a.
on any day beyond the normal rostered hours of duty on that day; or
10
b.
|
| NEMA non-SES Employment Determination 2022.txt | 774 | overtime | 70. full time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day which is outside the normal rostered ordinary hours of duty
on that day; or
b.
is performed in excess of the weekly hours of ordinary duty, or an average of the
weekly hours of ordinary duty over a cycle of shifts.
71. part time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day beyond the normal rostered hours of duty on that day; and
b.
is performed in excess of the employee's prescribed weekly ordinary hours.
72. casual aps level shift worker will be entitled to overtime where their work is performed:
a.
on any day beyond the normal rostered hours of duty on that day; or
10
b.
in excess of 38 hours in a week or an average of 38 hours per week over a cycle of |
| NEMA non-SES Employment Determination 2022.txt | 785 | overtime | 71. part time aps level shift workers will be entitled to overtime when their work:
a.
is performed on any day beyond the normal rostered hours of duty on that day; and
b.
is performed in excess of the employee's prescribed weekly ordinary hours.
72. casual aps level shift worker will be entitled to overtime where their work is performed:
a.
on any day beyond the normal rostered hours of duty on that day; or
10
b.
in excess of 38 hours in a week or an average of 38 hours per week over a cycle of
shifts.
73. where a shift worker works overtime, they are entitled to the following overtime rates:
for overtime worked on
overtime rate
monday to friday – first 3 hours
150%
|
| NEMA non-SES Employment Determination 2022.txt | 794 | overtime | 72. casual aps level shift worker will be entitled to overtime where their work is performed:
a.
on any day beyond the normal rostered hours of duty on that day; or
10
b.
in excess of 38 hours in a week or an average of 38 hours per week over a cycle of
shifts.
73. where a shift worker works overtime, they are entitled to the following overtime rates:
for overtime worked on
overtime rate
monday to friday – first 3 hours
150%
monday to friday – after 3 hours
200%
saturday and sunday – all day
200%
public holiday or additional holiday – all |
| NEMA non-SES Employment Determination 2022.txt | 806 | overtime | 73. where a shift worker works overtime, they are entitled to the following overtime rates:
for overtime worked on
overtime rate
monday to friday – first 3 hours
150%
monday to friday – after 3 hours
200%
saturday and sunday – all day
200%
public holiday or additional holiday – all
day
250%
74. where an casual shift worker employee works overtime the agency must pay to the employee
the higher of:
a.
the overtime rate outlined at clause 73.
b.
|
| NEMA non-SES Employment Determination 2022.txt | 807 | overtime | for overtime worked on
overtime rate
monday to friday – first 3 hours
150%
monday to friday – after 3 hours
200%
saturday and sunday – all day
200%
public holiday or additional holiday – all
day
250%
74. where an casual shift worker employee works overtime the agency must pay to the employee
the higher of:
a.
the overtime rate outlined at clause 73.
b.
the irregular or intermittent penalty rate outlined at clause 94. |
| NEMA non-SES Employment Determination 2022.txt | 809 | overtime | overtime rate
monday to friday – first 3 hours
150%
monday to friday – after 3 hours
200%
saturday and sunday – all day
200%
public holiday or additional holiday – all
day
250%
74. where an casual shift worker employee works overtime the agency must pay to the employee
the higher of:
a.
the overtime rate outlined at clause 73.
b.
the irregular or intermittent penalty rate outlined at clause 94.
75. the emergency duty provisions outlined in this determination will not apply to shift worker |
| NEMA non-SES Employment Determination 2022.txt | 828 | overtime | 74. where an casual shift worker employee works overtime the agency must pay to the employee
the higher of:
a.
the overtime rate outlined at clause 73.
b.
the irregular or intermittent penalty rate outlined at clause 94.
75. the emergency duty provisions outlined in this determination will not apply to shift worker
employees whose work for the day is varied by alteration of the commencement of the schedules
shift to meet an emergency.
76. overtime will include payment for reasonable travelling time to and from work where the
overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other
periods of travel, including official travel for business purposes.
minimum overpayment payments
77. for the purposes of the overtime provisions:
a.
subject to clauses 77b and 77c, where an eligible employee works less than one
hour of overtime a minimum payment of one hour will be made. after the first hour,
if less than a whole hour is worked, payment will be calculated at the nearest hour;
b.
a minimum payment of four (4) hours will apply when the employee is required to
return to work after leaving their place of work;
c. |
| NEMA non-SES Employment Determination 2022.txt | 832 | overtime | the overtime rate outlined at clause 73.
b.
the irregular or intermittent penalty rate outlined at clause 94.
75. the emergency duty provisions outlined in this determination will not apply to shift worker
employees whose work for the day is varied by alteration of the commencement of the schedules
shift to meet an emergency.
76. overtime will include payment for reasonable travelling time to and from work where the
overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other
periods of travel, including official travel for business purposes.
minimum overpayment payments
77. for the purposes of the overtime provisions:
a.
subject to clauses 77b and 77c, where an eligible employee works less than one
hour of overtime a minimum payment of one hour will be made. after the first hour,
if less than a whole hour is worked, payment will be calculated at the nearest hour;
b.
a minimum payment of four (4) hours will apply when the employee is required to
return to work after leaving their place of work;
c.
if employees are undertaking an emergency duty or a restriction duty, then they are
entitled to the minimum payments set out in clauses 98 and 108;
|
| NEMA non-SES Employment Determination 2022.txt | 841 | travel | 76. overtime will include payment for reasonable travelling time to and from work where the
overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other
periods of travel, including official travel for business purposes.
minimum overpayment payments
77. for the purposes of the overtime provisions:
a.
subject to clauses 77b and 77c, where an eligible employee works less than one
hour of overtime a minimum payment of one hour will be made. after the first hour,
if less than a whole hour is worked, payment will be calculated at the nearest hour;
b.
a minimum payment of four (4) hours will apply when the employee is required to
return to work after leaving their place of work;
c.
if employees are undertaking an emergency duty or a restriction duty, then they are
entitled to the minimum payments set out in clauses 98 and 108;
d.
where more than one attendance is involved, the minimum overtime payment
provision will not operate to increase an employee’s overtime remuneration beyond
the amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance; and
e. |
| NEMA non-SES Employment Determination 2022.txt | 841 | overtime | 76. overtime will include payment for reasonable travelling time to and from work where the
overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other
periods of travel, including official travel for business purposes.
minimum overpayment payments
77. for the purposes of the overtime provisions:
a.
subject to clauses 77b and 77c, where an eligible employee works less than one
hour of overtime a minimum payment of one hour will be made. after the first hour,
if less than a whole hour is worked, payment will be calculated at the nearest hour;
b.
a minimum payment of four (4) hours will apply when the employee is required to
return to work after leaving their place of work;
c.
if employees are undertaking an emergency duty or a restriction duty, then they are
entitled to the minimum payments set out in clauses 98 and 108;
d.
where more than one attendance is involved, the minimum overtime payment
provision will not operate to increase an employee’s overtime remuneration beyond
the amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance; and
e. |
| NEMA non-SES Employment Determination 2022.txt | 842 | overtime | overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other
periods of travel, including official travel for business purposes.
minimum overpayment payments
77. for the purposes of the overtime provisions:
a.
subject to clauses 77b and 77c, where an eligible employee works less than one
hour of overtime a minimum payment of one hour will be made. after the first hour,
if less than a whole hour is worked, payment will be calculated at the nearest hour;
b.
a minimum payment of four (4) hours will apply when the employee is required to
return to work after leaving their place of work;
c.
if employees are undertaking an emergency duty or a restriction duty, then they are
entitled to the minimum payments set out in clauses 98 and 108;
d.
where more than one attendance is involved, the minimum overtime payment
provision will not operate to increase an employee’s overtime remuneration beyond
the amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance; and
e.
|
| NEMA non-SES Employment Determination 2022.txt | 843 | travel | periods of travel, including official travel for business purposes.
minimum overpayment payments
77. for the purposes of the overtime provisions:
a.
subject to clauses 77b and 77c, where an eligible employee works less than one
hour of overtime a minimum payment of one hour will be made. after the first hour,
if less than a whole hour is worked, payment will be calculated at the nearest hour;
b.
a minimum payment of four (4) hours will apply when the employee is required to
return to work after leaving their place of work;
c.
if employees are undertaking an emergency duty or a restriction duty, then they are
entitled to the minimum payments set out in clauses 98 and 108;
d.
where more than one attendance is involved, the minimum overtime payment
provision will not operate to increase an employee’s overtime remuneration beyond
the amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance; and
e.
where an overtime attendance, not continuous with ordinary hours of work, involves |
| NEMA non-SES Employment Determination 2022.txt | 845 | overtime | 77. for the purposes of the overtime provisions:
a.
subject to clauses 77b and 77c, where an eligible employee works less than one
hour of overtime a minimum payment of one hour will be made. after the first hour,
if less than a whole hour is worked, payment will be calculated at the nearest hour;
b.
a minimum payment of four (4) hours will apply when the employee is required to
return to work after leaving their place of work;
c.
if employees are undertaking an emergency duty or a restriction duty, then they are
entitled to the minimum payments set out in clauses 98 and 108;
d.
where more than one attendance is involved, the minimum overtime payment
provision will not operate to increase an employee’s overtime remuneration beyond
the amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance; and
e.
where an overtime attendance, not continuous with ordinary hours of work, involves
duty both before and after midnight, the minimum payment provisions of this
subclause will be satisfied when the total payment for the whole of the attendance |
| NEMA non-SES Employment Determination 2022.txt | 849 | overtime | hour of overtime a minimum payment of one hour will be made. after the first hour,
if less than a whole hour is worked, payment will be calculated at the nearest hour;
b.
a minimum payment of four (4) hours will apply when the employee is required to
return to work after leaving their place of work;
c.
if employees are undertaking an emergency duty or a restriction duty, then they are
entitled to the minimum payments set out in clauses 98 and 108;
d.
where more than one attendance is involved, the minimum overtime payment
provision will not operate to increase an employee’s overtime remuneration beyond
the amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance; and
e.
where an overtime attendance, not continuous with ordinary hours of work, involves
duty both before and after midnight, the minimum payment provisions of this
subclause will be satisfied when the total payment for the whole of the attendance
equals or exceeds the minimum payment applicable to one day. where a higher
11
overtime rate applies on one of the days, the minimum payment will be calculated |
| NEMA non-SES Employment Determination 2022.txt | 864 | overtime | where more than one attendance is involved, the minimum overtime payment
provision will not operate to increase an employee’s overtime remuneration beyond
the amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance; and
e.
where an overtime attendance, not continuous with ordinary hours of work, involves
duty both before and after midnight, the minimum payment provisions of this
subclause will be satisfied when the total payment for the whole of the attendance
equals or exceeds the minimum payment applicable to one day. where a higher
11
overtime rate applies on one of the days, the minimum payment will be calculated
at the higher rate.
absence from duty instead of overtime
78. an employee may also reach an agreement with the agency head to be granted time off-in lieu
instead of receiving an overtime payment.
79. where time off in lieu of a payment has been agreed, and the employee has not been granted
that time off within four weeks, or another agreed period, due to operational requirements,
payment of the original entitlement will be made.
80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary
hours of work for the week, the employee will, wherever practicable, be granted a day off during
the following week. where this occurs, an employee who is eligible for the payment of overtime
will be paid an additional one day’s pay in lieu of overtime.
executive level employees: time off in lieu (toil), flexible hours and overtime
81. executive level employees are able to work flexible hours. this means that variations in
attendance times and short-term absences including full days may be agreed in advance with
the agency head. |
| NEMA non-SES Employment Determination 2022.txt | 865 | overtime | provision will not operate to increase an employee’s overtime remuneration beyond
the amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance; and
e.
where an overtime attendance, not continuous with ordinary hours of work, involves
duty both before and after midnight, the minimum payment provisions of this
subclause will be satisfied when the total payment for the whole of the attendance
equals or exceeds the minimum payment applicable to one day. where a higher
11
overtime rate applies on one of the days, the minimum payment will be calculated
at the higher rate.
absence from duty instead of overtime
78. an employee may also reach an agreement with the agency head to be granted time off-in lieu
instead of receiving an overtime payment.
79. where time off in lieu of a payment has been agreed, and the employee has not been granted
that time off within four weeks, or another agreed period, due to operational requirements,
payment of the original entitlement will be made.
80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary
hours of work for the week, the employee will, wherever practicable, be granted a day off during
the following week. where this occurs, an employee who is eligible for the payment of overtime
will be paid an additional one day’s pay in lieu of overtime.
executive level employees: time off in lieu (toil), flexible hours and overtime
81. executive level employees are able to work flexible hours. this means that variations in
attendance times and short-term absences including full days may be agreed in advance with
the agency head.
82. to ensure that unreasonable hours are not being worked, the agency head should have regular |
| NEMA non-SES Employment Determination 2022.txt | 872 | overtime | where an overtime attendance, not continuous with ordinary hours of work, involves
duty both before and after midnight, the minimum payment provisions of this
subclause will be satisfied when the total payment for the whole of the attendance
equals or exceeds the minimum payment applicable to one day. where a higher
11
overtime rate applies on one of the days, the minimum payment will be calculated
at the higher rate.
absence from duty instead of overtime
78. an employee may also reach an agreement with the agency head to be granted time off-in lieu
instead of receiving an overtime payment.
79. where time off in lieu of a payment has been agreed, and the employee has not been granted
that time off within four weeks, or another agreed period, due to operational requirements,
payment of the original entitlement will be made.
80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary
hours of work for the week, the employee will, wherever practicable, be granted a day off during
the following week. where this occurs, an employee who is eligible for the payment of overtime
will be paid an additional one day’s pay in lieu of overtime.
executive level employees: time off in lieu (toil), flexible hours and overtime
81. executive level employees are able to work flexible hours. this means that variations in
attendance times and short-term absences including full days may be agreed in advance with
the agency head.
82. to ensure that unreasonable hours are not being worked, the agency head should have regular
discussions with executive level employees about workload requirements, working hours and
work/life balance.
83. where an executive level employee undertakes significant additional productive effort which
involves working in excess of ordinary hours (which includes working in the office, from home
or travel), the agency head and employee may agree arrangements for fair and reasonable time
off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable
after the additional hours are worked, subject to operational requirements. executive level |
| NEMA non-SES Employment Determination 2022.txt | 878 | overtime | overtime rate applies on one of the days, the minimum payment will be calculated
at the higher rate.
absence from duty instead of overtime
78. an employee may also reach an agreement with the agency head to be granted time off-in lieu
instead of receiving an overtime payment.
79. where time off in lieu of a payment has been agreed, and the employee has not been granted
that time off within four weeks, or another agreed period, due to operational requirements,
payment of the original entitlement will be made.
80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary
hours of work for the week, the employee will, wherever practicable, be granted a day off during
the following week. where this occurs, an employee who is eligible for the payment of overtime
will be paid an additional one day’s pay in lieu of overtime.
executive level employees: time off in lieu (toil), flexible hours and overtime
81. executive level employees are able to work flexible hours. this means that variations in
attendance times and short-term absences including full days may be agreed in advance with
the agency head.
82. to ensure that unreasonable hours are not being worked, the agency head should have regular
discussions with executive level employees about workload requirements, working hours and
work/life balance.
83. where an executive level employee undertakes significant additional productive effort which
involves working in excess of ordinary hours (which includes working in the office, from home
or travel), the agency head and employee may agree arrangements for fair and reasonable time
off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable
after the additional hours are worked, subject to operational requirements. executive level
employees are not eligible for overtime payments except in exceptional circumstances as
determined by the agency head.
84. as a general rule, time off in lieu should be discussed between a manager and executive level
employee where an employee is required to sustain a working pattern of greater than 8.5 hours
during the normal working week, or works on a weekend, public holiday or closedown, at the
request of the manager. |
| NEMA non-SES Employment Determination 2022.txt | 880 | overtime | absence from duty instead of overtime
78. an employee may also reach an agreement with the agency head to be granted time off-in lieu
instead of receiving an overtime payment.
79. where time off in lieu of a payment has been agreed, and the employee has not been granted
that time off within four weeks, or another agreed period, due to operational requirements,
payment of the original entitlement will be made.
80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary
hours of work for the week, the employee will, wherever practicable, be granted a day off during
the following week. where this occurs, an employee who is eligible for the payment of overtime
will be paid an additional one day’s pay in lieu of overtime.
executive level employees: time off in lieu (toil), flexible hours and overtime
81. executive level employees are able to work flexible hours. this means that variations in
attendance times and short-term absences including full days may be agreed in advance with
the agency head.
82. to ensure that unreasonable hours are not being worked, the agency head should have regular
discussions with executive level employees about workload requirements, working hours and
work/life balance.
83. where an executive level employee undertakes significant additional productive effort which
involves working in excess of ordinary hours (which includes working in the office, from home
or travel), the agency head and employee may agree arrangements for fair and reasonable time
off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable
after the additional hours are worked, subject to operational requirements. executive level
employees are not eligible for overtime payments except in exceptional circumstances as
determined by the agency head.
84. as a general rule, time off in lieu should be discussed between a manager and executive level
employee where an employee is required to sustain a working pattern of greater than 8.5 hours
during the normal working week, or works on a weekend, public holiday or closedown, at the
request of the manager.
part-time employment and job sharing
85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time |
| NEMA non-SES Employment Determination 2022.txt | 882 | overtime | instead of receiving an overtime payment.
79. where time off in lieu of a payment has been agreed, and the employee has not been granted
that time off within four weeks, or another agreed period, due to operational requirements,
payment of the original entitlement will be made.
80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary
hours of work for the week, the employee will, wherever practicable, be granted a day off during
the following week. where this occurs, an employee who is eligible for the payment of overtime
will be paid an additional one day’s pay in lieu of overtime.
executive level employees: time off in lieu (toil), flexible hours and overtime
81. executive level employees are able to work flexible hours. this means that variations in
attendance times and short-term absences including full days may be agreed in advance with
the agency head.
82. to ensure that unreasonable hours are not being worked, the agency head should have regular
discussions with executive level employees about workload requirements, working hours and
work/life balance.
83. where an executive level employee undertakes significant additional productive effort which
involves working in excess of ordinary hours (which includes working in the office, from home
or travel), the agency head and employee may agree arrangements for fair and reasonable time
off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable
after the additional hours are worked, subject to operational requirements. executive level
employees are not eligible for overtime payments except in exceptional circumstances as
determined by the agency head.
84. as a general rule, time off in lieu should be discussed between a manager and executive level
employee where an employee is required to sustain a working pattern of greater than 8.5 hours
during the normal working week, or works on a weekend, public holiday or closedown, at the
request of the manager.
part-time employment and job sharing
85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time
employee's ordinary hours of work. employees who job share will be classed as part-time. all
part-time and job share working arrangements will be subject to agreement by the employee(s) |
| NEMA non-SES Employment Determination 2022.txt | 888 | overtime | the following week. where this occurs, an employee who is eligible for the payment of overtime
will be paid an additional one day’s pay in lieu of overtime.
executive level employees: time off in lieu (toil), flexible hours and overtime
81. executive level employees are able to work flexible hours. this means that variations in
attendance times and short-term absences including full days may be agreed in advance with
the agency head.
82. to ensure that unreasonable hours are not being worked, the agency head should have regular
discussions with executive level employees about workload requirements, working hours and
work/life balance.
83. where an executive level employee undertakes significant additional productive effort which
involves working in excess of ordinary hours (which includes working in the office, from home
or travel), the agency head and employee may agree arrangements for fair and reasonable time
off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable
after the additional hours are worked, subject to operational requirements. executive level
employees are not eligible for overtime payments except in exceptional circumstances as
determined by the agency head.
84. as a general rule, time off in lieu should be discussed between a manager and executive level
employee where an employee is required to sustain a working pattern of greater than 8.5 hours
during the normal working week, or works on a weekend, public holiday or closedown, at the
request of the manager.
part-time employment and job sharing
85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time
employee's ordinary hours of work. employees who job share will be classed as part-time. all
part-time and job share working arrangements will be subject to agreement by the employee(s)
and the agency head. a formal review to determine the suitability of continuing the part-time
arrangement will be conducted on an annual basis between the employee and the agency head.
86. remuneration and other employment conditions are calculated on a pro-rata basis for part-time
employees. for reimbursable allowances/expenses, part-time employees receive the same
amount as full-time employees.
87. all requests for part-time and job share arrangements will be considered on a case-by-case basis |
| NEMA non-SES Employment Determination 2022.txt | 889 | overtime | will be paid an additional one day’s pay in lieu of overtime.
executive level employees: time off in lieu (toil), flexible hours and overtime
81. executive level employees are able to work flexible hours. this means that variations in
attendance times and short-term absences including full days may be agreed in advance with
the agency head.
82. to ensure that unreasonable hours are not being worked, the agency head should have regular
discussions with executive level employees about workload requirements, working hours and
work/life balance.
83. where an executive level employee undertakes significant additional productive effort which
involves working in excess of ordinary hours (which includes working in the office, from home
or travel), the agency head and employee may agree arrangements for fair and reasonable time
off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable
after the additional hours are worked, subject to operational requirements. executive level
employees are not eligible for overtime payments except in exceptional circumstances as
determined by the agency head.
84. as a general rule, time off in lieu should be discussed between a manager and executive level
employee where an employee is required to sustain a working pattern of greater than 8.5 hours
during the normal working week, or works on a weekend, public holiday or closedown, at the
request of the manager.
part-time employment and job sharing
85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time
employee's ordinary hours of work. employees who job share will be classed as part-time. all
part-time and job share working arrangements will be subject to agreement by the employee(s)
and the agency head. a formal review to determine the suitability of continuing the part-time
arrangement will be conducted on an annual basis between the employee and the agency head.
86. remuneration and other employment conditions are calculated on a pro-rata basis for part-time
employees. for reimbursable allowances/expenses, part-time employees receive the same
amount as full-time employees.
87. all requests for part-time and job share arrangements will be considered on a case-by-case basis
and in light of operational requirements. |
| NEMA non-SES Employment Determination 2022.txt | 890 | overtime | executive level employees: time off in lieu (toil), flexible hours and overtime
81. executive level employees are able to work flexible hours. this means that variations in
attendance times and short-term absences including full days may be agreed in advance with
the agency head.
82. to ensure that unreasonable hours are not being worked, the agency head should have regular
discussions with executive level employees about workload requirements, working hours and
work/life balance.
83. where an executive level employee undertakes significant additional productive effort which
involves working in excess of ordinary hours (which includes working in the office, from home
or travel), the agency head and employee may agree arrangements for fair and reasonable time
off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable
after the additional hours are worked, subject to operational requirements. executive level
employees are not eligible for overtime payments except in exceptional circumstances as
determined by the agency head.
84. as a general rule, time off in lieu should be discussed between a manager and executive level
employee where an employee is required to sustain a working pattern of greater than 8.5 hours
during the normal working week, or works on a weekend, public holiday or closedown, at the
request of the manager.
part-time employment and job sharing
85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time
employee's ordinary hours of work. employees who job share will be classed as part-time. all
part-time and job share working arrangements will be subject to agreement by the employee(s)
and the agency head. a formal review to determine the suitability of continuing the part-time
arrangement will be conducted on an annual basis between the employee and the agency head.
86. remuneration and other employment conditions are calculated on a pro-rata basis for part-time
employees. for reimbursable allowances/expenses, part-time employees receive the same
amount as full-time employees.
87. all requests for part-time and job share arrangements will be considered on a case-by-case basis
and in light of operational requirements.
|
| NEMA non-SES Employment Determination 2022.txt | 899 | travel | or travel), the agency head and employee may agree arrangements for fair and reasonable time
off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable
after the additional hours are worked, subject to operational requirements. executive level
employees are not eligible for overtime payments except in exceptional circumstances as
determined by the agency head.
84. as a general rule, time off in lieu should be discussed between a manager and executive level
employee where an employee is required to sustain a working pattern of greater than 8.5 hours
during the normal working week, or works on a weekend, public holiday or closedown, at the
request of the manager.
part-time employment and job sharing
85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time
employee's ordinary hours of work. employees who job share will be classed as part-time. all
part-time and job share working arrangements will be subject to agreement by the employee(s)
and the agency head. a formal review to determine the suitability of continuing the part-time
arrangement will be conducted on an annual basis between the employee and the agency head.
86. remuneration and other employment conditions are calculated on a pro-rata basis for part-time
employees. for reimbursable allowances/expenses, part-time employees receive the same
amount as full-time employees.
87. all requests for part-time and job share arrangements will be considered on a case-by-case basis
and in light of operational requirements.
12
88. a part-time employee will normally be required to work at least three hours on their nominated
workdays, unless an alternative period is agreed between the agency head and the employee,
and will be continuous on any day.
89. before part-time duty commences, the agency head will issue a notice in writing to the employee
which will specify:
a.
|
| NEMA non-SES Employment Determination 2022.txt | 902 | overtime | employees are not eligible for overtime payments except in exceptional circumstances as
determined by the agency head.
84. as a general rule, time off in lieu should be discussed between a manager and executive level
employee where an employee is required to sustain a working pattern of greater than 8.5 hours
during the normal working week, or works on a weekend, public holiday or closedown, at the
request of the manager.
part-time employment and job sharing
85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time
employee's ordinary hours of work. employees who job share will be classed as part-time. all
part-time and job share working arrangements will be subject to agreement by the employee(s)
and the agency head. a formal review to determine the suitability of continuing the part-time
arrangement will be conducted on an annual basis between the employee and the agency head.
86. remuneration and other employment conditions are calculated on a pro-rata basis for part-time
employees. for reimbursable allowances/expenses, part-time employees receive the same
amount as full-time employees.
87. all requests for part-time and job share arrangements will be considered on a case-by-case basis
and in light of operational requirements.
12
88. a part-time employee will normally be required to work at least three hours on their nominated
workdays, unless an alternative period is agreed between the agency head and the employee,
and will be continuous on any day.
89. before part-time duty commences, the agency head will issue a notice in writing to the employee
which will specify:
a.
the prescribed weekly hours of duty; and
b. |
| NEMA non-SES Employment Determination 2022.txt | 935 | bandwidth | friday, within the bandwidth.
90. any variations to the arrangements will be agreed in writing.
91. a part-time employee will revert to full-time employment at the end of the agreed period, unless
the employee renews the part-time arrangement with the approval of the agency head.
92. a part-time employee may revert to full-time at any time if the agency head agrees and fulltime work is available.
penalty rates for shift workers
93. shift penalty payments will not be taken into account when calculating overtime or in calculating
any allowance based on salary. additionally, in the calculation of penalty rates, an employee's
ordinary salary will be considered to include any higher duties allowances for the shift.
94. a shift worker will be entitled to be paid the following penalty rates for all ordinary hours worked
by the shift worker during the below periods:
ordinary hours worked
penalty rate
irregular or
intermittent
penalty payment
see clause 46
ordinary hourly rate
(100%)
ordinary hourly rate
plus
irregular
or
intermittent loading |
| NEMA non-SES Employment Determination 2022.txt | 942 | overtime | 93. shift penalty payments will not be taken into account when calculating overtime or in calculating
any allowance based on salary. additionally, in the calculation of penalty rates, an employee's
ordinary salary will be considered to include any higher duties allowances for the shift.
94. a shift worker will be entitled to be paid the following penalty rates for all ordinary hours worked
by the shift worker during the below periods:
ordinary hours worked
penalty rate
irregular or
intermittent
penalty payment
see clause 46
ordinary hourly rate
(100%)
ordinary hourly rate
plus
irregular
or
intermittent loading
(120%)
night
where any part of
the shift falls
between 6:00 pm |
| NEMA non-SES Employment Determination 2022.txt | 1054 | travel | necessarily spent in travelling to and from duty. the minimum payment will be two hours at
double time.
99. clause 98 does not apply to shift workers whose duty for the day is varied by alteration of the
commencement of the scheduled shift to meet an emergency.
restriction duty
100. an employee may be directed to be contactable and to be available to perform extra duty
outside of the employee's ordinary hours of work, subject to payment under this clause.
101. payment will be subject to the following conditions:
a.
except with the approval of the agency head, an el level employee will not be
eligible to receive payment;
b.
the restriction situation will be imposed by the prior written direction of the agency
head or will be subsequently approved in writing by the agency head where the
circumstances did not permit prior direction; and
c.
the provisions regarding emergency duty will not apply where an employee is
recalled to duty while restricted.
14
102. subject to the requirements in clause 101 being met, an employee who is required to remain
contactable and available to perform extra duty outside an employee's ordinary hours of duty
must be paid an allowance at the following rates:
a.
|
| NEMA non-SES Employment Determination 2022.txt | 1107 | overtime | to be recalled to work, overtime payment will be made, subject to a one hour minimum
payment.
108. where an employee who has been restricted outside the employee’s ordinary hours of work is
recalled to duty at a place of work, payment in accordance with the relevant overtime
provisions will be made subject to a three hour minimum payment.
109. notwithstanding these provisions, where an employee is placed in a restriction situation
outside of the employee’s ordinary hours of duty, the employee may be paid at an alternative
rate having regard to the circumstances of the restriction situation.
15
section 5 – leave
transfer of accrued leave (portability)
110. if an employee joins the agency (including on promotion or for an agreed period) from an
employer staffed under the public service act 1999, the parliamentary service act 1999 or
from the act government service, accrued annual leave and personal/carer’s leave credits
will be transferred, based on hours and minutes, provided there is no break in continuity of
service greater than 30 calendar days. this clause also applies to employees transferred to
the agency as a result of a machinery of government change.
111. any recognised leave excludes any accrued leave paid out on separation from the previous
employer.
112. use of these accrued leave credits and future entitlements is in accordance with this
determination.
leave at half pay
113. when a paid leave entitlement is accessed at half pay (as applicable), half the amount of leave
actually taken at half pay will be deducted from the employee’s leave balance.
annual leave
114. a full-time employee is entitled to four weeks' paid annual leave for each year of service.
annual leave:
• |
| NEMA non-SES Employment Determination 2022.txt | 1110 | overtime | recalled to duty at a place of work, payment in accordance with the relevant overtime
provisions will be made subject to a three hour minimum payment.
109. notwithstanding these provisions, where an employee is placed in a restriction situation
outside of the employee’s ordinary hours of duty, the employee may be paid at an alternative
rate having regard to the circumstances of the restriction situation.
15
section 5 – leave
transfer of accrued leave (portability)
110. if an employee joins the agency (including on promotion or for an agreed period) from an
employer staffed under the public service act 1999, the parliamentary service act 1999 or
from the act government service, accrued annual leave and personal/carer’s leave credits
will be transferred, based on hours and minutes, provided there is no break in continuity of
service greater than 30 calendar days. this clause also applies to employees transferred to
the agency as a result of a machinery of government change.
111. any recognised leave excludes any accrued leave paid out on separation from the previous
employer.
112. use of these accrued leave credits and future entitlements is in accordance with this
determination.
leave at half pay
113. when a paid leave entitlement is accessed at half pay (as applicable), half the amount of leave
actually taken at half pay will be deducted from the employee’s leave balance.
annual leave
114. a full-time employee is entitled to four weeks' paid annual leave for each year of service.
annual leave:
•
accrues daily;
|
| NEMA non-SES Employment Determination 2022.txt | 1150 | overtime | rostered overtime shift of three (3) hours or more which commences or ceases on a sunday
will count in the calculation.
116. part-time shift workers are also entitled to an additional half a day paid annual leave where
the employee has a shift pattern involving the regular performance of rostered duty on
sundays and public holidays and involving not less than five shifts per week or an average of
not less than the number of shifts per week of an equivalent full-time employee.
117. an employee may, with approval from the agency head (delegate), take some or all of their
annual leave at half pay.
payment of accrued leave
118. an employee on annual leave will, for the period of the annual leave, be paid at the employee's
ordinary hourly rate.
119. a shift worker on approved annual leave will, for the period of the annual leave, receive shift
penalty payments in relation to any shifts the employee would have worked if the employee
was not on approved annual leave.
16
120. where employment ceases, the employee will be entitled to payment in lieu of accrued annual
leave. payment in lieu will be calculated using the employee’s final rate of salary, including
allowances that would have been included during annual leave.
121. where an employee dies, or the agency head has directed that an employee will be presumed
to have died on a particular date, payment may be made to the dependants or partner or the
legal personal representative of the former employee of an amount that would have been paid
if the employee had otherwise ceased employment.
purchased leave
122. employees may apply to purchase up to eight (8) weeks’ (40 days) additional leave within a
12 month period.
christmas closedown
123. the agency ceases normal operations from the close of business on the last working day
before christmas day, recommencing on the first working day after new year’s day. |
| NEMA non-SES Employment Determination 2022.txt | 1184 | overtime | day and new year’s day will receive payment at the applicable overtime rate for all hours
worked on that day. an executive level employee will receive an equivalent period of time off
in lieu.
126. where, in a cycle of shifts on a regular roster, a shift worker is required to perform rostered
work on each of the days of the week, that employee will, in respect of a holiday which occurs
on a day on which the employee is rostered off work, be granted, if practicable, within one
month after the holiday, a day’s leave in lieu of that holiday.
volunteer leave
127. employees may access paid volunteer leave. the agency's policy on volunteer leave provides
further details. additional matters regarding volunteer leave are set out in clause 154.
public holidays
128. where an employee does not work on a day or part-day identified as a public holiday under
section 115 of the fair work act 2009 they will be entitled to their base rate of pay for the
hours they would have ordinarily worked.
129. an employee’s base location for work purposes is the employee’s normal work location. where
an employee has been required to work from a different location, the new location will be the
employee’s base location for work purposes.
130. if under a state or territory law, a day or part day is substituted for one (1) of the public
holidays referred to in clause 128, then the substituted day or part day is the public holiday.
131. an employee and the agency head may agree to substitute any public holiday referred to in
clause 128 for a cultural or religious day of significance to the employee.
132. where an employee works both christmas day and a substituted holiday, one day will attract
payment at the public holiday rate and the other day will be paid at the non-holiday saturday
or sunday rate as appropriate.
17
133. an employee may refuse, on reasonable grounds, a request to work on a public holiday.
134. where an employee is on paid personal/carer’s leave or annual leave at full or half pay on
both sides of the public holiday, payment for the public holiday will be made at the employee’s
full rate of pay. |
| NEMA non-SES Employment Determination 2022.txt | 1214 | long service leave | 135. where a public holiday falls during a period when an employee is absent on long service leave
or parental leave there is no entitlement to receive payment as a public holiday. payment for
that day will be in accordance with the entitlement for that form of leave (e.g. if on long
service leave at half pay, payment is on half pay).
136. where an employee works on a public holiday or substituted public holiday the minimum
payment payable is four hours.
long service leave
137. employees are entitled to long service leave in accordance with the long service leave
(commonwealth employees) act 1976. the agency head will consider applications for long
service leave in light of operational requirements. the agency head may approve for an
employee to access a period of long service leave at half pay.
138. the minimum period of absence for which long service leave will be granted is seven (7)
calendar days at full pay or 14 calendar days at half pay. long service leave may not be
broken by other forms of leave unless otherwise required by legislation.
personal/carer's leave
139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for
each year of service with the agency.
140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees.
141. an employee is entitled to take personal/carer’s leave where the employee is:
•
ill or injured; or
•
required to provide care or support for members of the employee’s family or
household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period |
| NEMA non-SES Employment Determination 2022.txt | 1215 | parental leave | or parental leave there is no entitlement to receive payment as a public holiday. payment for
that day will be in accordance with the entitlement for that form of leave (e.g. if on long
service leave at half pay, payment is on half pay).
136. where an employee works on a public holiday or substituted public holiday the minimum
payment payable is four hours.
long service leave
137. employees are entitled to long service leave in accordance with the long service leave
(commonwealth employees) act 1976. the agency head will consider applications for long
service leave in light of operational requirements. the agency head may approve for an
employee to access a period of long service leave at half pay.
138. the minimum period of absence for which long service leave will be granted is seven (7)
calendar days at full pay or 14 calendar days at half pay. long service leave may not be
broken by other forms of leave unless otherwise required by legislation.
personal/carer's leave
139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for
each year of service with the agency.
140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees.
141. an employee is entitled to take personal/carer’s leave where the employee is:
•
ill or injured; or
•
required to provide care or support for members of the employee’s family or
household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period
or cumulative periods of leave without pay that does not count as service exceeds 30 days |
| NEMA non-SES Employment Determination 2022.txt | 1220 | long service leave | long service leave
137. employees are entitled to long service leave in accordance with the long service leave
(commonwealth employees) act 1976. the agency head will consider applications for long
service leave in light of operational requirements. the agency head may approve for an
employee to access a period of long service leave at half pay.
138. the minimum period of absence for which long service leave will be granted is seven (7)
calendar days at full pay or 14 calendar days at half pay. long service leave may not be
broken by other forms of leave unless otherwise required by legislation.
personal/carer's leave
139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for
each year of service with the agency.
140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees.
141. an employee is entitled to take personal/carer’s leave where the employee is:
•
ill or injured; or
•
required to provide care or support for members of the employee’s family or
household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period
or cumulative periods of leave without pay that does not count as service exceeds 30 days
within a 12 month period.
143. an employee will provide a medical certificate or, where it is not practical to provide a medical
certificate, a statutory declaration or other supporting evidence acceptable to the agency head
in the following circumstances:
• |
| NEMA non-SES Employment Determination 2022.txt | 1221 | long service leave | 137. employees are entitled to long service leave in accordance with the long service leave
(commonwealth employees) act 1976. the agency head will consider applications for long
service leave in light of operational requirements. the agency head may approve for an
employee to access a period of long service leave at half pay.
138. the minimum period of absence for which long service leave will be granted is seven (7)
calendar days at full pay or 14 calendar days at half pay. long service leave may not be
broken by other forms of leave unless otherwise required by legislation.
personal/carer's leave
139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for
each year of service with the agency.
140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees.
141. an employee is entitled to take personal/carer’s leave where the employee is:
•
ill or injured; or
•
required to provide care or support for members of the employee’s family or
household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period
or cumulative periods of leave without pay that does not count as service exceeds 30 days
within a 12 month period.
143. an employee will provide a medical certificate or, where it is not practical to provide a medical
certificate, a statutory declaration or other supporting evidence acceptable to the agency head
in the following circumstances:
•
|
| NEMA non-SES Employment Determination 2022.txt | 1224 | long service leave | employee to access a period of long service leave at half pay.
138. the minimum period of absence for which long service leave will be granted is seven (7)
calendar days at full pay or 14 calendar days at half pay. long service leave may not be
broken by other forms of leave unless otherwise required by legislation.
personal/carer's leave
139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for
each year of service with the agency.
140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees.
141. an employee is entitled to take personal/carer’s leave where the employee is:
•
ill or injured; or
•
required to provide care or support for members of the employee’s family or
household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period
or cumulative periods of leave without pay that does not count as service exceeds 30 days
within a 12 month period.
143. an employee will provide a medical certificate or, where it is not practical to provide a medical
certificate, a statutory declaration or other supporting evidence acceptable to the agency head
in the following circumstances:
•
where the employee is or will be absent on personal/carer’s leave for three (3) or
more consecutive working days, unless the agency head informs the employee
that such evidence will not be required; |
| NEMA non-SES Employment Determination 2022.txt | 1225 | long service leave | 138. the minimum period of absence for which long service leave will be granted is seven (7)
calendar days at full pay or 14 calendar days at half pay. long service leave may not be
broken by other forms of leave unless otherwise required by legislation.
personal/carer's leave
139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for
each year of service with the agency.
140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees.
141. an employee is entitled to take personal/carer’s leave where the employee is:
•
ill or injured; or
•
required to provide care or support for members of the employee’s family or
household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period
or cumulative periods of leave without pay that does not count as service exceeds 30 days
within a 12 month period.
143. an employee will provide a medical certificate or, where it is not practical to provide a medical
certificate, a statutory declaration or other supporting evidence acceptable to the agency head
in the following circumstances:
•
where the employee is or will be absent on personal/carer’s leave for three (3) or
more consecutive working days, unless the agency head informs the employee
that such evidence will not be required;
|
| NEMA non-SES Employment Determination 2022.txt | 1226 | long service leave | calendar days at full pay or 14 calendar days at half pay. long service leave may not be
broken by other forms of leave unless otherwise required by legislation.
personal/carer's leave
139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for
each year of service with the agency.
140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees.
141. an employee is entitled to take personal/carer’s leave where the employee is:
•
ill or injured; or
•
required to provide care or support for members of the employee’s family or
household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period
or cumulative periods of leave without pay that does not count as service exceeds 30 days
within a 12 month period.
143. an employee will provide a medical certificate or, where it is not practical to provide a medical
certificate, a statutory declaration or other supporting evidence acceptable to the agency head
in the following circumstances:
•
where the employee is or will be absent on personal/carer’s leave for three (3) or
more consecutive working days, unless the agency head informs the employee
that such evidence will not be required;
• |
| NEMA non-SES Employment Determination 2022.txt | 1309 | long service leave | except for the purpose of long service leave accruals, a period or cumulative
periods of miscellaneous leave without pay which exceed 30 days within a 12
month period will not count as service for any purpose unless required by
legislation; and
•
any periods of miscellaneous leave without pay will count (or not count) as service
for the purposes of long service leave accruals in accordance with the long
service leave (commonwealth employees) act 1976.
19
152. applications for miscellaneous leave are considered subject to the operational requirements
of the agency and on a case by case basis. appropriate supporting evidence, relevant to the
request, is to be provided with the application.
153. unless the agency head determines otherwise, miscellaneous leave without pay will not be
granted until all forms of appropriate paid leave are exhausted.
154. the agency head may grant an employee one day of miscellaneous leave with pay and a
reasonable amount of leave without pay to undertake volunteer or community service work.
community service leave
155. an employee who engages in eligible community service activity is entitled to a period of leave
in accordance with sections 108 and 109 of the fair work act 2009.
156. community service leave may be approved for community service personnel for emergency
services duties and encompasses leave for regular training, all emergency services responses,
reasonable recovery time and ceremonial duties.
157. an employee (except casual employees) will be reimbursed reasonable expenses incurred by
the employee in excess of the nes entitlement while attending court to serve as a juror.
defence reserve leave
158. the agency head may grant an employee leave, with or without pay, to enable the employee
to fulfil australian defence force (adf), reserve and continuous full-time service (cfts) or |
| NEMA non-SES Employment Determination 2022.txt | 1317 | long service leave | for the purposes of long service leave accruals in accordance with the long
service leave (commonwealth employees) act 1976.
19
152. applications for miscellaneous leave are considered subject to the operational requirements
of the agency and on a case by case basis. appropriate supporting evidence, relevant to the
request, is to be provided with the application.
153. unless the agency head determines otherwise, miscellaneous leave without pay will not be
granted until all forms of appropriate paid leave are exhausted.
154. the agency head may grant an employee one day of miscellaneous leave with pay and a
reasonable amount of leave without pay to undertake volunteer or community service work.
community service leave
155. an employee who engages in eligible community service activity is entitled to a period of leave
in accordance with sections 108 and 109 of the fair work act 2009.
156. community service leave may be approved for community service personnel for emergency
services duties and encompasses leave for regular training, all emergency services responses,
reasonable recovery time and ceremonial duties.
157. an employee (except casual employees) will be reimbursed reasonable expenses incurred by
the employee in excess of the nes entitlement while attending court to serve as a juror.
defence reserve leave
158. the agency head may grant an employee leave, with or without pay, to enable the employee
to fulfil australian defence force (adf), reserve and continuous full-time service (cfts) or
cadet force obligations.
159. an employee is entitled to adf reserve leave with pay, for up to four (4) weeks during each
financial year for the purpose of fulfilling service in the adf reserve. these purposes include
training and operational duty as required.
160. during the employee’s first year of adf reserve service, a further two (2) weeks’ paid leave
may be granted to facilitate participation in additional adf reserve training, including
induction requirements.
161. with the exception of the additional two (2) weeks in the first year of service, leave can be |
| NEMA non-SES Employment Determination 2022.txt | 1387 | parental leave | parental leave
170. an employee is entitled to an initial period of unpaid parental leave of up to 12 months from
the date of the birth or placement of a dependent child, as applicable.
171. on return from an initial period up to 12 months’ parental leave, an employee is entitled to
return to:
•
the employee’s pre-parental leave position on the same employment and
attendance basis prior to the leave; or
•
if the position no longer exists – an available position for which the employee is
qualified and suited nearest in employment status and pay to the pre-parental
leave position.
172. upon request from the employee, the agency head will agree to an extension of unpaid
parental leave for a further period of up to 12 months, immediately following the end of the
initial 12 month period.
173. an employee returning from parental leave who has care of a child who is of school age or
younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be
accommodated under any circumstances.
maternity leave
174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the
maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the
fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under
clause 175.
21
175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave |
| NEMA non-SES Employment Determination 2022.txt | 1388 | parental leave | 170. an employee is entitled to an initial period of unpaid parental leave of up to 12 months from
the date of the birth or placement of a dependent child, as applicable.
171. on return from an initial period up to 12 months’ parental leave, an employee is entitled to
return to:
•
the employee’s pre-parental leave position on the same employment and
attendance basis prior to the leave; or
•
if the position no longer exists – an available position for which the employee is
qualified and suited nearest in employment status and pay to the pre-parental
leave position.
172. upon request from the employee, the agency head will agree to an extension of unpaid
parental leave for a further period of up to 12 months, immediately following the end of the
initial 12 month period.
173. an employee returning from parental leave who has care of a child who is of school age or
younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be
accommodated under any circumstances.
maternity leave
174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the
maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the
fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under
clause 175.
21
175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave
(commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid |
| NEMA non-SES Employment Determination 2022.txt | 1390 | parental leave | 171. on return from an initial period up to 12 months’ parental leave, an employee is entitled to
return to:
•
the employee’s pre-parental leave position on the same employment and
attendance basis prior to the leave; or
•
if the position no longer exists – an available position for which the employee is
qualified and suited nearest in employment status and pay to the pre-parental
leave position.
172. upon request from the employee, the agency head will agree to an extension of unpaid
parental leave for a further period of up to 12 months, immediately following the end of the
initial 12 month period.
173. an employee returning from parental leave who has care of a child who is of school age or
younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be
accommodated under any circumstances.
maternity leave
174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the
maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the
fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under
clause 175.
21
175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave
(commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid
maternity leave under this determination. where an employee elects to have the payment for
this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a |
| NEMA non-SES Employment Determination 2022.txt | 1394 | parental leave | the employee’s pre-parental leave position on the same employment and
attendance basis prior to the leave; or
•
if the position no longer exists – an available position for which the employee is
qualified and suited nearest in employment status and pay to the pre-parental
leave position.
172. upon request from the employee, the agency head will agree to an extension of unpaid
parental leave for a further period of up to 12 months, immediately following the end of the
initial 12 month period.
173. an employee returning from parental leave who has care of a child who is of school age or
younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be
accommodated under any circumstances.
maternity leave
174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the
maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the
fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under
clause 175.
21
175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave
(commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid
maternity leave under this determination. where an employee elects to have the payment for
this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a
maximum of 14 weeks of the leave will count as service.
leave for supporting partners
176. an employee who is not the primary caregiver to a dependent child is entitled to be absent
from the workplace with pay within the first 12 months following the birth or placement of the |
| NEMA non-SES Employment Determination 2022.txt | 1404 | parental leave | parental leave for a further period of up to 12 months, immediately following the end of the
initial 12 month period.
173. an employee returning from parental leave who has care of a child who is of school age or
younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be
accommodated under any circumstances.
maternity leave
174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the
maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the
fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under
clause 175.
21
175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave
(commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid
maternity leave under this determination. where an employee elects to have the payment for
this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a
maximum of 14 weeks of the leave will count as service.
leave for supporting partners
176. an employee who is not the primary caregiver to a dependent child is entitled to be absent
from the workplace with pay within the first 12 months following the birth or placement of the
dependent child for two weeks (10 days). where an employee elects to take this leave at half
pay, only the first half of the leave will count as service.
177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional
leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow
the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes
under section 97 of the fair work act 2009. where an employee elects to take this leave at
half pay, only the first half of the leave will count as service.
178. an employee with 12 months’ continuous service in the aps, following a period of supporting
partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count
as service) from the date of the birth or placement of the dependent child, as applicable. |
| NEMA non-SES Employment Determination 2022.txt | 1406 | parental leave | 173. an employee returning from parental leave who has care of a child who is of school age or
younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be
accommodated under any circumstances.
maternity leave
174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the
maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the
fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under
clause 175.
21
175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave
(commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid
maternity leave under this determination. where an employee elects to have the payment for
this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a
maximum of 14 weeks of the leave will count as service.
leave for supporting partners
176. an employee who is not the primary caregiver to a dependent child is entitled to be absent
from the workplace with pay within the first 12 months following the birth or placement of the
dependent child for two weeks (10 days). where an employee elects to take this leave at half
pay, only the first half of the leave will count as service.
177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional
leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow
the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes
under section 97 of the fair work act 2009. where an employee elects to take this leave at
half pay, only the first half of the leave will count as service.
178. an employee with 12 months’ continuous service in the aps, following a period of supporting
partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count
as service) from the date of the birth or placement of the dependent child, as applicable.
179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176
and 177. |
| NEMA non-SES Employment Determination 2022.txt | 1407 | flexible work arrangements | younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be
accommodated under any circumstances.
maternity leave
174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the
maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the
fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under
clause 175.
21
175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave
(commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid
maternity leave under this determination. where an employee elects to have the payment for
this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a
maximum of 14 weeks of the leave will count as service.
leave for supporting partners
176. an employee who is not the primary caregiver to a dependent child is entitled to be absent
from the workplace with pay within the first 12 months following the birth or placement of the
dependent child for two weeks (10 days). where an employee elects to take this leave at half
pay, only the first half of the leave will count as service.
177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional
leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow
the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes
under section 97 of the fair work act 2009. where an employee elects to take this leave at
half pay, only the first half of the leave will count as service.
178. an employee with 12 months’ continuous service in the aps, following a period of supporting
partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count
as service) from the date of the birth or placement of the dependent child, as applicable.
179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176
and 177.
adoption leave |
| NEMA non-SES Employment Determination 2022.txt | 1409 | maternity leave | maternity leave
174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the
maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the
fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under
clause 175.
21
175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave
(commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid
maternity leave under this determination. where an employee elects to have the payment for
this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a
maximum of 14 weeks of the leave will count as service.
leave for supporting partners
176. an employee who is not the primary caregiver to a dependent child is entitled to be absent
from the workplace with pay within the first 12 months following the birth or placement of the
dependent child for two weeks (10 days). where an employee elects to take this leave at half
pay, only the first half of the leave will count as service.
177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional
leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow
the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes
under section 97 of the fair work act 2009. where an employee elects to take this leave at
half pay, only the first half of the leave will count as service.
178. an employee with 12 months’ continuous service in the aps, following a period of supporting
partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count
as service) from the date of the birth or placement of the dependent child, as applicable.
179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176
and 177.
adoption leave
180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date
of placement, is entitled to: |
| NEMA non-SES Employment Determination 2022.txt | 1410 | maternity leave | 174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the
maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the
fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under
clause 175.
21
175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave
(commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid
maternity leave under this determination. where an employee elects to have the payment for
this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a
maximum of 14 weeks of the leave will count as service.
leave for supporting partners
176. an employee who is not the primary caregiver to a dependent child is entitled to be absent
from the workplace with pay within the first 12 months following the birth or placement of the
dependent child for two weeks (10 days). where an employee elects to take this leave at half
pay, only the first half of the leave will count as service.
177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional
leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow
the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes
under section 97 of the fair work act 2009. where an employee elects to take this leave at
half pay, only the first half of the leave will count as service.
178. an employee with 12 months’ continuous service in the aps, following a period of supporting
partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count
as service) from the date of the birth or placement of the dependent child, as applicable.
179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176
and 177.
adoption leave
180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date
of placement, is entitled to:
a. |
| NEMA non-SES Employment Determination 2022.txt | 1411 | maternity leave | maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the
fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under
clause 175.
21
175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave
(commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid
maternity leave under this determination. where an employee elects to have the payment for
this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a
maximum of 14 weeks of the leave will count as service.
leave for supporting partners
176. an employee who is not the primary caregiver to a dependent child is entitled to be absent
from the workplace with pay within the first 12 months following the birth or placement of the
dependent child for two weeks (10 days). where an employee elects to take this leave at half
pay, only the first half of the leave will count as service.
177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional
leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow
the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes
under section 97 of the fair work act 2009. where an employee elects to take this leave at
half pay, only the first half of the leave will count as service.
178. an employee with 12 months’ continuous service in the aps, following a period of supporting
partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count
as service) from the date of the birth or placement of the dependent child, as applicable.
179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176
and 177.
adoption leave
180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date
of placement, is entitled to:
a.
|
| NEMA non-SES Employment Determination 2022.txt | 1416 | maternity leave | 175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave
(commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid
maternity leave under this determination. where an employee elects to have the payment for
this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a
maximum of 14 weeks of the leave will count as service.
leave for supporting partners
176. an employee who is not the primary caregiver to a dependent child is entitled to be absent
from the workplace with pay within the first 12 months following the birth or placement of the
dependent child for two weeks (10 days). where an employee elects to take this leave at half
pay, only the first half of the leave will count as service.
177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional
leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow
the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes
under section 97 of the fair work act 2009. where an employee elects to take this leave at
half pay, only the first half of the leave will count as service.
178. an employee with 12 months’ continuous service in the aps, following a period of supporting
partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count
as service) from the date of the birth or placement of the dependent child, as applicable.
179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176
and 177.
adoption leave
180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date
of placement, is entitled to:
a.
a maximum of 12 months’ unpaid leave (not to count as service) from the date of
placement of the child. the maximum period of 12 months is reduced by any period
of leave taken under clause 180b.
b. |
| NEMA non-SES Employment Determination 2022.txt | 1418 | maternity leave | maternity leave under this determination. where an employee elects to have the payment for
this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a
maximum of 14 weeks of the leave will count as service.
leave for supporting partners
176. an employee who is not the primary caregiver to a dependent child is entitled to be absent
from the workplace with pay within the first 12 months following the birth or placement of the
dependent child for two weeks (10 days). where an employee elects to take this leave at half
pay, only the first half of the leave will count as service.
177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional
leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow
the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes
under section 97 of the fair work act 2009. where an employee elects to take this leave at
half pay, only the first half of the leave will count as service.
178. an employee with 12 months’ continuous service in the aps, following a period of supporting
partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count
as service) from the date of the birth or placement of the dependent child, as applicable.
179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176
and 177.
adoption leave
180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date
of placement, is entitled to:
a.
a maximum of 12 months’ unpaid leave (not to count as service) from the date of
placement of the child. the maximum period of 12 months is reduced by any period
of leave taken under clause 180b.
b.
for primary caregivers with 12 months’ continuous service in the aps, up to 14 weeks’ |
| NEMA non-SES Employment Determination 2022.txt | 1432 | parental leave | partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count
as service) from the date of the birth or placement of the dependent child, as applicable.
179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176
and 177.
adoption leave
180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date
of placement, is entitled to:
a.
a maximum of 12 months’ unpaid leave (not to count as service) from the date of
placement of the child. the maximum period of 12 months is reduced by any period
of leave taken under clause 180b.
b.
for primary caregivers with 12 months’ continuous service in the aps, up to 14 weeks’
paid leave (to count as service) from the date of placement of the child.
181. an employee who has insufficient paid leave credits may take two (2) days’ unpaid preadoption leave to attend interviews or examinations required to obtain approval to adopt a
child in accordance with section 85 of the fair work act 2009.
182. an aboriginal and torres strait islander employee who is the adoptive parent and primary
caregiver of a newly-adopted child under 16 years at the date of placement under traditional
adoption will be eligible for the entitlements in clause 180.
foster care leave
183. an employee who enters into a long-term formal arrangement to be a foster parent to a child
who is or will be under 16 years at the date of placement may access:
a.
for primary caregivers with 12 months’ continuous service in the aps, up to 14 weeks’
paid leave (to count as service) from the date of the placement of the child; and |
| NEMA non-SES Employment Determination 2022.txt | 1499 | zone of discretion | 188. "zod" means the zone of discretion, which is a salary range above the maximum pay point
for each of the aps6 — el2 classifications. placement on a salary within the zod is
discretionary.
salary on engagement, promotion or movement
189. a person who is new to the aps or an existing aps employee who is promoted to a job in the
agency will be paid at the minimum pay point for the relevant classification set out in the table
at clause 192. the agency head may approve payment of a higher salary based on the
experience, qualifications or skills of the person.
190. unless the agency head determines otherwise, an existing aps employee moving to the
agency at the same classification level whose current salary exceeds the maximum pay point
for that classification as set out in column 3 of the table at clause 192 will have their salary
maintained. general salary increases will not be applied until the salary is at or below the
maximum salary point for the relevant classification level.
191. unless the agency head determines otherwise, an existing aps employee moving to the
agency whose current base salary falls between the minimum pay point and the maximum
pay point for their substantive classification in column 3 of the table at clause 192 will have
their base salary set at the next highest pay point for their classification level.
salary rates
192. the salary rates under this determination are set out in the following table:
item
column 1
salary pay point
column 3
rate
el2 - zod
$160,689 |
| NEMA non-SES Employment Determination 2022.txt | 1681 | salary advancement | salary advancement
194. on 1 august each year, an ongoing employee (excluding graduates) who is not already on
the maximum pay point for the employee’s current substantive classification in the applicable
pay scale will advance to the next highest pay point, if the employee:
•
has been at their current pay point for at least 3 months; and
•
is working at or above the expected standard for their substantive classification
level as determined by the agency head.
195. employees may advance two or more pay points with the agreement of the agency head
based on proven high performance.
graduates
196. the agency may run a graduate program each year. details of the program are outlined in
the graduate program policy.
197. graduates will be engaged at the bottom of the graduate broadband on the aps 3 classification
at the minimum pay point as per clause 199.
198. progression through the graduate broadband under clause 199 is subject to meeting the
requirements of the graduate program as outlined in the graduate program policy.
graduate broadband
199. the graduate broadband is set out in the following table:
classification
pay point
salary
|
| NEMA non-SES Employment Determination 2022.txt | 1766 | long service leave | (excluding long service leave) and public holidays, in addition to their hourly rate of salary.
the employee’s salary rate and casual loading under this clause includes payment for casual
loading the employee is entitled to receive under the aps award.
202. a casual employee who is scheduled to work on a day that falls on a public holiday, as identified
in clause 128 of this determination, and is not required to perform duties on that day will
receive payment for that day at their base rate of pay, including casual loading.
supported wage system
203. an employee who is affected by disability may be eligible for a supported wage.
payment of salary
204. an employee will be paid fortnightly by electronic funds transfer into a financial institution
account of the employee’s choice.
205. the fortnightly rate of pay is calculated using the following formula: annual rate of pay
multiplied by 12 and divided by 313.
flexible remuneration packaging
206. employees may choose to sacrifice part of their salary for a range of non-cash benefits in
accordance with legislation and government policy.
superannuation
207. the agency will make compulsory employer superannuation contributions as required by the
applicable legislation and fund requirements.
208. the agency head may choose to limit superannuation choice to complying superannuation
funds that allow employee and/or employer contributions to be paid through fortnightly
electronic funds transfer.
209. where employer contributions are paid to the public sector superannuation accumulation plan
(pssap) or another accumulation fund, the employer contribution will be 15.4 per cent of the
fortnightly contribution salary (fcs).
210. employer superannuation contributions:
•
will be made during the first 12 months of unpaid maternity leave or parental leave
(reduced by any period of paid maternity leave) in accordance with the rules of the |
| NEMA non-SES Employment Determination 2022.txt | 1794 | maternity leave | will be made during the first 12 months of unpaid maternity leave or parental leave
(reduced by any period of paid maternity leave) in accordance with the rules of the
relevant superannuation scheme and provided that those rules permit such
contributions to be made; and
•
will not be paid during any other periods of unpaid leave that do not count as service,
unless otherwise required by law.
211. employer contributions to superannuation will not be reduced by any other contributions to
superannuation made by the employee through salary sacrifice arrangements.
27
salary on reduction
212. an employee’s classification may be reduced at the employee’s request or if the agency head
directs, in accordance with the circumstances provided for in section 23 of the public service
act 1999.
213. if an employee requests in writing or is directed to perform work at a lower classification level
temporarily or permanently, the agency head will determine the employee’s salary rate at the
lower classification level. the determination will reflect the employee’s experience,
qualifications and skills and the circumstances under which the reduction occurred.
higher duties allowance (hda)
214. where the agency head has assigned duties to an employee at a higher non-ses classification
level for 15 consecutive working days (inclusive of public holidays) or more, the employee will
be paid a higher duties allowance (hda) equal to the difference between the employee’s
current base salary and the minimum salary point of the higher classification, or a higher
salary level, as determined by the agency head.
215. an employee's salary rate includes payment for any higher duties allowance under the aps |
| NEMA non-SES Employment Determination 2022.txt | 1794 | parental leave | will be made during the first 12 months of unpaid maternity leave or parental leave
(reduced by any period of paid maternity leave) in accordance with the rules of the
relevant superannuation scheme and provided that those rules permit such
contributions to be made; and
•
will not be paid during any other periods of unpaid leave that do not count as service,
unless otherwise required by law.
211. employer contributions to superannuation will not be reduced by any other contributions to
superannuation made by the employee through salary sacrifice arrangements.
27
salary on reduction
212. an employee’s classification may be reduced at the employee’s request or if the agency head
directs, in accordance with the circumstances provided for in section 23 of the public service
act 1999.
213. if an employee requests in writing or is directed to perform work at a lower classification level
temporarily or permanently, the agency head will determine the employee’s salary rate at the
lower classification level. the determination will reflect the employee’s experience,
qualifications and skills and the circumstances under which the reduction occurred.
higher duties allowance (hda)
214. where the agency head has assigned duties to an employee at a higher non-ses classification
level for 15 consecutive working days (inclusive of public holidays) or more, the employee will
be paid a higher duties allowance (hda) equal to the difference between the employee’s
current base salary and the minimum salary point of the higher classification, or a higher
salary level, as determined by the agency head.
215. an employee's salary rate includes payment for any higher duties allowance under the aps |
| NEMA non-SES Employment Determination 2022.txt | 1795 | maternity leave | (reduced by any period of paid maternity leave) in accordance with the rules of the
relevant superannuation scheme and provided that those rules permit such
contributions to be made; and
•
will not be paid during any other periods of unpaid leave that do not count as service,
unless otherwise required by law.
211. employer contributions to superannuation will not be reduced by any other contributions to
superannuation made by the employee through salary sacrifice arrangements.
27
salary on reduction
212. an employee’s classification may be reduced at the employee’s request or if the agency head
directs, in accordance with the circumstances provided for in section 23 of the public service
act 1999.
213. if an employee requests in writing or is directed to perform work at a lower classification level
temporarily or permanently, the agency head will determine the employee’s salary rate at the
lower classification level. the determination will reflect the employee’s experience,
qualifications and skills and the circumstances under which the reduction occurred.
higher duties allowance (hda)
214. where the agency head has assigned duties to an employee at a higher non-ses classification
level for 15 consecutive working days (inclusive of public holidays) or more, the employee will
be paid a higher duties allowance (hda) equal to the difference between the employee’s
current base salary and the minimum salary point of the higher classification, or a higher
salary level, as determined by the agency head.
215. an employee's salary rate includes payment for any higher duties allowance under the aps
award in any circumstance where an employee performs duties at a higher classification for |
| NEMA non-SES Employment Determination 2022.txt | 1831 | travel | travel assistance
218. where the agency head requires an employee to travel the agency will meet the reasonable
costs of travelling, accommodation, meals and other incidental expenses. if an allowance is
paid it will be no less than the rates set by the australian taxation office as amended from
time to time. where practicable any allowance will be paid in advance of undertaking the
travel. an allowance is not payable under this clause if expenses are paid for by the agency.
219. the agency’s preferred method of paying travel expenses is through the use of a travel charge
card or other government credit card. an allowance will be paid where this is not practicable.
220. the agency head may authorise the payment of airline lounge membership fees for an
employee who needs access to an airline lounge for work purposes. other employees may
purchase a membership at the agency’s discounted corporate rate.
camping allowance
221. an employee, required to camp out or be employed in a camping party is entitled to be paid
the applicable rate of camping allowance.
222. an employee who camps out for more than one night (other than in a base camp established
by the agency, a caravan or in a hut) and who is required to move camp from place to place
is entitled to an additional allowance for each of those nights.
223. where an employee camps out for more than seven days, an additional allowance in respect
of the total period is payable.
28
224. camping allowance is paid at the below rates:
$
camping allowance—where cook is
provided by the agency
38.76
per day |
| NEMA non-SES Employment Determination 2022.txt | 1832 | travel | 218. where the agency head requires an employee to travel the agency will meet the reasonable
costs of travelling, accommodation, meals and other incidental expenses. if an allowance is
paid it will be no less than the rates set by the australian taxation office as amended from
time to time. where practicable any allowance will be paid in advance of undertaking the
travel. an allowance is not payable under this clause if expenses are paid for by the agency.
219. the agency’s preferred method of paying travel expenses is through the use of a travel charge
card or other government credit card. an allowance will be paid where this is not practicable.
220. the agency head may authorise the payment of airline lounge membership fees for an
employee who needs access to an airline lounge for work purposes. other employees may
purchase a membership at the agency’s discounted corporate rate.
camping allowance
221. an employee, required to camp out or be employed in a camping party is entitled to be paid
the applicable rate of camping allowance.
222. an employee who camps out for more than one night (other than in a base camp established
by the agency, a caravan or in a hut) and who is required to move camp from place to place
is entitled to an additional allowance for each of those nights.
223. where an employee camps out for more than seven days, an additional allowance in respect
of the total period is payable.
28
224. camping allowance is paid at the below rates:
$
camping allowance—where cook is
provided by the agency
38.76
per day
|
| NEMA non-SES Employment Determination 2022.txt | 1833 | travel | costs of travelling, accommodation, meals and other incidental expenses. if an allowance is
paid it will be no less than the rates set by the australian taxation office as amended from
time to time. where practicable any allowance will be paid in advance of undertaking the
travel. an allowance is not payable under this clause if expenses are paid for by the agency.
219. the agency’s preferred method of paying travel expenses is through the use of a travel charge
card or other government credit card. an allowance will be paid where this is not practicable.
220. the agency head may authorise the payment of airline lounge membership fees for an
employee who needs access to an airline lounge for work purposes. other employees may
purchase a membership at the agency’s discounted corporate rate.
camping allowance
221. an employee, required to camp out or be employed in a camping party is entitled to be paid
the applicable rate of camping allowance.
222. an employee who camps out for more than one night (other than in a base camp established
by the agency, a caravan or in a hut) and who is required to move camp from place to place
is entitled to an additional allowance for each of those nights.
223. where an employee camps out for more than seven days, an additional allowance in respect
of the total period is payable.
28
224. camping allowance is paid at the below rates:
$
camping allowance—where cook is
provided by the agency
38.76
per day
camping allowance—where cook is |
| NEMA non-SES Employment Determination 2022.txt | 1836 | travel | travel. an allowance is not payable under this clause if expenses are paid for by the agency.
219. the agency’s preferred method of paying travel expenses is through the use of a travel charge
card or other government credit card. an allowance will be paid where this is not practicable.
220. the agency head may authorise the payment of airline lounge membership fees for an
employee who needs access to an airline lounge for work purposes. other employees may
purchase a membership at the agency’s discounted corporate rate.
camping allowance
221. an employee, required to camp out or be employed in a camping party is entitled to be paid
the applicable rate of camping allowance.
222. an employee who camps out for more than one night (other than in a base camp established
by the agency, a caravan or in a hut) and who is required to move camp from place to place
is entitled to an additional allowance for each of those nights.
223. where an employee camps out for more than seven days, an additional allowance in respect
of the total period is payable.
28
224. camping allowance is paid at the below rates:
$
camping allowance—where cook is
provided by the agency
38.76
per day
camping allowance—where cook is
not provided by the agency
64.45 |
| NEMA non-SES Employment Determination 2022.txt | 1837 | travel | 219. the agency’s preferred method of paying travel expenses is through the use of a travel charge
card or other government credit card. an allowance will be paid where this is not practicable.
220. the agency head may authorise the payment of airline lounge membership fees for an
employee who needs access to an airline lounge for work purposes. other employees may
purchase a membership at the agency’s discounted corporate rate.
camping allowance
221. an employee, required to camp out or be employed in a camping party is entitled to be paid
the applicable rate of camping allowance.
222. an employee who camps out for more than one night (other than in a base camp established
by the agency, a caravan or in a hut) and who is required to move camp from place to place
is entitled to an additional allowance for each of those nights.
223. where an employee camps out for more than seven days, an additional allowance in respect
of the total period is payable.
28
224. camping allowance is paid at the below rates:
$
camping allowance—where cook is
provided by the agency
38.76
per day
camping allowance—where cook is
not provided by the agency
64.45
|
| NEMA non-SES Employment Determination 2022.txt | 1904 | travel | excess travel time
225. where an employee is directed to work temporarily at a location other than their normal place
of employment, and as a result spends more time travelling to their temporary place of work
than they spent travelling to their usual place of work, they will be entitled to the payment for
the excess travel time or time off in lieu during normal hours of duty for that time subject to:
a.
the employee’s salary not exceeding the rate for an aps level 4;
b.
the additional travel time being at least 30 minutes in travel per day, or two and one
half hours in any fortnight; and
c.
the payment not exceeding five hours in any one day.
226. the rate of payment will be single time on mondays to saturdays and time and a half on
sundays and public holidays.
227. payment of salary will include any higher duties allowance.
228. where an employee’s normal place of work is variable within a specified district, the agency
head will determine the usual place of work. in this case a minimum of 20 minutes travelling
time each way will apply where an employee is directed to work at another location before an
employee is entitled to payment for the excess travel time.
229. an employee working temporarily at a location other than their normal place of employment,
and who as a result incurs costs greater than the cost of travelling to and from their usual
place of work, will be entitled to the reimbursement of excess fares as long as they are not in
receipt of travelling allowance or have been notified in writing that they will be permanently
29 |
| NEMA non-SES Employment Determination 2022.txt | 1906 | travel | of employment, and as a result spends more time travelling to their temporary place of work
than they spent travelling to their usual place of work, they will be entitled to the payment for
the excess travel time or time off in lieu during normal hours of duty for that time subject to:
a.
the employee’s salary not exceeding the rate for an aps level 4;
b.
the additional travel time being at least 30 minutes in travel per day, or two and one
half hours in any fortnight; and
c.
the payment not exceeding five hours in any one day.
226. the rate of payment will be single time on mondays to saturdays and time and a half on
sundays and public holidays.
227. payment of salary will include any higher duties allowance.
228. where an employee’s normal place of work is variable within a specified district, the agency
head will determine the usual place of work. in this case a minimum of 20 minutes travelling
time each way will apply where an employee is directed to work at another location before an
employee is entitled to payment for the excess travel time.
229. an employee working temporarily at a location other than their normal place of employment,
and who as a result incurs costs greater than the cost of travelling to and from their usual
place of work, will be entitled to the reimbursement of excess fares as long as they are not in
receipt of travelling allowance or have been notified in writing that they will be permanently
29
relocated to that place of work. the payment of excess fares to an employee based at home |
| NEMA non-SES Employment Determination 2022.txt | 1907 | travel | than they spent travelling to their usual place of work, they will be entitled to the payment for
the excess travel time or time off in lieu during normal hours of duty for that time subject to:
a.
the employee’s salary not exceeding the rate for an aps level 4;
b.
the additional travel time being at least 30 minutes in travel per day, or two and one
half hours in any fortnight; and
c.
the payment not exceeding five hours in any one day.
226. the rate of payment will be single time on mondays to saturdays and time and a half on
sundays and public holidays.
227. payment of salary will include any higher duties allowance.
228. where an employee’s normal place of work is variable within a specified district, the agency
head will determine the usual place of work. in this case a minimum of 20 minutes travelling
time each way will apply where an employee is directed to work at another location before an
employee is entitled to payment for the excess travel time.
229. an employee working temporarily at a location other than their normal place of employment,
and who as a result incurs costs greater than the cost of travelling to and from their usual
place of work, will be entitled to the reimbursement of excess fares as long as they are not in
receipt of travelling allowance or have been notified in writing that they will be permanently
29
relocated to that place of work. the payment of excess fares to an employee based at home
will be calculated from the employee’s office based site. |
| NEMA non-SES Employment Determination 2022.txt | 1908 | travel | the excess travel time or time off in lieu during normal hours of duty for that time subject to:
a.
the employee’s salary not exceeding the rate for an aps level 4;
b.
the additional travel time being at least 30 minutes in travel per day, or two and one
half hours in any fortnight; and
c.
the payment not exceeding five hours in any one day.
226. the rate of payment will be single time on mondays to saturdays and time and a half on
sundays and public holidays.
227. payment of salary will include any higher duties allowance.
228. where an employee’s normal place of work is variable within a specified district, the agency
head will determine the usual place of work. in this case a minimum of 20 minutes travelling
time each way will apply where an employee is directed to work at another location before an
employee is entitled to payment for the excess travel time.
229. an employee working temporarily at a location other than their normal place of employment,
and who as a result incurs costs greater than the cost of travelling to and from their usual
place of work, will be entitled to the reimbursement of excess fares as long as they are not in
receipt of travelling allowance or have been notified in writing that they will be permanently
29
relocated to that place of work. the payment of excess fares to an employee based at home
will be calculated from the employee’s office based site.
carer’s assistance |
| NEMA non-SES Employment Determination 2022.txt | 1915 | travel | the additional travel time being at least 30 minutes in travel per day, or two and one
half hours in any fortnight; and
c.
the payment not exceeding five hours in any one day.
226. the rate of payment will be single time on mondays to saturdays and time and a half on
sundays and public holidays.
227. payment of salary will include any higher duties allowance.
228. where an employee’s normal place of work is variable within a specified district, the agency
head will determine the usual place of work. in this case a minimum of 20 minutes travelling
time each way will apply where an employee is directed to work at another location before an
employee is entitled to payment for the excess travel time.
229. an employee working temporarily at a location other than their normal place of employment,
and who as a result incurs costs greater than the cost of travelling to and from their usual
place of work, will be entitled to the reimbursement of excess fares as long as they are not in
receipt of travelling allowance or have been notified in writing that they will be permanently
29
relocated to that place of work. the payment of excess fares to an employee based at home
will be calculated from the employee’s office based site.
carer’s assistance
230. subject to approval by the agency head, an employee may receive a reimbursement for
reasonable, unavoidable, additional costs associated with the care of a family member or
dependent where an employee is required to travel away from his or her normal work location
for business purposes or is directed to work outside his or her normal pattern of hours. the
employee must advise his or her supervisor in advance that costs may be incurred.
retirement financial assistance
231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to |
| NEMA non-SES Employment Determination 2022.txt | 1926 | travel | head will determine the usual place of work. in this case a minimum of 20 minutes travelling
time each way will apply where an employee is directed to work at another location before an
employee is entitled to payment for the excess travel time.
229. an employee working temporarily at a location other than their normal place of employment,
and who as a result incurs costs greater than the cost of travelling to and from their usual
place of work, will be entitled to the reimbursement of excess fares as long as they are not in
receipt of travelling allowance or have been notified in writing that they will be permanently
29
relocated to that place of work. the payment of excess fares to an employee based at home
will be calculated from the employee’s office based site.
carer’s assistance
230. subject to approval by the agency head, an employee may receive a reimbursement for
reasonable, unavoidable, additional costs associated with the care of a family member or
dependent where an employee is required to travel away from his or her normal work location
for business purposes or is directed to work outside his or her normal pattern of hours. the
employee must advise his or her supervisor in advance that costs may be incurred.
retirement financial assistance
231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to
$500 (plus gst) towards the cost of financial retirement advice.
corporate responsibility allowances
232. employees performing the roles specified in column 1 of the following table will be paid a
corporate responsibility allowance at the rate included in column 3 of the following table.
item
column 1
corporate
responsibility role
column 3 |
| NEMA non-SES Employment Determination 2022.txt | 1928 | travel | employee is entitled to payment for the excess travel time.
229. an employee working temporarily at a location other than their normal place of employment,
and who as a result incurs costs greater than the cost of travelling to and from their usual
place of work, will be entitled to the reimbursement of excess fares as long as they are not in
receipt of travelling allowance or have been notified in writing that they will be permanently
29
relocated to that place of work. the payment of excess fares to an employee based at home
will be calculated from the employee’s office based site.
carer’s assistance
230. subject to approval by the agency head, an employee may receive a reimbursement for
reasonable, unavoidable, additional costs associated with the care of a family member or
dependent where an employee is required to travel away from his or her normal work location
for business purposes or is directed to work outside his or her normal pattern of hours. the
employee must advise his or her supervisor in advance that costs may be incurred.
retirement financial assistance
231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to
$500 (plus gst) towards the cost of financial retirement advice.
corporate responsibility allowances
232. employees performing the roles specified in column 1 of the following table will be paid a
corporate responsibility allowance at the rate included in column 3 of the following table.
item
column 1
corporate
responsibility role
column 3
rate
|
| NEMA non-SES Employment Determination 2022.txt | 1930 | travel | and who as a result incurs costs greater than the cost of travelling to and from their usual
place of work, will be entitled to the reimbursement of excess fares as long as they are not in
receipt of travelling allowance or have been notified in writing that they will be permanently
29
relocated to that place of work. the payment of excess fares to an employee based at home
will be calculated from the employee’s office based site.
carer’s assistance
230. subject to approval by the agency head, an employee may receive a reimbursement for
reasonable, unavoidable, additional costs associated with the care of a family member or
dependent where an employee is required to travel away from his or her normal work location
for business purposes or is directed to work outside his or her normal pattern of hours. the
employee must advise his or her supervisor in advance that costs may be incurred.
retirement financial assistance
231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to
$500 (plus gst) towards the cost of financial retirement advice.
corporate responsibility allowances
232. employees performing the roles specified in column 1 of the following table will be paid a
corporate responsibility allowance at the rate included in column 3 of the following table.
item
column 1
corporate
responsibility role
column 3
rate
1
|
| NEMA non-SES Employment Determination 2022.txt | 1932 | travel | receipt of travelling allowance or have been notified in writing that they will be permanently
29
relocated to that place of work. the payment of excess fares to an employee based at home
will be calculated from the employee’s office based site.
carer’s assistance
230. subject to approval by the agency head, an employee may receive a reimbursement for
reasonable, unavoidable, additional costs associated with the care of a family member or
dependent where an employee is required to travel away from his or her normal work location
for business purposes or is directed to work outside his or her normal pattern of hours. the
employee must advise his or her supervisor in advance that costs may be incurred.
retirement financial assistance
231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to
$500 (plus gst) towards the cost of financial retirement advice.
corporate responsibility allowances
232. employees performing the roles specified in column 1 of the following table will be paid a
corporate responsibility allowance at the rate included in column 3 of the following table.
item
column 1
corporate
responsibility role
column 3
rate
1
first aid officer
|
| NEMA non-SES Employment Determination 2022.txt | 1940 | travel | dependent where an employee is required to travel away from his or her normal work location
for business purposes or is directed to work outside his or her normal pattern of hours. the
employee must advise his or her supervisor in advance that costs may be incurred.
retirement financial assistance
231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to
$500 (plus gst) towards the cost of financial retirement advice.
corporate responsibility allowances
232. employees performing the roles specified in column 1 of the following table will be paid a
corporate responsibility allowance at the rate included in column 3 of the following table.
item
column 1
corporate
responsibility role
column 3
rate
1
first aid officer
$31.78
2
fire warden
$31.78
|
| NEMA non-SES Employment Determination 2022.txt | 1999 | travel | taxation office and, where practicable, paid in advance of undertaking the travel. an
allowance is not payable under this clause 243 if expenses are paid for by the agency.
237. where an employee is authorised to use a private motor vehicle for the transport or haulage
of goods or materials weighing 100 kilograms or more and/or the conveyance of passengers,
the costs of which would otherwise be met by the agency head, the employee will be paid an
additional allowance of $0.0118 per kilometre.
isolated allowance
238. an allowance is payable to employees to provide assistance to undertake additional
commuting as a result of their place of work being located outside of an urban area.
239. employees will not be eligible for the allowance payment when:
a.
an employee travels to and from an isolated establishment at the expense of the
commonwealth;
b.
an employee resides in a dwelling owned or leased by the commonwealth where the
dwelling is situated at or in very close proximity to the isolated establishment; or
c.
an employee receives any payment of motor vehicle allowance or excess fares under
the provisions of this award.
240. where an employee travels to a non-urban work location in order to attend for ordinary work,
or in respect of a period of extra duty where the employee has been directed to return to that
location, the employee will be entitled to be paid a rate of allowance calculated using the
following formula:
formula: distance (kms) x rate ($0.51 per km) x 2 |
| NEMA non-SES Employment Determination 2022.txt | 2011 | travel | an employee travels to and from an isolated establishment at the expense of the
commonwealth;
b.
an employee resides in a dwelling owned or leased by the commonwealth where the
dwelling is situated at or in very close proximity to the isolated establishment; or
c.
an employee receives any payment of motor vehicle allowance or excess fares under
the provisions of this award.
240. where an employee travels to a non-urban work location in order to attend for ordinary work,
or in respect of a period of extra duty where the employee has been directed to return to that
location, the employee will be entitled to be paid a rate of allowance calculated using the
following formula:
formula: distance (kms) x rate ($0.51 per km) x 2
where: distance is the shortest distance by road between the non-urban work location
and the nearest urban boundary, except where the distance is less than 5 kilometres,
in which case the distance will be deemed to be 3.5 kilometres. the payment of isolated
allowance to an employee based at home will be calculated from the employee’s office
based site.
241. the following definitions apply for the purposes of this clause:
a.
urban boundary means the boundary of an urban area as defined by the australian
bureau of statistics in the australian standard geographical classification (asgc)
section of state (sos) structure from time to time.
|
| NEMA non-SES Employment Determination 2022.txt | 2024 | travel | 240. where an employee travels to a non-urban work location in order to attend for ordinary work,
or in respect of a period of extra duty where the employee has been directed to return to that
location, the employee will be entitled to be paid a rate of allowance calculated using the
following formula:
formula: distance (kms) x rate ($0.51 per km) x 2
where: distance is the shortest distance by road between the non-urban work location
and the nearest urban boundary, except where the distance is less than 5 kilometres,
in which case the distance will be deemed to be 3.5 kilometres. the payment of isolated
allowance to an employee based at home will be calculated from the employee’s office
based site.
241. the following definitions apply for the purposes of this clause:
a.
urban boundary means the boundary of an urban area as defined by the australian
bureau of statistics in the australian standard geographical classification (asgc)
section of state (sos) structure from time to time.
b.
non-urban work location means a work location within a “bounded locality” or “rural
balance” as classified by the australian bureau of statistics in the australian
standard geographical classification (asgc) section of state (sos) structure from
time to time.
travel to airport in urban location
242. an employee who travels to an airport in an urban work location to perform:
a.
duty as ordinary time or overtime which commences or ceases between 7.00 pm
and 7.00 am; or |
| NEMA non-SES Employment Determination 2022.txt | 2048 | travel | travel to airport in urban location
242. an employee who travels to an airport in an urban work location to perform:
a.
duty as ordinary time or overtime which commences or ceases between 7.00 pm
and 7.00 am; or
b.
overtime where the employee has been recalled after leaving the airport at the
conclusion of their ordinary hours,
31
will be entitled to an allowance of $7.68 in respect of each continuous period of duty.
reimbursement for loss or damage
243. the agency head may approve reimbursement to an employee for loss or damage to clothing
and/or personal effects, which occurred in the course of the employee’s work.
relocation assistance
244. an employee may be entitled to assistance with relocation expenses. details are in
classification, remuneration and allowances policy.
disturbance allowance
245. where the household effects of an eligible employee are removed from one locality to another
as a consequence of the employee's relocation for a period of 12 months or more, the
employee will also be entitled to:
a.
the payment of a single payment of disturbance allowance to offset non-reimbursed
costs associated with the removal:
disturbance allowance |
| NEMA non-SES Employment Determination 2022.txt | 2049 | travel | 242. an employee who travels to an airport in an urban work location to perform:
a.
duty as ordinary time or overtime which commences or ceases between 7.00 pm
and 7.00 am; or
b.
overtime where the employee has been recalled after leaving the airport at the
conclusion of their ordinary hours,
31
will be entitled to an allowance of $7.68 in respect of each continuous period of duty.
reimbursement for loss or damage
243. the agency head may approve reimbursement to an employee for loss or damage to clothing
and/or personal effects, which occurred in the course of the employee’s work.
relocation assistance
244. an employee may be entitled to assistance with relocation expenses. details are in
classification, remuneration and allowances policy.
disturbance allowance
245. where the household effects of an eligible employee are removed from one locality to another
as a consequence of the employee's relocation for a period of 12 months or more, the
employee will also be entitled to:
a.
the payment of a single payment of disturbance allowance to offset non-reimbursed
costs associated with the removal:
disturbance allowance
|
| NEMA non-SES Employment Determination 2022.txt | 2052 | overtime | duty as ordinary time or overtime which commences or ceases between 7.00 pm
and 7.00 am; or
b.
overtime where the employee has been recalled after leaving the airport at the
conclusion of their ordinary hours,
31
will be entitled to an allowance of $7.68 in respect of each continuous period of duty.
reimbursement for loss or damage
243. the agency head may approve reimbursement to an employee for loss or damage to clothing
and/or personal effects, which occurred in the course of the employee’s work.
relocation assistance
244. an employee may be entitled to assistance with relocation expenses. details are in
classification, remuneration and allowances policy.
disturbance allowance
245. where the household effects of an eligible employee are removed from one locality to another
as a consequence of the employee's relocation for a period of 12 months or more, the
employee will also be entitled to:
a.
the payment of a single payment of disturbance allowance to offset non-reimbursed
costs associated with the removal:
disturbance allowance
$
employee without dependants or |
| NEMA non-SES Employment Determination 2022.txt | 2057 | overtime | overtime where the employee has been recalled after leaving the airport at the
conclusion of their ordinary hours,
31
will be entitled to an allowance of $7.68 in respect of each continuous period of duty.
reimbursement for loss or damage
243. the agency head may approve reimbursement to an employee for loss or damage to clothing
and/or personal effects, which occurred in the course of the employee’s work.
relocation assistance
244. an employee may be entitled to assistance with relocation expenses. details are in
classification, remuneration and allowances policy.
disturbance allowance
245. where the household effects of an eligible employee are removed from one locality to another
as a consequence of the employee's relocation for a period of 12 months or more, the
employee will also be entitled to:
a.
the payment of a single payment of disturbance allowance to offset non-reimbursed
costs associated with the removal:
disturbance allowance
$
employee without dependants or
partner
643.84
employee with one or more |
| NEMA non-SES Employment Determination 2022.txt | 2123 | travel | the employee will be entitled to reimbursement for the cost of travel for the purpose of
reunion with the dependants and/or the partner. the employee may elect to be reimbursed
32
an amount equal to six reunion visits by economy class return travel by air in any one year
commencing on the day that the employee commenced the term transfer. an unused yearly
reunion visit entitlement will lapse two years after it has become available.
247. the agency head may authorise:
a.
a reunion visit to a place other than the former home locality, provided the employee
pays for any difference in fare; and/or
b.
payment of motor vehicle allowance, in lieu of an airfare where travel is by private
motor vehicle, with entitlement to payment of the lesser of the reimbursement of
costs reasonably incurred, or the amount the employee would have been reimbursed
for travel by air.
remote locality assistance
248. where an employee works in a locality that is designated as a remote locality by this
determination or the aps award, the agency will calculate the employee's entitlement to
remote locality assistance under clauses 249 to 258 of this determination and the aps award.
for each form of assistance, the employee will be entitled to the more generous of the
entitlements under the determination and the aps award.
249. remote locality assistance is not paid pro-rata in respect of part-time employees.
250. upon commencement of this determination, a remoteness score will be determined for each
locality in which the agency operates by:
• |
| NEMA non-SES Employment Determination 2022.txt | 2127 | travel | an amount equal to six reunion visits by economy class return travel by air in any one year
commencing on the day that the employee commenced the term transfer. an unused yearly
reunion visit entitlement will lapse two years after it has become available.
247. the agency head may authorise:
a.
a reunion visit to a place other than the former home locality, provided the employee
pays for any difference in fare; and/or
b.
payment of motor vehicle allowance, in lieu of an airfare where travel is by private
motor vehicle, with entitlement to payment of the lesser of the reimbursement of
costs reasonably incurred, or the amount the employee would have been reimbursed
for travel by air.
remote locality assistance
248. where an employee works in a locality that is designated as a remote locality by this
determination or the aps award, the agency will calculate the employee's entitlement to
remote locality assistance under clauses 249 to 258 of this determination and the aps award.
for each form of assistance, the employee will be entitled to the more generous of the
entitlements under the determination and the aps award.
249. remote locality assistance is not paid pro-rata in respect of part-time employees.
250. upon commencement of this determination, a remoteness score will be determined for each
locality in which the agency operates by:
•
calculating the accessibility/remoteness index of australia plus (aria+) for the
locality; and
|
| NEMA non-SES Employment Determination 2022.txt | 2138 | travel | payment of motor vehicle allowance, in lieu of an airfare where travel is by private
motor vehicle, with entitlement to payment of the lesser of the reimbursement of
costs reasonably incurred, or the amount the employee would have been reimbursed
for travel by air.
remote locality assistance
248. where an employee works in a locality that is designated as a remote locality by this
determination or the aps award, the agency will calculate the employee's entitlement to
remote locality assistance under clauses 249 to 258 of this determination and the aps award.
for each form of assistance, the employee will be entitled to the more generous of the
entitlements under the determination and the aps award.
249. remote locality assistance is not paid pro-rata in respect of part-time employees.
250. upon commencement of this determination, a remoteness score will be determined for each
locality in which the agency operates by:
•
calculating the accessibility/remoteness index of australia plus (aria+) for the
locality; and
•
where applicable, adding an additional score(s) in accordance with the following
table.
number of months per calendar year where the mean average
maximum temperature is:
additional score
between 30˚c and 35˚c (based on bom statistics) |
| NEMA non-SES Employment Determination 2022.txt | 2141 | travel | for travel by air.
remote locality assistance
248. where an employee works in a locality that is designated as a remote locality by this
determination or the aps award, the agency will calculate the employee's entitlement to
remote locality assistance under clauses 249 to 258 of this determination and the aps award.
for each form of assistance, the employee will be entitled to the more generous of the
entitlements under the determination and the aps award.
249. remote locality assistance is not paid pro-rata in respect of part-time employees.
250. upon commencement of this determination, a remoteness score will be determined for each
locality in which the agency operates by:
•
calculating the accessibility/remoteness index of australia plus (aria+) for the
locality; and
•
where applicable, adding an additional score(s) in accordance with the following
table.
number of months per calendar year where the mean average
maximum temperature is:
additional score
between 30˚c and 35˚c (based on bom statistics)
6 – 9 months
1 |
| NEMA non-SES Employment Determination 2022.txt | 2255 | travel | 256. for the purposes of the remote locality leave fare, employees will be reimbursed for travel
undertaken by the employee and each eligible dependant or partner of the employee, up to
the lesser amount of:
•
return airfare(s) based on the best fare of the day from travel from the designated
remote locality to the nearest capital city in that state (with adelaide being deemed
to be the nearest capital city for northern territory);
•
return airfare(s) for the actual travel undertaken based on the best fare of the day;
or
34
•
motor vehicle allowance for the car travel undertaken.
(for the purposes of this clause “best fare of the day” means the ‘best’ fare quoted by
the agency’s contracted travel provider for travel after 7:00 am on the day that the
employee undertakes the travel)
257. the agency head (delegate) will approve fares reimbursement for employees and their
dependants living in a designated remote locality for up to two student travel concession fares
per 12 month period reasonably incurred for return travel by each child from the place where
they attend school to the employee’s locality.
additional annual leave for remote localities
258. employees living in designated remote localities will accrue additional annual leave as follows:
grade
|
| NEMA non-SES Employment Determination 2022.txt | 2260 | travel | return airfare(s) based on the best fare of the day from travel from the designated
remote locality to the nearest capital city in that state (with adelaide being deemed
to be the nearest capital city for northern territory);
•
return airfare(s) for the actual travel undertaken based on the best fare of the day;
or
34
•
motor vehicle allowance for the car travel undertaken.
(for the purposes of this clause “best fare of the day” means the ‘best’ fare quoted by
the agency’s contracted travel provider for travel after 7:00 am on the day that the
employee undertakes the travel)
257. the agency head (delegate) will approve fares reimbursement for employees and their
dependants living in a designated remote locality for up to two student travel concession fares
per 12 month period reasonably incurred for return travel by each child from the place where
they attend school to the employee’s locality.
additional annual leave for remote localities
258. employees living in designated remote localities will accrue additional annual leave as follows:
grade
additional days of
annual leave per
year
grade a |
| NEMA non-SES Employment Determination 2022.txt | 2266 | travel | return airfare(s) for the actual travel undertaken based on the best fare of the day;
or
34
•
motor vehicle allowance for the car travel undertaken.
(for the purposes of this clause “best fare of the day” means the ‘best’ fare quoted by
the agency’s contracted travel provider for travel after 7:00 am on the day that the
employee undertakes the travel)
257. the agency head (delegate) will approve fares reimbursement for employees and their
dependants living in a designated remote locality for up to two student travel concession fares
per 12 month period reasonably incurred for return travel by each child from the place where
they attend school to the employee’s locality.
additional annual leave for remote localities
258. employees living in designated remote localities will accrue additional annual leave as follows:
grade
additional days of
annual leave per
year
grade a
2
grade b
3 |
| NEMA non-SES Employment Determination 2022.txt | 2272 | travel | motor vehicle allowance for the car travel undertaken.
(for the purposes of this clause “best fare of the day” means the ‘best’ fare quoted by
the agency’s contracted travel provider for travel after 7:00 am on the day that the
employee undertakes the travel)
257. the agency head (delegate) will approve fares reimbursement for employees and their
dependants living in a designated remote locality for up to two student travel concession fares
per 12 month period reasonably incurred for return travel by each child from the place where
they attend school to the employee’s locality.
additional annual leave for remote localities
258. employees living in designated remote localities will accrue additional annual leave as follows:
grade
additional days of
annual leave per
year
grade a
2
grade b
3
grade c
5
grade d |
| NEMA non-SES Employment Determination 2022.txt | 2275 | travel | the agency’s contracted travel provider for travel after 7:00 am on the day that the
employee undertakes the travel)
257. the agency head (delegate) will approve fares reimbursement for employees and their
dependants living in a designated remote locality for up to two student travel concession fares
per 12 month period reasonably incurred for return travel by each child from the place where
they attend school to the employee’s locality.
additional annual leave for remote localities
258. employees living in designated remote localities will accrue additional annual leave as follows:
grade
additional days of
annual leave per
year
grade a
2
grade b
3
grade c
5
grade d
7
|
| NEMA non-SES Employment Determination 2022.txt | 2276 | travel | employee undertakes the travel)
257. the agency head (delegate) will approve fares reimbursement for employees and their
dependants living in a designated remote locality for up to two student travel concession fares
per 12 month period reasonably incurred for return travel by each child from the place where
they attend school to the employee’s locality.
additional annual leave for remote localities
258. employees living in designated remote localities will accrue additional annual leave as follows:
grade
additional days of
annual leave per
year
grade a
2
grade b
3
grade c
5
grade d
7
emergency or compassionate travel – reimbursement of transport costs |
| NEMA non-SES Employment Determination 2022.txt | 2278 | travel | dependants living in a designated remote locality for up to two student travel concession fares
per 12 month period reasonably incurred for return travel by each child from the place where
they attend school to the employee’s locality.
additional annual leave for remote localities
258. employees living in designated remote localities will accrue additional annual leave as follows:
grade
additional days of
annual leave per
year
grade a
2
grade b
3
grade c
5
grade d
7
emergency or compassionate travel – reimbursement of transport costs
259. where:
• |
| NEMA non-SES Employment Determination 2022.txt | 2279 | travel | per 12 month period reasonably incurred for return travel by each child from the place where
they attend school to the employee’s locality.
additional annual leave for remote localities
258. employees living in designated remote localities will accrue additional annual leave as follows:
grade
additional days of
annual leave per
year
grade a
2
grade b
3
grade c
5
grade d
7
emergency or compassionate travel – reimbursement of transport costs
259. where:
•
|
| NEMA non-SES Employment Determination 2022.txt | 2305 | travel | emergency or compassionate travel – reimbursement of transport costs
259. where:
•
an employee or a dependant of an employee is stationed at a remote locality; and
•
it is necessary for the employee or a dependant of the employee to travel from the
locality for medical, dental, specialist or emergency treatment, compassionate
reasons (e.g. where a family member becomes critically or dangerously ill or dies),
or other situations approved by the agency head,
the agency head will authorise reimbursement of reasonable costs incurred for return
transport by air through the agency’s travel management provider, where possible, or
surface travel to the locality:
•
where the family member lived before their death if that locality is within australia
or to an international airport in australia if that locality is outside of australia;
•
where the family member is ill, provided that a qualified medical practitioner
certifies that during a specified period the close relative has been critically or
dangerously ill, if that locality is within australia or to an international airport in
australia if that locality is outside of australia; or
•
|
| NEMA non-SES Employment Determination 2022.txt | 2313 | travel | it is necessary for the employee or a dependant of the employee to travel from the
locality for medical, dental, specialist or emergency treatment, compassionate
reasons (e.g. where a family member becomes critically or dangerously ill or dies),
or other situations approved by the agency head,
the agency head will authorise reimbursement of reasonable costs incurred for return
transport by air through the agency’s travel management provider, where possible, or
surface travel to the locality:
•
where the family member lived before their death if that locality is within australia
or to an international airport in australia if that locality is outside of australia;
•
where the family member is ill, provided that a qualified medical practitioner
certifies that during a specified period the close relative has been critically or
dangerously ill, if that locality is within australia or to an international airport in
australia if that locality is outside of australia; or
•
in relation to a crisis situation.
35
payment upon death of an employee
260. where an employee dies, or the agency head has directed that an employee will be presumed
to have died on a particular date, payment may be made to the legal personal representative
of the former employee of an amount that would have been paid if the employee had otherwise |
| NEMA non-SES Employment Determination 2022.txt | 2319 | travel | transport by air through the agency’s travel management provider, where possible, or
surface travel to the locality:
•
where the family member lived before their death if that locality is within australia
or to an international airport in australia if that locality is outside of australia;
•
where the family member is ill, provided that a qualified medical practitioner
certifies that during a specified period the close relative has been critically or
dangerously ill, if that locality is within australia or to an international airport in
australia if that locality is outside of australia; or
•
in relation to a crisis situation.
35
payment upon death of an employee
260. where an employee dies, or the agency head has directed that an employee will be presumed
to have died on a particular date, payment may be made to the legal personal representative
of the former employee of an amount that would have been paid if the employee had otherwise
ceased employment on resignation or age retirement.
261. long service leave credits will be paid out in accordance with the long service leave
(commonwealth employees) act 1976.
36
|
| NEMA non-SES Employment Determination 2022.txt | 2320 | travel | surface travel to the locality:
•
where the family member lived before their death if that locality is within australia
or to an international airport in australia if that locality is outside of australia;
•
where the family member is ill, provided that a qualified medical practitioner
certifies that during a specified period the close relative has been critically or
dangerously ill, if that locality is within australia or to an international airport in
australia if that locality is outside of australia; or
•
in relation to a crisis situation.
35
payment upon death of an employee
260. where an employee dies, or the agency head has directed that an employee will be presumed
to have died on a particular date, payment may be made to the legal personal representative
of the former employee of an amount that would have been paid if the employee had otherwise
ceased employment on resignation or age retirement.
261. long service leave credits will be paid out in accordance with the long service leave
(commonwealth employees) act 1976.
36
section 7 – workforce management |
| NEMA non-SES Employment Determination 2022.txt | 2344 | long service leave | 261. long service leave credits will be paid out in accordance with the long service leave
(commonwealth employees) act 1976.
36
section 7 – workforce management
probation
262. a newly appointed ongoing aps employee will be required to undertake a probationary period
up to six (6) months from the date of commencement of employment with the agency.
resignation by employee
263. an employee with less than one years' service may resign from employment at any time by
giving a minimum of one (1) weeks' notice in writing to the agency head. otherwise an
employee must provide a minimum of two (2) weeks' notice.
termination of employment by the agency
264. the agency head may terminate the employment of an employee for serious misconduct,
without notice or payment in lieu of notice of termination.
management of excess employees
265. clauses 268 to 299 will apply to any the agency employee who is excess to the requirements
of the agency, other than non-ongoing employees or employees on probation.
workplace support for excess employees
266. an excess employee may request assistance in meeting the cost of reasonable travel and
incidental expenses incurred in seeking alternative employment where these are not met by
the prospective employer.
267. an excess employee will be entitled to reasonable time off with full pay to attend necessary
employment interviews, from the date the period of notice for redundancy commences.
consultation process
268. where the agency head becomes aware that an employee is potentially excess, the agency
head will advise the employee in writing, as soon as practicable, that the employee is
potentially excess and the reasons why the employee is potentially excess.
269. within 30 calendar days of the notification in clause 268, the agency head will hold discussions |
| NEMA non-SES Employment Determination 2022.txt | 2364 | travel | 266. an excess employee may request assistance in meeting the cost of reasonable travel and
incidental expenses incurred in seeking alternative employment where these are not met by
the prospective employer.
267. an excess employee will be entitled to reasonable time off with full pay to attend necessary
employment interviews, from the date the period of notice for redundancy commences.
consultation process
268. where the agency head becomes aware that an employee is potentially excess, the agency
head will advise the employee in writing, as soon as practicable, that the employee is
potentially excess and the reasons why the employee is potentially excess.
269. within 30 calendar days of the notification in clause 268, the agency head will hold discussions
with the employee, and the employee’s nominated representative (if applicable), to consider:
•
any measures that could be taken to remove or reduce the likelihood of an employee
becoming excess; and
•
whether voluntary redundancy (vr), redeployment or re-assignment of duties may
be appropriate.
invitation to other employees to express interest in a vr
270. the agency head may, prior to the conclusion of the discussions referred to in clause 269,
invite employees who are not potentially excess to express interest in a vr, where this would
permit the redeployment of employees who are potentially excess.
declaration of excess
271. where an employee has been notified that they are potentially excess and the employee or
their nominated representative has declined to participate in a discussion referred to in clause
37
|
| NEMA non-SES Employment Determination 2022.txt | 2437 | long service leave | leave and long service leave credits;
•
details regarding superannuation entitlements;
•
likely taxation rules applying to the various payments;
•
the length of notice the employee is entitled to; and
•
availability of career advisory services.
38
280. the agency will reimburse an employee considering a vr up to $500 (plus gst) for financial
advice obtained from a registered financial adviser prior to making a decision to formally
accept the offer of a vr.
period of notice
281. upon receipt of the acceptance of an offer of vr, the agency head will issue the employee
with a notice of termination under section 29 of the public service act 1999.
282. the employee will be provided with four (4) weeks’ notice (five (5) weeks for an employee
over 45 years of age with at least five (5) years of continuous service) prior to the termination
of their employment. the notice period will commence on the day after the employee is issued
with a notice of termination under section 29 of the public service act 1999.
283. where an employee requests and the agency head agrees or where the agency head directs |
| NEMA non-SES Employment Determination 2022.txt | 2505 | long service leave | government service’ as defined in section 10 of the long service leave
(commonwealth employees) act 1976;
•
service with the commonwealth (other than service with a joint commonwealthstate body corporate in which the commonwealth does not have a controlling
interest) which is recognised for long service leave purposes;
•
service with the australian defence forces;
39
•
aps service immediately preceding deemed resignation under the repealed section
49 of the repealed public service act 1922 if the service has not previously been
recognised for severance pay purposes; and
•
service in another organisation where the employee was moved from the aps to
give effect to an administrative re-arrangement; or an employee of that
organisation is engaged as an aps employee as a result of an administrative rearrangement, and such service is recognised for long service leave purposes.
288. for earlier periods of service to count as severance pay, there must be no breaks between
periods of service, except where:
•
the break in service is less than 1 month and occurs where an offer of employment |
| NEMA non-SES Employment Determination 2022.txt | 2511 | long service leave | interest) which is recognised for long service leave purposes;
•
service with the australian defence forces;
39
•
aps service immediately preceding deemed resignation under the repealed section
49 of the repealed public service act 1922 if the service has not previously been
recognised for severance pay purposes; and
•
service in another organisation where the employee was moved from the aps to
give effect to an administrative re-arrangement; or an employee of that
organisation is engaged as an aps employee as a result of an administrative rearrangement, and such service is recognised for long service leave purposes.
288. for earlier periods of service to count as severance pay, there must be no breaks between
periods of service, except where:
•
the break in service is less than 1 month and occurs where an offer of employment
with the new employer was made and accepted by the employee before ceasing
employment with the preceding employer; or
•
the earlier period of service was with the aps and ceased because the employee |
| NEMA non-SES Employment Determination 2022.txt | 2528 | long service leave | organisation is engaged as an aps employee as a result of an administrative rearrangement, and such service is recognised for long service leave purposes.
288. for earlier periods of service to count as severance pay, there must be no breaks between
periods of service, except where:
•
the break in service is less than 1 month and occurs where an offer of employment
with the new employer was made and accepted by the employee before ceasing
employment with the preceding employer; or
•
the earlier period of service was with the aps and ceased because the employee
was deemed to have resigned from the aps on marriage under the repealed section
49 of the public service act 1922.
severance benefit – rate of payment
289. salary for severance pay purposes will include:
•
the employee’s substantive salary adjusted on a pro-rata basis for periods of parttime service;
•
higher duties allowance for performance of duties at a higher classification level
where the employee has been performing duties and continues to perform duties at
the higher classification level for a continuous period of at least 12 months
immediately prior to the date on which the employee was given notice of termination
of employment;
|
| NEMA non-SES Employment Determination 2022.txt | 2653 | overtime | overtime
payable during long service
leave
payable during annual
leave
payable during other paid
leave
reduced during periods of
half pay leave (if payable
during leave) or part time
included in salary for
calculation of redundancy
payment1
included in salary for
payment in lieu of
termination notice1
included in salary for
payment in lieu of annual
leave1
included in salary for
payment in lieu for of long
service leave1 |
| NEMA non-SES Employment Determination 2022.txt | 2767 | long service leave | 4allowance is only payable during periods of long service leave where the employee remains in the
locality.
5corporate responsibility allowance will count as salary for superannuation immediately for first aid
officers.
6payment based on working hours.
42
attachment c – leave types to count as service (tcas) status
leave type
counts as service
for long service
leave7
counts as service
for redundancy
(severance pay)
purpose
counts as service
for accrual of
personal or
annual leave
adoption leave |
| NEMA non-SES Employment Determination 2022.txt | 2904 | long service leave | long service leave
yes
yes
yes
long service leave
at half pay
yes
yes
yes
maternity leave with
pay
yes1
yes1
yes1
maternity leave at
half pay
yes1 |
| NEMA non-SES Employment Determination 2022.txt | 2912 | long service leave | long service leave
at half pay
yes
yes
yes
maternity leave with
pay
yes1
yes1
yes1
maternity leave at
half pay
yes1
yes1
yes1
43
maternity leave |
| NEMA non-SES Employment Determination 2022.txt | 2921 | maternity leave | maternity leave with
pay
yes1
yes1
yes1
maternity leave at
half pay
yes1
yes1
yes1
43
maternity leave
without pay
where determined
by the agency
head7
no5
no5 |
| NEMA non-SES Employment Determination 2022.txt | 2930 | maternity leave | maternity leave at
half pay
yes1
yes1
yes1
43
maternity leave
without pay
where determined
by the agency
head7
no5
no5
miscellaneous leave
with pay
yes4
yes4
yes4 |
| NEMA non-SES Employment Determination 2022.txt | 2941 | maternity leave | maternity leave
without pay
where determined
by the agency
head7
no5
no5
miscellaneous leave
with pay
yes4
yes4
yes4
miscellaneous leave
without pay
where determined
by the agency
head7
no 2 3
no 2 3 |
| NEMA non-SES Employment Determination 2022.txt | 3009 | parental leave | parental leave
without pay
where determined
by the agency
head7
no
no
supporting partners
leave
yes
yes
yes
unauthorised
absence
no
no
no
1 accrual for the first 14 weeks only. |
| NEMA non-SES Employment Determination 2022.txt | 3046 | maternity leave | 5. where an employee is ineligible for paid maternity leave the first 14 weeks of their unpaid
leave will count as service for all purposes.
6. unpaid defence reserve leave for the purposes of cfts does not count as service for the
purposes of accruing annual leave.
7. for periods of unpaid leave (other than for absences on account of illness or in respect of
defence service), the agency head must make a specific determination that the period of
unpaid leave counts for service for long service leave purposes either at the time of
approving the period of leave or at a later time.
44
attachment d – key terms
aps
australian public service.
base salary
the rate of pay payable to the employee for
their ordinary hours of work, but not including
any of the following:
•
incentive-based
bonuses;
|
| NEMA non-SES Employment Determination 2022.txt | 3056 | long service leave | unpaid leave counts for service for long service leave purposes either at the time of
approving the period of leave or at a later time.
44
attachment d – key terms
aps
australian public service.
base salary
the rate of pay payable to the employee for
their ordinary hours of work, but not including
any of the following:
•
incentive-based
bonuses;
payments
•
loadings;
•
monetary allowances;
|
| NEMA non-SES Employment Determination 2022.txt | 3088 | overtime | overtime or penalty rates; and
•
any
other
amounts.
separately
and
identifiable
classification rules
public service classification rules 2000.
compressed hours
where an employee works a varied work
pattern that includes some or all of the
employee’s standard daily hours being in excess
of 7 hours 36 minutes (within their agreed
bandwidth) to enable the employee to work
reduced hours on other days.
cultural leave
to enable aboriginal and torres strait islander |
| NEMA non-SES Employment Determination 2022.txt | 3112 | bandwidth | bandwidth) to enable the employee to work
reduced hours on other days.
cultural leave
to enable aboriginal and torres strait islander
employees to meet their cultural and
ceremonial obligations including participation in
cultural activities.
de facto partner
the de facto partner of an employee means:
dependant
•
a person who, although not legally
married to the employee, lives with the
employee in a relationship as a couple
on a genuine domestic basis (whether
the employee and the person are of the
same sex or different sexes); and
•
includes a former de facto partner of
the employee.
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 80 | salary advancement | salary rates and salary advancement
individual flexibility arrangements
payment of salary
method of payment
salary packaging
salary on engagement, promotion, or assignment to a higher level
salary maintenance
salary on reduction to duties with a lower classification
rate of salary - regular part-time employment
rate of salary – casual loading
supported salary rates
superannuation
junior rates of pay
part d
allowances and travel expenses
first aid allowance
2 of 35
6
6
6
6
6
6
6
8
8
8 |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 84 | salary packaging | salary packaging
salary on engagement, promotion, or assignment to a higher level
salary maintenance
salary on reduction to duties with a lower classification
rate of salary - regular part-time employment
rate of salary – casual loading
supported salary rates
superannuation
junior rates of pay
part d
allowances and travel expenses
first aid allowance
2 of 35
6
6
6
6
6
6
6
8
8
8
9
9
9
9 |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 95 | travel | allowances and travel expenses
first aid allowance
2 of 35
6
6
6
6
6
6
6
8
8
8
9
9
9
9
9
9
10
10
10
10
10
11
11
motor vehicle allowance |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 125 | travel | official travel expenses
class of travel
loss, damage and indemnity
relocation assistance
reimbursement for glasses
fire warden allowance
call out allowance
part e
workplace health and development
extra dependant care costs
health promotion
employee assistance scheme
skills recognition and development
studies assistance
part f
performance feedback scheme and managing underperformance
performance feedback scheme (pfs)
participation
eligibility for performance bonus
managing underperformance
part g
workforce adjustment
movement to another aps agency
separation from the aps |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 126 | travel | class of travel
loss, damage and indemnity
relocation assistance
reimbursement for glasses
fire warden allowance
call out allowance
part e
workplace health and development
extra dependant care costs
health promotion
employee assistance scheme
skills recognition and development
studies assistance
part f
performance feedback scheme and managing underperformance
performance feedback scheme (pfs)
participation
eligibility for performance bonus
managing underperformance
part g
workforce adjustment
movement to another aps agency
separation from the aps
excess employees |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 214 | bandwidth | bandwidth
work outside the standard bandwidth
flextime
3 of 35
24
24
24
24
24
24
executive level staff working arrangements
regular part-time employment
job sharing
working at home
christmas closedown
flexible leave provisions
portability of accrued annual leave and sick leave entitlements
compassionate leave
annual leave
cash out
payment on separation
long service leave
purchased leave scheme
discretionary leave
personal leave
war service sick leave
community service leave
maternity and parental leave |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 215 | bandwidth | work outside the standard bandwidth
flextime
3 of 35
24
24
24
24
24
24
executive level staff working arrangements
regular part-time employment
job sharing
working at home
christmas closedown
flexible leave provisions
portability of accrued annual leave and sick leave entitlements
compassionate leave
annual leave
cash out
payment on separation
long service leave
purchased leave scheme
discretionary leave
personal leave
war service sick leave
community service leave
maternity and parental leave
supporting partner/other primary caregiver leave |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 216 | flextime | flextime
3 of 35
24
24
24
24
24
24
executive level staff working arrangements
regular part-time employment
job sharing
working at home
christmas closedown
flexible leave provisions
portability of accrued annual leave and sick leave entitlements
compassionate leave
annual leave
cash out
payment on separation
long service leave
purchased leave scheme
discretionary leave
personal leave
war service sick leave
community service leave
maternity and parental leave
supporting partner/other primary caregiver leave
leave for adf reserve and continuous full time service |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 237 | long service leave | long service leave
purchased leave scheme
discretionary leave
personal leave
war service sick leave
community service leave
maternity and parental leave
supporting partner/other primary caregiver leave
leave for adf reserve and continuous full time service
public holidays
part j
appendices
appendix 1
appendix 2
appendix 3
appendix 4
4 of 35
commission salary rates
commission salary bonus rates
junior rates of pay
supported salary rates
25
25
25
25 |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 243 | parental leave | maternity and parental leave
supporting partner/other primary caregiver leave
leave for adf reserve and continuous full time service
public holidays
part j
appendices
appendix 1
appendix 2
appendix 3
appendix 4
4 of 35
commission salary rates
commission salary bonus rates
junior rates of pay
supported salary rates
25
25
25
25
26
26
26
26
26
26 |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 392 | salary advancement | salary rates and salary advancement
c1 salary ranges and pay points to apply under this agreement are set out in appendix 1. for each
classification there is to be a:
c2
i)
starting salary;
ii)
standard salary (eligible after one year subject to performance feedback scheme (pfs)
assessment of at least “meets requirements”); and
iii)
high salary (recipients to be determined by the secretary based on the employee’s
contribution, the employee’s experience or the need to retain particular skills).
the standard and high salaries will consist of:
i)
base salary;
ii)
performance bonus (subject to performance of “meets requirements” or better); and
iii) |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 500 | salary packaging | salary packaging
c11 access to salary packaging as varied from time to time will be available to all employees covered by
this agreement. further information can be found in the cgc salary packaging guidelines.
c12 where employees take up the option of salary packaging on a “salary sacrifice” basis, the
employee’s salary for purposes of superannuation, severance and termination payments (and any
other purpose) will be determined as if the salary sacrifice arrangement had not been entered into.
salary on engagement, promotion, or assignment to a higher level
c13 where an employee is engaged (either on an ongoing or a non-ongoing basis) or is promoted within
or to the commission, salary will be payable at the starting salary of the commission salary range
applicable to the classification of the employee, unless the secretary authorises payment of salary
above the starting salary range, having regard to:
i)
the experience, qualifications and skills of the employee;
ii)
work level standards; and
iii)
the nature of the duties which are to be assigned to the employee.
salary maintenance
c14 at the discretion of the secretary, an employee moving to the commission whose salary at the
previous agency (current salary) exceeds the current maximum of the relevant classification in this
agreement, can maintain their current salary until normal pay increases restore parity to the standard
cgc salary.
c15 where an employee’s salary is maintained under this provision, salary increases set out in this
agreement will not apply until the relevant rate of pay in appendix 1 equals or exceeds the |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 501 | salary packaging | c11 access to salary packaging as varied from time to time will be available to all employees covered by
this agreement. further information can be found in the cgc salary packaging guidelines.
c12 where employees take up the option of salary packaging on a “salary sacrifice” basis, the
employee’s salary for purposes of superannuation, severance and termination payments (and any
other purpose) will be determined as if the salary sacrifice arrangement had not been entered into.
salary on engagement, promotion, or assignment to a higher level
c13 where an employee is engaged (either on an ongoing or a non-ongoing basis) or is promoted within
or to the commission, salary will be payable at the starting salary of the commission salary range
applicable to the classification of the employee, unless the secretary authorises payment of salary
above the starting salary range, having regard to:
i)
the experience, qualifications and skills of the employee;
ii)
work level standards; and
iii)
the nature of the duties which are to be assigned to the employee.
salary maintenance
c14 at the discretion of the secretary, an employee moving to the commission whose salary at the
previous agency (current salary) exceeds the current maximum of the relevant classification in this
agreement, can maintain their current salary until normal pay increases restore parity to the standard
cgc salary.
c15 where an employee’s salary is maintained under this provision, salary increases set out in this
agreement will not apply until the relevant rate of pay in appendix 1 equals or exceeds the
employee’s maintained salary level. |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 502 | salary packaging | this agreement. further information can be found in the cgc salary packaging guidelines.
c12 where employees take up the option of salary packaging on a “salary sacrifice” basis, the
employee’s salary for purposes of superannuation, severance and termination payments (and any
other purpose) will be determined as if the salary sacrifice arrangement had not been entered into.
salary on engagement, promotion, or assignment to a higher level
c13 where an employee is engaged (either on an ongoing or a non-ongoing basis) or is promoted within
or to the commission, salary will be payable at the starting salary of the commission salary range
applicable to the classification of the employee, unless the secretary authorises payment of salary
above the starting salary range, having regard to:
i)
the experience, qualifications and skills of the employee;
ii)
work level standards; and
iii)
the nature of the duties which are to be assigned to the employee.
salary maintenance
c14 at the discretion of the secretary, an employee moving to the commission whose salary at the
previous agency (current salary) exceeds the current maximum of the relevant classification in this
agreement, can maintain their current salary until normal pay increases restore parity to the standard
cgc salary.
c15 where an employee’s salary is maintained under this provision, salary increases set out in this
agreement will not apply until the relevant rate of pay in appendix 1 equals or exceeds the
employee’s maintained salary level.
salary on reduction to duties with a lower classification |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 503 | salary packaging | c12 where employees take up the option of salary packaging on a “salary sacrifice” basis, the
employee’s salary for purposes of superannuation, severance and termination payments (and any
other purpose) will be determined as if the salary sacrifice arrangement had not been entered into.
salary on engagement, promotion, or assignment to a higher level
c13 where an employee is engaged (either on an ongoing or a non-ongoing basis) or is promoted within
or to the commission, salary will be payable at the starting salary of the commission salary range
applicable to the classification of the employee, unless the secretary authorises payment of salary
above the starting salary range, having regard to:
i)
the experience, qualifications and skills of the employee;
ii)
work level standards; and
iii)
the nature of the duties which are to be assigned to the employee.
salary maintenance
c14 at the discretion of the secretary, an employee moving to the commission whose salary at the
previous agency (current salary) exceeds the current maximum of the relevant classification in this
agreement, can maintain their current salary until normal pay increases restore parity to the standard
cgc salary.
c15 where an employee’s salary is maintained under this provision, salary increases set out in this
agreement will not apply until the relevant rate of pay in appendix 1 equals or exceeds the
employee’s maintained salary level.
salary on reduction to duties with a lower classification
c16 where the classification of an employee is reduced, on either a temporary or ongoing basis in |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 565 | long service leave | form of leave except long service leave under this agreement nor any payment in relation to public
holidays or christmas close-down, in which the employee is not rostered to work.
supported salary rates
c21 supported wage rates as set out in appendix 4 shall apply to an employee with a disability who is
eligible for consideration under the supported wage system.
superannuation
c22 the commission will make compulsory contributions as required by the applicable legislation and
fund requirements.
c23 where an employee has chosen an accumulation fund other than the pss accumulation plan
(pssap), the employer contribution will be the same as that required for employees who are
members of the pssap (currently 15.4% of fortnightly contribution salary).
c24 employer superannuation contributions will not be paid during periods of unpaid leave that do not
count as service, unless otherwise required by law.
c25 the secretary may choose to limit superannuation choice to complying superannuation funds that
allow employee and/or employer contributions to be paid through fortnightly electronic funds
transfer.
junior rates of pay
c26 junior rates of pay as a percentage of the aps level 1 equivalent adult rate will apply as set out in
appendix 3.
c27 for an employee under 21 years of age employed in a classification of aps level 1, whose rate of
salary is prescribed according to age (i.e. junior rates), salary progression occurs automatically on the
employee’s birthday.
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part d
allowances and travel expenses
first aid allowance |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 592 | travel | allowances and travel expenses
first aid allowance
d1 an employee who possesses a current first aid certificate and who is designated by the secretary to
undertake first aid responsibilities within the commission will be paid an allowance of
$30 per fortnight. the first aid allowance is subject to income tax and will count as salary for all
purposes. where an employee is absent from the workplace for a period greater than six weeks, the
allowance will not be paid during that period unless otherwise required by law.
motor vehicle allowance
d2 where the secretary considers that it will result in greater efficiency or involve less expense, the
secretary may authorise an employee, who has agreed to do so, to use a private car owned or hired
by the employee at their own expense and risk for official purposes. an employee is entitled to be
reimbursed an amount equal to the relevant airfare or mileage allowance, whichever is the lesser.
the allowance payable will be as advised by the australian tax office from time to time.
official travel expenses
d3 the secretary or their delegates will approve travel expenses for staff travelling on official business.
further information can be found in the cgc travel policy.
class of travel
d4 employees are entitled to economy class when required to travel on official business within
australia.
loss, damage and indemnity
d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal
effects which occurred in the course of the employee’s work. this reimbursement is not subject to
tax instalment deductions.
relocation assistance
d6 the secretary may determine the extent of any financial assistance for relocation from one locality to
another upon:
d7
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 606 | travel | official travel expenses
d3 the secretary or their delegates will approve travel expenses for staff travelling on official business.
further information can be found in the cgc travel policy.
class of travel
d4 employees are entitled to economy class when required to travel on official business within
australia.
loss, damage and indemnity
d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal
effects which occurred in the course of the employee’s work. this reimbursement is not subject to
tax instalment deductions.
relocation assistance
d6 the secretary may determine the extent of any financial assistance for relocation from one locality to
another upon:
d7
i)
engagement as an ongoing employee;
ii)
promotion or movement on an ongoing basis to the commission; or
iii)
temporary assignment which exceeds or is expected to exceed 12 months (or in some
circumstances, a shorter period where the secretary considers it appropriate).
where an employee who received financial assistance to relocate to canberra, leaves the |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 607 | travel | d3 the secretary or their delegates will approve travel expenses for staff travelling on official business.
further information can be found in the cgc travel policy.
class of travel
d4 employees are entitled to economy class when required to travel on official business within
australia.
loss, damage and indemnity
d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal
effects which occurred in the course of the employee’s work. this reimbursement is not subject to
tax instalment deductions.
relocation assistance
d6 the secretary may determine the extent of any financial assistance for relocation from one locality to
another upon:
d7
i)
engagement as an ongoing employee;
ii)
promotion or movement on an ongoing basis to the commission; or
iii)
temporary assignment which exceeds or is expected to exceed 12 months (or in some
circumstances, a shorter period where the secretary considers it appropriate).
where an employee who received financial assistance to relocate to canberra, leaves the
employment of the commission during the first 12 months of employment, the employee will re-pay |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 608 | travel | further information can be found in the cgc travel policy.
class of travel
d4 employees are entitled to economy class when required to travel on official business within
australia.
loss, damage and indemnity
d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal
effects which occurred in the course of the employee’s work. this reimbursement is not subject to
tax instalment deductions.
relocation assistance
d6 the secretary may determine the extent of any financial assistance for relocation from one locality to
another upon:
d7
i)
engagement as an ongoing employee;
ii)
promotion or movement on an ongoing basis to the commission; or
iii)
temporary assignment which exceeds or is expected to exceed 12 months (or in some
circumstances, a shorter period where the secretary considers it appropriate).
where an employee who received financial assistance to relocate to canberra, leaves the
employment of the commission during the first 12 months of employment, the employee will re-pay
the relocation assistance, unless the secretary agrees to waive this requirement due to extenuating |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 609 | travel | class of travel
d4 employees are entitled to economy class when required to travel on official business within
australia.
loss, damage and indemnity
d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal
effects which occurred in the course of the employee’s work. this reimbursement is not subject to
tax instalment deductions.
relocation assistance
d6 the secretary may determine the extent of any financial assistance for relocation from one locality to
another upon:
d7
i)
engagement as an ongoing employee;
ii)
promotion or movement on an ongoing basis to the commission; or
iii)
temporary assignment which exceeds or is expected to exceed 12 months (or in some
circumstances, a shorter period where the secretary considers it appropriate).
where an employee who received financial assistance to relocate to canberra, leaves the
employment of the commission during the first 12 months of employment, the employee will re-pay
the relocation assistance, unless the secretary agrees to waive this requirement due to extenuating
circumstances. |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 610 | travel | d4 employees are entitled to economy class when required to travel on official business within
australia.
loss, damage and indemnity
d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal
effects which occurred in the course of the employee’s work. this reimbursement is not subject to
tax instalment deductions.
relocation assistance
d6 the secretary may determine the extent of any financial assistance for relocation from one locality to
another upon:
d7
i)
engagement as an ongoing employee;
ii)
promotion or movement on an ongoing basis to the commission; or
iii)
temporary assignment which exceeds or is expected to exceed 12 months (or in some
circumstances, a shorter period where the secretary considers it appropriate).
where an employee who received financial assistance to relocate to canberra, leaves the
employment of the commission during the first 12 months of employment, the employee will re-pay
the relocation assistance, unless the secretary agrees to waive this requirement due to extenuating
circumstances.
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 685 | travel | required to travel away from their normal work location for business purposes; or
ii)
directed to work additional hours or to attend a conference or learning and development course
outside the standard bandwidth as defined in i8, or outside the employee’s regular agreed
hours of work.
health promotion
e2 the commission may provide funding for annual healthy lifestyle programs such as influenza
vaccinations.
employee assistance scheme
e3 the commission will provide access to a confidential, professional counselling service at no cost to
employees and their families to help resolve both personal and work-related problems.
skills recognition and development
e4 the commission will identify learning and development needs of employees annually through the
performance feedback process. progress against individual learning and development agreements
will be included in performance feedback discussions.
e5
subject to the secretary’s approval, professional development needs and professional association
membership, where these relate to a qualification required to perform an employee’s duties, may be
funded by the commission.
studies assistance
e6 assistance may be provided to an employee to undertake formal courses of study at tertiary and
higher education institutions and other vocational education courses, where the study is agreed as
part of an employee’s individual learning and development agreement. the commission’s priority is
for its employees to undertake formal study in fields which link to the achievement of its corporate
goals or which meet their professional development needs. |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 690 | bandwidth | outside the standard bandwidth as defined in i8, or outside the employee’s regular agreed
hours of work.
health promotion
e2 the commission may provide funding for annual healthy lifestyle programs such as influenza
vaccinations.
employee assistance scheme
e3 the commission will provide access to a confidential, professional counselling service at no cost to
employees and their families to help resolve both personal and work-related problems.
skills recognition and development
e4 the commission will identify learning and development needs of employees annually through the
performance feedback process. progress against individual learning and development agreements
will be included in performance feedback discussions.
e5
subject to the secretary’s approval, professional development needs and professional association
membership, where these relate to a qualification required to perform an employee’s duties, may be
funded by the commission.
studies assistance
e6 assistance may be provided to an employee to undertake formal courses of study at tertiary and
higher education institutions and other vocational education courses, where the study is agreed as
part of an employee’s individual learning and development agreement. the commission’s priority is
for its employees to undertake formal study in fields which link to the achievement of its corporate
goals or which meet their professional development needs.
e7
13 of 35
the secretary may approve the grant of assistance to an employee in the form of financial assistance |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 705 | professional development | subject to the secretary’s approval, professional development needs and professional association
membership, where these relate to a qualification required to perform an employee’s duties, may be
funded by the commission.
studies assistance
e6 assistance may be provided to an employee to undertake formal courses of study at tertiary and
higher education institutions and other vocational education courses, where the study is agreed as
part of an employee’s individual learning and development agreement. the commission’s priority is
for its employees to undertake formal study in fields which link to the achievement of its corporate
goals or which meet their professional development needs.
e7
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the secretary may approve the grant of assistance to an employee in the form of financial assistance
and/or study leave. employees are to refer to the study assistance policy for further information.
part f
performance feedback scheme and
managing underperformance
performance feedback scheme (pfs)
f1
the commission’s performance feedback scheme policy contains details of the scheme and
processes. managers will ensure that employees are fully conversant with the pfs.
f2
the purpose of the performance feedback scheme is to:
i)
help employees identify their strengths and weaknesses, and assist them in developing their |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 714 | professional development | goals or which meet their professional development needs.
e7
13 of 35
the secretary may approve the grant of assistance to an employee in the form of financial assistance
and/or study leave. employees are to refer to the study assistance policy for further information.
part f
performance feedback scheme and
managing underperformance
performance feedback scheme (pfs)
f1
the commission’s performance feedback scheme policy contains details of the scheme and
processes. managers will ensure that employees are fully conversant with the pfs.
f2
the purpose of the performance feedback scheme is to:
i)
help employees identify their strengths and weaknesses, and assist them in developing their
skills for furthering their careers; and
ii)
help the cgc achieve its objectives by:
(1)
improving communication between employees and their managers about work
expectations and performance; |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 720 | study assistance | and/or study leave. employees are to refer to the study assistance policy for further information.
part f
performance feedback scheme and
managing underperformance
performance feedback scheme (pfs)
f1
the commission’s performance feedback scheme policy contains details of the scheme and
processes. managers will ensure that employees are fully conversant with the pfs.
f2
the purpose of the performance feedback scheme is to:
i)
help employees identify their strengths and weaknesses, and assist them in developing their
skills for furthering their careers; and
ii)
help the cgc achieve its objectives by:
(1)
improving communication between employees and their managers about work
expectations and performance;
(2)
setting out individual responsibilities and the standard of performance expected;
(3) |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 720 | study leave | and/or study leave. employees are to refer to the study assistance policy for further information.
part f
performance feedback scheme and
managing underperformance
performance feedback scheme (pfs)
f1
the commission’s performance feedback scheme policy contains details of the scheme and
processes. managers will ensure that employees are fully conversant with the pfs.
f2
the purpose of the performance feedback scheme is to:
i)
help employees identify their strengths and weaknesses, and assist them in developing their
skills for furthering their careers; and
ii)
help the cgc achieve its objectives by:
(1)
improving communication between employees and their managers about work
expectations and performance;
(2)
setting out individual responsibilities and the standard of performance expected;
(3) |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 948 | travel | g15 an excess employee will be given assistance in meeting reasonable travel and incidental expenses
incurred in seeking alternative employment (where such expenses are not met by the prospective
employer) and will be given reasonable time off work to attend job interviews.
period of notice
g16 where the excess employee accepts voluntary retrenchment, the secretary may retrench the
employee by giving the required notice of termination under section 29 of the public service act on
the grounds that the employee is excess to the requirements of the agency. the period of notice will
be four weeks (or five weeks for an employee 45 years of age and over).
g17 where an employee's employment is terminated at the beginning of, or within, the notice period, the
employee will receive payment in lieu of notice as set out in the fair work act for the unexpired
portion of the notice period.
severance benefit
g18 an employee whose employment is terminated under section 29 of the public service act on the
grounds that the employee is excess to the requirements of the agency following their agreement to
be voluntarily retrenched is entitled to be paid a severance benefit.
g19 an employee who accepts voluntary retrenchment is entitled to be paid a sum equal to two weeks
salary for each completed year of continuous service plus a pro rata payment for completed months
of service since the last completed year of service subject to any minimum amount the employee is
entitled to under the national employment standards (nes).
g20 the minimum sum payable will be four weeks’ salary and the maximum will be 48 weeks’ salary.
g21 the severance benefit will be calculated on a pro rata basis for any period where an employee has
worked part-time hours during their period of service and the employee has less than 24 years
full-time service.
g22 service for severance pay purposes means:
i)
17 of 35
service in the commission;
ii) |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 979 | long service leave | government service as defined in section 10 of the long service leave (commonwealth
employees) act 1976;
iii)
service with a commonwealth body (other than service with a joint commonwealth-state
body corporate) in which the commonwealth has a controlling interest which is recognised for
long service leave purposes;
iv)
service with the australian defence forces;
v)
aps service immediately preceding deemed resignation under repealed section 49 of the
public service act 1922, if the service has not previously been recognised for severance pay
purposes; and
vi)
service in another organisation where:
(1)
an employee moved from the aps to that organisation with a transfer of function; or
(2)
an employee engaged by that organisation on work within a function is engaged in the
aps as a result of the transfer of that function to the aps; and |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 986 | long service leave | long service leave purposes;
iv)
service with the australian defence forces;
v)
aps service immediately preceding deemed resignation under repealed section 49 of the
public service act 1922, if the service has not previously been recognised for severance pay
purposes; and
vi)
service in another organisation where:
(1)
an employee moved from the aps to that organisation with a transfer of function; or
(2)
an employee engaged by that organisation on work within a function is engaged in the
aps as a result of the transfer of that function to the aps; and
(3)
such service is recognised for long service leave purposes.
g23 for earlier periods of service to count there must be no breaks between the periods of service, except
where: |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1012 | long service leave | such service is recognised for long service leave purposes.
g23 for earlier periods of service to count there must be no breaks between the periods of service, except
where:
i)
the break in service is less than one month and occurs where an offer of employment with the
new employer was made and accepted by the employee before ceasing employment with the
preceding employer; or
ii)
the earlier period of service was with the aps and ceased because the employee was deemed
to have resigned from the aps on marriage under repealed section 49 of the public service
act 1922.
g24 periods of service that will not count as service for redundancy pay purposes are periods of service
that ceased by way of:
i)
termination under section 29 of the public service act 1999;
ii)
prior to the commencement of the public service act 1999, by way of redundancy; forfeiture
of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications;
dismissal or termination of probationary appointment for reasons of unsatisfactory service;
iii)
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1049 | long service leave | g25 absences from duty which do not count as service for long service leave purposes will not count
for severance pay purposes.
rate of payment
g26 for the purpose of calculating any payment under clause g20, salary will include:
18 of 35
i)
the employee’s salary at their substantive work value level; or
ii)
the salary of the higher work value level, where the employee has been working at the higher
level for a continuous period of at least 12 months immediately preceding the date on which
the employee is given notice of retrenchment; and
iii)
other allowances in the nature of salary which are paid during periods of annual leave and on a
regular basis, excluding allowances which are a reimbursement for expenses incurred, or a
payment for disabilities associated with the performance of duty.
accelerated separation option and additional payment
g27 where the secretary invites an excess employee to accept voluntary retrenchment, the secretary may
also invite the excess employee to accept an accelerated separation option. this option provides, in
addition to the severance benefit, a payment of a maximum of four weeks’ salary in lieu of the
consideration period referred to in clause g10 where the excess employee agrees to termination of
employment and the employment is so terminated within 14 days of receiving an offer of voluntary
retrenchment. any payment to which the employee is entitled will be equal to the balance of the four |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1444 | flextime | where management decide an individual employee will work standard hours, that is flextime no
longer applies, the employee will revert to working 7 hours 30 minutes per day between the hours of
8:30am and 5:00pm.
i7
where an employee is absent from duty without approval for more than 28 calendar days, the
employee will be considered to have abandoned their employment unless they can prove to the
satisfaction of the secretary that the absence was, in all the circumstances, reasonable. the
abandonment will be effective from commencement of the absence. action will be taken to terminate
the employment under the provisions of the public service act.
bandwidth 2
i8
the standard bandwidth is between the hours of 7:00am and 7:00pm, monday to friday.
work outside the standard bandwidth
i9
if operational requirements necessitate, an employee may be directed to work reasonable additional
hours.
i10
where an employee is directed to work additional hours under this clause, he or she will be entitled
to an eight hour break, plus reasonable travelling time, before being required to recommence duty.
flextime
i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement.
further information can be found in the cgc flextime policy.
i12
1 |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1456 | bandwidth | bandwidth 2
i8
the standard bandwidth is between the hours of 7:00am and 7:00pm, monday to friday.
work outside the standard bandwidth
i9
if operational requirements necessitate, an employee may be directed to work reasonable additional
hours.
i10
where an employee is directed to work additional hours under this clause, he or she will be entitled
to an eight hour break, plus reasonable travelling time, before being required to recommence duty.
flextime
i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement.
further information can be found in the cgc flextime policy.
i12
1
2
employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is
37.5 hours.
this clause does not apply to employees travelling.
see part d for eligibility for allowances payable where an employee is directed to work outside the standard
bandwidth.
24 of 35
i13 |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1458 | bandwidth | the standard bandwidth is between the hours of 7:00am and 7:00pm, monday to friday.
work outside the standard bandwidth
i9
if operational requirements necessitate, an employee may be directed to work reasonable additional
hours.
i10
where an employee is directed to work additional hours under this clause, he or she will be entitled
to an eight hour break, plus reasonable travelling time, before being required to recommence duty.
flextime
i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement.
further information can be found in the cgc flextime policy.
i12
1
2
employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is
37.5 hours.
this clause does not apply to employees travelling.
see part d for eligibility for allowances payable where an employee is directed to work outside the standard
bandwidth.
24 of 35
i13
on termination of employment with, or on transfer or other permanent departure from cgc, an |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1459 | bandwidth | work outside the standard bandwidth
i9
if operational requirements necessitate, an employee may be directed to work reasonable additional
hours.
i10
where an employee is directed to work additional hours under this clause, he or she will be entitled
to an eight hour break, plus reasonable travelling time, before being required to recommence duty.
flextime
i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement.
further information can be found in the cgc flextime policy.
i12
1
2
employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is
37.5 hours.
this clause does not apply to employees travelling.
see part d for eligibility for allowances payable where an employee is directed to work outside the standard
bandwidth.
24 of 35
i13
on termination of employment with, or on transfer or other permanent departure from cgc, an
employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1466 | travel | to an eight hour break, plus reasonable travelling time, before being required to recommence duty.
flextime
i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement.
further information can be found in the cgc flextime policy.
i12
1
2
employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is
37.5 hours.
this clause does not apply to employees travelling.
see part d for eligibility for allowances payable where an employee is directed to work outside the standard
bandwidth.
24 of 35
i13
on termination of employment with, or on transfer or other permanent departure from cgc, an
employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to
departure may be paid in their final pay. any flextime debt may be recovered in accordance with the
accountable authority instructions.
executive level staff working arrangements
i14 flexible working arrangements for executive level employees, including time off, may be provided
where appropriate. further information can be found in the cgc toil policy.
regular part-time employment |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1468 | flextime | flextime
i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement.
further information can be found in the cgc flextime policy.
i12
1
2
employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is
37.5 hours.
this clause does not apply to employees travelling.
see part d for eligibility for allowances payable where an employee is directed to work outside the standard
bandwidth.
24 of 35
i13
on termination of employment with, or on transfer or other permanent departure from cgc, an
employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to
departure may be paid in their final pay. any flextime debt may be recovered in accordance with the
accountable authority instructions.
executive level staff working arrangements
i14 flexible working arrangements for executive level employees, including time off, may be provided
where appropriate. further information can be found in the cgc toil policy.
regular part-time employment
i15 part-time working arrangements may be provided to balance between the demands of work and other
responsibilities. |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1469 | flextime | i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement.
further information can be found in the cgc flextime policy.
i12
1
2
employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is
37.5 hours.
this clause does not apply to employees travelling.
see part d for eligibility for allowances payable where an employee is directed to work outside the standard
bandwidth.
24 of 35
i13
on termination of employment with, or on transfer or other permanent departure from cgc, an
employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to
departure may be paid in their final pay. any flextime debt may be recovered in accordance with the
accountable authority instructions.
executive level staff working arrangements
i14 flexible working arrangements for executive level employees, including time off, may be provided
where appropriate. further information can be found in the cgc toil policy.
regular part-time employment
i15 part-time working arrangements may be provided to balance between the demands of work and other
responsibilities.
i16 |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1470 | flextime | further information can be found in the cgc flextime policy.
i12
1
2
employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is
37.5 hours.
this clause does not apply to employees travelling.
see part d for eligibility for allowances payable where an employee is directed to work outside the standard
bandwidth.
24 of 35
i13
on termination of employment with, or on transfer or other permanent departure from cgc, an
employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to
departure may be paid in their final pay. any flextime debt may be recovered in accordance with the
accountable authority instructions.
executive level staff working arrangements
i14 flexible working arrangements for executive level employees, including time off, may be provided
where appropriate. further information can be found in the cgc toil policy.
regular part-time employment
i15 part-time working arrangements may be provided to balance between the demands of work and other
responsibilities.
i16
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1476 | flextime | employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is
37.5 hours.
this clause does not apply to employees travelling.
see part d for eligibility for allowances payable where an employee is directed to work outside the standard
bandwidth.
24 of 35
i13
on termination of employment with, or on transfer or other permanent departure from cgc, an
employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to
departure may be paid in their final pay. any flextime debt may be recovered in accordance with the
accountable authority instructions.
executive level staff working arrangements
i14 flexible working arrangements for executive level employees, including time off, may be provided
where appropriate. further information can be found in the cgc toil policy.
regular part-time employment
i15 part-time working arrangements may be provided to balance between the demands of work and other
responsibilities.
i16
a part-time employee is one who works a regular number of hours and whose hours of work are less
than 150 hours over the four week settlement period. the secretary will agree with the employee the
number of days and number of hours to be worked, under the four-week settlement period. however,
a minimum of three hours are to be worked consecutively on any day.
i17 |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1479 | travel | this clause does not apply to employees travelling.
see part d for eligibility for allowances payable where an employee is directed to work outside the standard
bandwidth.
24 of 35
i13
on termination of employment with, or on transfer or other permanent departure from cgc, an
employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to
departure may be paid in their final pay. any flextime debt may be recovered in accordance with the
accountable authority instructions.
executive level staff working arrangements
i14 flexible working arrangements for executive level employees, including time off, may be provided
where appropriate. further information can be found in the cgc toil policy.
regular part-time employment
i15 part-time working arrangements may be provided to balance between the demands of work and other
responsibilities.
i16
a part-time employee is one who works a regular number of hours and whose hours of work are less
than 150 hours over the four week settlement period. the secretary will agree with the employee the
number of days and number of hours to be worked, under the four-week settlement period. however,
a minimum of three hours are to be worked consecutively on any day.
i17
the secretary may initiate the introduction, extension or reversion of part-time employment.
employees will not be required to convert from full-time to part-time hours or from part-time to |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1481 | bandwidth | bandwidth.
24 of 35
i13
on termination of employment with, or on transfer or other permanent departure from cgc, an
employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to
departure may be paid in their final pay. any flextime debt may be recovered in accordance with the
accountable authority instructions.
executive level staff working arrangements
i14 flexible working arrangements for executive level employees, including time off, may be provided
where appropriate. further information can be found in the cgc toil policy.
regular part-time employment
i15 part-time working arrangements may be provided to balance between the demands of work and other
responsibilities.
i16
a part-time employee is one who works a regular number of hours and whose hours of work are less
than 150 hours over the four week settlement period. the secretary will agree with the employee the
number of days and number of hours to be worked, under the four-week settlement period. however,
a minimum of three hours are to be worked consecutively on any day.
i17
the secretary may initiate the introduction, extension or reversion of part-time employment.
employees will not be required to convert from full-time to part-time hours or from part-time to
full-time hours, without their agreement.
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1488 | flextime | employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to
departure may be paid in their final pay. any flextime debt may be recovered in accordance with the
accountable authority instructions.
executive level staff working arrangements
i14 flexible working arrangements for executive level employees, including time off, may be provided
where appropriate. further information can be found in the cgc toil policy.
regular part-time employment
i15 part-time working arrangements may be provided to balance between the demands of work and other
responsibilities.
i16
a part-time employee is one who works a regular number of hours and whose hours of work are less
than 150 hours over the four week settlement period. the secretary will agree with the employee the
number of days and number of hours to be worked, under the four-week settlement period. however,
a minimum of three hours are to be worked consecutively on any day.
i17
the secretary may initiate the introduction, extension or reversion of part-time employment.
employees will not be required to convert from full-time to part-time hours or from part-time to
full-time hours, without their agreement.
i18
the secretary will agree to reasonable requests for regular part-time work, subject to operational
requirements.
i19
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1489 | flextime | departure may be paid in their final pay. any flextime debt may be recovered in accordance with the
accountable authority instructions.
executive level staff working arrangements
i14 flexible working arrangements for executive level employees, including time off, may be provided
where appropriate. further information can be found in the cgc toil policy.
regular part-time employment
i15 part-time working arrangements may be provided to balance between the demands of work and other
responsibilities.
i16
a part-time employee is one who works a regular number of hours and whose hours of work are less
than 150 hours over the four week settlement period. the secretary will agree with the employee the
number of days and number of hours to be worked, under the four-week settlement period. however,
a minimum of three hours are to be worked consecutively on any day.
i17
the secretary may initiate the introduction, extension or reversion of part-time employment.
employees will not be required to convert from full-time to part-time hours or from part-time to
full-time hours, without their agreement.
i18
the secretary will agree to reasonable requests for regular part-time work, subject to operational
requirements.
i19
the secretary and the employee may agree that the employee return to full-time work before the end |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1624 | long service leave | retirement. long service leave credits will be paid out in accordance with the long service leave
act (commonwealth employees) 1976.
i38
payment on death of the employee may be made to dependants or the partner of the former employee
or the former employee’s legal personal representative. if a payment has not been made within
12 months of the former employee’s death, it will be paid to the legal personal representative.
long service leave
i39 the entitlement to long service leave is provided for under the long service leave
(commonwealth employees) act 1976.
i40
the minimum period for which long service leave will be granted is seven calendar days at full pay
(or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as
otherwise provided by legislation.
purchased leave scheme
i41 the secretary may approve that employees purchase additional leave each year, paid for by averaged
fortnightly salary deductions. further information is available in the cgc purchased leave policy.
discretionary leave
i42 the secretary may provide discretionary paid or unpaid leave, to count or not to count as service for
some or all purposes, with regard to an employee’s individual circumstances. further information
can be found in cgc hr guidelines about discretionary leave and leave without pay.
personal leave
i43 subject to clause i30, an employee is entitled to 18 days’ paid personal leave each calendar year,
which will be credited daily.
i44
unused personal leave will accrue from year to year. |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1632 | long service leave | long service leave
i39 the entitlement to long service leave is provided for under the long service leave
(commonwealth employees) act 1976.
i40
the minimum period for which long service leave will be granted is seven calendar days at full pay
(or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as
otherwise provided by legislation.
purchased leave scheme
i41 the secretary may approve that employees purchase additional leave each year, paid for by averaged
fortnightly salary deductions. further information is available in the cgc purchased leave policy.
discretionary leave
i42 the secretary may provide discretionary paid or unpaid leave, to count or not to count as service for
some or all purposes, with regard to an employee’s individual circumstances. further information
can be found in cgc hr guidelines about discretionary leave and leave without pay.
personal leave
i43 subject to clause i30, an employee is entitled to 18 days’ paid personal leave each calendar year,
which will be credited daily.
i44
unused personal leave will accrue from year to year.
i45
a non-ongoing employee who is engaged for a specified period will be entitled to 1.5 days’
personal leave per month of employment. leave will accrue daily.
i46
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1633 | long service leave | i39 the entitlement to long service leave is provided for under the long service leave
(commonwealth employees) act 1976.
i40
the minimum period for which long service leave will be granted is seven calendar days at full pay
(or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as
otherwise provided by legislation.
purchased leave scheme
i41 the secretary may approve that employees purchase additional leave each year, paid for by averaged
fortnightly salary deductions. further information is available in the cgc purchased leave policy.
discretionary leave
i42 the secretary may provide discretionary paid or unpaid leave, to count or not to count as service for
some or all purposes, with regard to an employee’s individual circumstances. further information
can be found in cgc hr guidelines about discretionary leave and leave without pay.
personal leave
i43 subject to clause i30, an employee is entitled to 18 days’ paid personal leave each calendar year,
which will be credited daily.
i44
unused personal leave will accrue from year to year.
i45
a non-ongoing employee who is engaged for a specified period will be entitled to 1.5 days’
personal leave per month of employment. leave will accrue daily.
i46
personal leave may be taken at full or half-pay for a specified absence, where warranted. |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1637 | long service leave | the minimum period for which long service leave will be granted is seven calendar days at full pay
(or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as
otherwise provided by legislation.
purchased leave scheme
i41 the secretary may approve that employees purchase additional leave each year, paid for by averaged
fortnightly salary deductions. further information is available in the cgc purchased leave policy.
discretionary leave
i42 the secretary may provide discretionary paid or unpaid leave, to count or not to count as service for
some or all purposes, with regard to an employee’s individual circumstances. further information
can be found in cgc hr guidelines about discretionary leave and leave without pay.
personal leave
i43 subject to clause i30, an employee is entitled to 18 days’ paid personal leave each calendar year,
which will be credited daily.
i44
unused personal leave will accrue from year to year.
i45
a non-ongoing employee who is engaged for a specified period will be entitled to 1.5 days’
personal leave per month of employment. leave will accrue daily.
i46
personal leave may be taken at full or half-pay for a specified absence, where warranted.
i47
an employee may take paid personal/carer’s leave if the leave is taken: |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1638 | long service leave | (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as
otherwise provided by legislation.
purchased leave scheme
i41 the secretary may approve that employees purchase additional leave each year, paid for by averaged
fortnightly salary deductions. further information is available in the cgc purchased leave policy.
discretionary leave
i42 the secretary may provide discretionary paid or unpaid leave, to count or not to count as service for
some or all purposes, with regard to an employee’s individual circumstances. further information
can be found in cgc hr guidelines about discretionary leave and leave without pay.
personal leave
i43 subject to clause i30, an employee is entitled to 18 days’ paid personal leave each calendar year,
which will be credited daily.
i44
unused personal leave will accrue from year to year.
i45
a non-ongoing employee who is engaged for a specified period will be entitled to 1.5 days’
personal leave per month of employment. leave will accrue daily.
i46
personal leave may be taken at full or half-pay for a specified absence, where warranted.
i47
an employee may take paid personal/carer’s leave if the leave is taken:
i) |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1690 | maternity leave | maternity leave (commonwealth employees) act 1973.
i50
an employee will not, without the employee’s consent, be retired on invalidity grounds before the
employee’s paid personal leave credit has been exhausted, except as otherwise provided by
legislation.
27 of 35
war service sick leave
i51 war service sick leave will be granted for:
i52
i)
war-caused or defence-caused injury as determined by the veterans’ entitlements act 1986;
ii)
war-caused or defence-caused injury as determined by the safety, rehabilitation and
compensation act 1988 (srca); or
iii)
an illness or injury contracted during a period of warlike or non-war like service as declared
under the veterans’ entitlements act 1986 or the military rehabilitation and compensation
act 2004.
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1733 | parental leave | maternity and parental leave
i55 eligible employees are covered by the provisions of the maternity leave (commonwealth
employees) act 1973 (the ml act).
i56
eligible employees are provided with an additional two weeks of paid leave, to be taken
continuously with an entitlement to paid maternity leave provided by the ml act.
i57
employees who adopt or permanently foster a child are entitled to up to 52 weeks of parental leave.
for primary caregivers, up to 14 weeks of that leave will be paid leave, commencing from the time
of placement of the child, provided the employee satisfies the same qualifying requirements as those
required of a pregnant employee in accordance with the ml act.
i58
employees are entitled to parental leave for adoption or permanent foster care when that child:
i)
is under 16 years of age;
ii)
has not, or will not have, lived continuously with the employee for a period of 6 months or
more as at the day (or expected day) of placement; and
iii)
is not (otherwise than because of the adoption) a child of the employee or the employee’s |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1734 | maternity leave | i55 eligible employees are covered by the provisions of the maternity leave (commonwealth
employees) act 1973 (the ml act).
i56
eligible employees are provided with an additional two weeks of paid leave, to be taken
continuously with an entitlement to paid maternity leave provided by the ml act.
i57
employees who adopt or permanently foster a child are entitled to up to 52 weeks of parental leave.
for primary caregivers, up to 14 weeks of that leave will be paid leave, commencing from the time
of placement of the child, provided the employee satisfies the same qualifying requirements as those
required of a pregnant employee in accordance with the ml act.
i58
employees are entitled to parental leave for adoption or permanent foster care when that child:
i)
is under 16 years of age;
ii)
has not, or will not have, lived continuously with the employee for a period of 6 months or
more as at the day (or expected day) of placement; and
iii)
is not (otherwise than because of the adoption) a child of the employee or the employee’s
spouse/partner. |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1739 | maternity leave | continuously with an entitlement to paid maternity leave provided by the ml act.
i57
employees who adopt or permanently foster a child are entitled to up to 52 weeks of parental leave.
for primary caregivers, up to 14 weeks of that leave will be paid leave, commencing from the time
of placement of the child, provided the employee satisfies the same qualifying requirements as those
required of a pregnant employee in accordance with the ml act.
i58
employees are entitled to parental leave for adoption or permanent foster care when that child:
i)
is under 16 years of age;
ii)
has not, or will not have, lived continuously with the employee for a period of 6 months or
more as at the day (or expected day) of placement; and
iii)
is not (otherwise than because of the adoption) a child of the employee or the employee’s
spouse/partner.
i59
documentary evidence of approval for adoption or enduring parental responsibilities under formal
fostering arrangements must be submitted when applying for parental leave for adoption or |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1743 | parental leave | employees who adopt or permanently foster a child are entitled to up to 52 weeks of parental leave.
for primary caregivers, up to 14 weeks of that leave will be paid leave, commencing from the time
of placement of the child, provided the employee satisfies the same qualifying requirements as those
required of a pregnant employee in accordance with the ml act.
i58
employees are entitled to parental leave for adoption or permanent foster care when that child:
i)
is under 16 years of age;
ii)
has not, or will not have, lived continuously with the employee for a period of 6 months or
more as at the day (or expected day) of placement; and
iii)
is not (otherwise than because of the adoption) a child of the employee or the employee’s
spouse/partner.
i59
documentary evidence of approval for adoption or enduring parental responsibilities under formal
fostering arrangements must be submitted when applying for parental leave for adoption or
permanent foster carer purposes.
i60
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1750 | parental leave | employees are entitled to parental leave for adoption or permanent foster care when that child:
i)
is under 16 years of age;
ii)
has not, or will not have, lived continuously with the employee for a period of 6 months or
more as at the day (or expected day) of placement; and
iii)
is not (otherwise than because of the adoption) a child of the employee or the employee’s
spouse/partner.
i59
documentary evidence of approval for adoption or enduring parental responsibilities under formal
fostering arrangements must be submitted when applying for parental leave for adoption or
permanent foster carer purposes.
i60
employees who are eligible for paid maternity or parental leave may elect to have the payment for
that leave spread over a maximum of 28 weeks at a rate no less than half of their normal salary.
where the payment is spread over a longer period, only half of the total weeks of the leave period
will count as service.
i61
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1768 | parental leave | fostering arrangements must be submitted when applying for parental leave for adoption or
permanent foster carer purposes.
i60
employees who are eligible for paid maternity or parental leave may elect to have the payment for
that leave spread over a maximum of 28 weeks at a rate no less than half of their normal salary.
where the payment is spread over a longer period, only half of the total weeks of the leave period
will count as service.
i61
on ending the initial 52 weeks of maternity or parental leave, employees may request an extension of
unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to
commence immediately following the initial 52 week leave period.
28 of 35
i62
unpaid maternity or parental leave will not count as service for any purpose, except for unpaid leave
taken during the first 12 weeks.
i63
this leave is inclusive of public holidays and will not be extended because a public holiday (or
christmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending
maternity or parental leave, employees have the return to work guarantee and the right to request
flexible working arrangements that are provided by the fair work act.
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1773 | parental leave | employees who are eligible for paid maternity or parental leave may elect to have the payment for
that leave spread over a maximum of 28 weeks at a rate no less than half of their normal salary.
where the payment is spread over a longer period, only half of the total weeks of the leave period
will count as service.
i61
on ending the initial 52 weeks of maternity or parental leave, employees may request an extension of
unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to
commence immediately following the initial 52 week leave period.
28 of 35
i62
unpaid maternity or parental leave will not count as service for any purpose, except for unpaid leave
taken during the first 12 weeks.
i63
this leave is inclusive of public holidays and will not be extended because a public holiday (or
christmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending
maternity or parental leave, employees have the return to work guarantee and the right to request
flexible working arrangements that are provided by the fair work act.
supporting partner/other primary caregiver leave
i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or
this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner’s child.
i65 |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1780 | parental leave | on ending the initial 52 weeks of maternity or parental leave, employees may request an extension of
unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to
commence immediately following the initial 52 week leave period.
28 of 35
i62
unpaid maternity or parental leave will not count as service for any purpose, except for unpaid leave
taken during the first 12 weeks.
i63
this leave is inclusive of public holidays and will not be extended because a public holiday (or
christmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending
maternity or parental leave, employees have the return to work guarantee and the right to request
flexible working arrangements that are provided by the fair work act.
supporting partner/other primary caregiver leave
i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or
this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner’s child.
i65
this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of
public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown)
falls during a period of leave provided by this clause.
i66
|
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1781 | parental leave | unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to
commence immediately following the initial 52 week leave period.
28 of 35
i62
unpaid maternity or parental leave will not count as service for any purpose, except for unpaid leave
taken during the first 12 weeks.
i63
this leave is inclusive of public holidays and will not be extended because a public holiday (or
christmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending
maternity or parental leave, employees have the return to work guarantee and the right to request
flexible working arrangements that are provided by the fair work act.
supporting partner/other primary caregiver leave
i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or
this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner’s child.
i65
this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of
public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown)
falls during a period of leave provided by this clause.
i66
documentary evidence, or a birth certificate following the birth of a child must be submitted when |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1788 | parental leave | unpaid maternity or parental leave will not count as service for any purpose, except for unpaid leave
taken during the first 12 weeks.
i63
this leave is inclusive of public holidays and will not be extended because a public holiday (or
christmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending
maternity or parental leave, employees have the return to work guarantee and the right to request
flexible working arrangements that are provided by the fair work act.
supporting partner/other primary caregiver leave
i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or
this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner’s child.
i65
this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of
public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown)
falls during a period of leave provided by this clause.
i66
documentary evidence, or a birth certificate following the birth of a child must be submitted when
applying for supporting partner/other primary caregiver leave.
i67
this paid leave will count as service for all purposes. employees may elect to have the payment for
that leave spread over a maximum of four weeks at a rate no less than half of their normal salary.
where the payment is spread over a longer period, only half of the total weeks of the leave period |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1794 | parental leave | christmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending
maternity or parental leave, employees have the return to work guarantee and the right to request
flexible working arrangements that are provided by the fair work act.
supporting partner/other primary caregiver leave
i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or
this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner’s child.
i65
this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of
public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown)
falls during a period of leave provided by this clause.
i66
documentary evidence, or a birth certificate following the birth of a child must be submitted when
applying for supporting partner/other primary caregiver leave.
i67
this paid leave will count as service for all purposes. employees may elect to have the payment for
that leave spread over a maximum of four weeks at a rate no less than half of their normal salary.
where the payment is spread over a longer period, only half of the total weeks of the leave period
will count as service.
leave for adf reserve and continuous full time service
i68 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian
defence force (adf) reserve and continuous full time service (cfts) or cadet force
obligations. |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1795 | parental leave | maternity or parental leave, employees have the return to work guarantee and the right to request
flexible working arrangements that are provided by the fair work act.
supporting partner/other primary caregiver leave
i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or
this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner’s child.
i65
this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of
public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown)
falls during a period of leave provided by this clause.
i66
documentary evidence, or a birth certificate following the birth of a child must be submitted when
applying for supporting partner/other primary caregiver leave.
i67
this paid leave will count as service for all purposes. employees may elect to have the payment for
that leave spread over a maximum of four weeks at a rate no less than half of their normal salary.
where the payment is spread over a longer period, only half of the total weeks of the leave period
will count as service.
leave for adf reserve and continuous full time service
i68 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian
defence force (adf) reserve and continuous full time service (cfts) or cadet force
obligations.
note: the entitlement to leave for reserve service is prescribed under the defence reserve service |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1799 | parental leave | i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or
this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner’s child.
i65
this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of
public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown)
falls during a period of leave provided by this clause.
i66
documentary evidence, or a birth certificate following the birth of a child must be submitted when
applying for supporting partner/other primary caregiver leave.
i67
this paid leave will count as service for all purposes. employees may elect to have the payment for
that leave spread over a maximum of four weeks at a rate no less than half of their normal salary.
where the payment is spread over a longer period, only half of the total weeks of the leave period
will count as service.
leave for adf reserve and continuous full time service
i68 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian
defence force (adf) reserve and continuous full time service (cfts) or cadet force
obligations.
note: the entitlement to leave for reserve service is prescribed under the defence reserve service
(protection) act 2001.
i69
an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1856 | long service leave | eligible employees may also apply for annual leave, long service leave, leave without pay,
top-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve,
cfts or cadet force obligations.
29 of 35
i72
employees are to notify supervisors at the earliest opportunity once the dates for adf reserve,
cfts or cadet force activities are known and/or changed.
public holidays
i73 employees are entitled to public holidays declared by or under the law of a state or territory to be
observed in the locality at which the employee works in accordance with the fair work act. where
the secretary and an employee agree, another day may be substituted for any public holiday except
in circumstances outlined at clause i21, having regard to operational requirements.
30 of 35
part j
appendices
appendix 1 commission salary rates
a 3% salary increase will apply upon commencement of the agreement, a 1.5% salary increase will
apply 12 months from commencement and a 1.5% salary increase 24 months from commencement.
aps 1
3% |
| CGC Governance - Enterprise Agreement 2015-2018.txt | 1857 | flextime | top-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve,
cfts or cadet force obligations.
29 of 35
i72
employees are to notify supervisors at the earliest opportunity once the dates for adf reserve,
cfts or cadet force activities are known and/or changed.
public holidays
i73 employees are entitled to public holidays declared by or under the law of a state or territory to be
observed in the locality at which the employee works in accordance with the fair work act. where
the secretary and an employee agree, another day may be substituted for any public holiday except
in circumstances outlined at clause i21, having regard to operational requirements.
30 of 35
part j
appendices
appendix 1 commission salary rates
a 3% salary increase will apply upon commencement of the agreement, a 1.5% salary increase will
apply 12 months from commencement and a 1.5% salary increase 24 months from commencement.
aps 1
3%
|
| DAFF enterprise-agreement-2016-2019.txt | 508 | bandwidth | bandwidth
3.5
the bandwidth during which employees may work their ordinary hours will be 12 hours in length,
monday to friday, usually 7.00 am to 7.00 pm.
3.6
for operational requirements, the delegate may vary the starting and finishing times for the 12-hour
bandwidth for a workplace, after consultation with the affected employees in accordance with clause
2.17 to 2.23 of this agreement.
recording working hours
3.7
employees are required to record the times they commence and finish work (including breaks) each
day.
3.8
over a four-week settlement period the standard total working hours for full-time employees is 150.
3.9
part-time employees are required to record their hours based on their agreed part-time working
arrangement.
advising absence
3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised
before they would normally commence, unless it is not reasonable to do so. |
| DAFF enterprise-agreement-2016-2019.txt | 511 | bandwidth | the bandwidth during which employees may work their ordinary hours will be 12 hours in length,
monday to friday, usually 7.00 am to 7.00 pm.
3.6
for operational requirements, the delegate may vary the starting and finishing times for the 12-hour
bandwidth for a workplace, after consultation with the affected employees in accordance with clause
2.17 to 2.23 of this agreement.
recording working hours
3.7
employees are required to record the times they commence and finish work (including breaks) each
day.
3.8
over a four-week settlement period the standard total working hours for full-time employees is 150.
3.9
part-time employees are required to record their hours based on their agreed part-time working
arrangement.
advising absence
3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised
before they would normally commence, unless it is not reasonable to do so.
meal breaks
3.11 when an employee has worked for five hours continuously they must take a break of at least
30 minutes, except when their hours to be worked on that day are no more than six hours and the |
| DAFF enterprise-agreement-2016-2019.txt | 517 | bandwidth | bandwidth for a workplace, after consultation with the affected employees in accordance with clause
2.17 to 2.23 of this agreement.
recording working hours
3.7
employees are required to record the times they commence and finish work (including breaks) each
day.
3.8
over a four-week settlement period the standard total working hours for full-time employees is 150.
3.9
part-time employees are required to record their hours based on their agreed part-time working
arrangement.
advising absence
3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised
before they would normally commence, unless it is not reasonable to do so.
meal breaks
3.11 when an employee has worked for five hours continuously they must take a break of at least
30 minutes, except when their hours to be worked on that day are no more than six hours and the
employee has requested to work beyond the five-hour period.
lactation breaks
3.12 nursing mothers are entitled to take lactation breaks as and when needed. it is expected that
employees will discuss these arrangements with their manager. suitable facilities will be provided
where possible.
|
| DAFF enterprise-agreement-2016-2019.txt | 567 | flextime | flextime
3.17 flextime applies to employees in classifications at the aps 1 to aps 6 levels (except those who work
on a shift roster or fixed daily hours basis) and enables employees to build up and make use of
working time credits. further information on flextime and flex leave is contained in the department’s
working arrangements policy.
3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be
carried over from one settlement period to the next. the delegate may agree to a higher carryover of
credit or debit in exceptional circumstances. managers and employees will take joint responsibility to
maintain flex credits and debits within these limits. managers will facilitate opportunities for employees
to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds
the maximum flex debit at the end of the settlement period, the excess debit may be treated as an
overpayment of salary and the department may take steps to recover the overpayment in accordance
with clause 4.46.
3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits.
3.20 in exceptional circumstances the department may require employees to work extended hours within
the bandwidth (i.e. flextime) to meet high-priority operational requirements.
3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable
bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored |
| DAFF enterprise-agreement-2016-2019.txt | 568 | flextime | 3.17 flextime applies to employees in classifications at the aps 1 to aps 6 levels (except those who work
on a shift roster or fixed daily hours basis) and enables employees to build up and make use of
working time credits. further information on flextime and flex leave is contained in the department’s
working arrangements policy.
3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be
carried over from one settlement period to the next. the delegate may agree to a higher carryover of
credit or debit in exceptional circumstances. managers and employees will take joint responsibility to
maintain flex credits and debits within these limits. managers will facilitate opportunities for employees
to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds
the maximum flex debit at the end of the settlement period, the excess debit may be treated as an
overpayment of salary and the department may take steps to recover the overpayment in accordance
with clause 4.46.
3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits.
3.20 in exceptional circumstances the department may require employees to work extended hours within
the bandwidth (i.e. flextime) to meet high-priority operational requirements.
3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable
bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. |
| DAFF enterprise-agreement-2016-2019.txt | 570 | flextime | working time credits. further information on flextime and flex leave is contained in the department’s
working arrangements policy.
3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be
carried over from one settlement period to the next. the delegate may agree to a higher carryover of
credit or debit in exceptional circumstances. managers and employees will take joint responsibility to
maintain flex credits and debits within these limits. managers will facilitate opportunities for employees
to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds
the maximum flex debit at the end of the settlement period, the excess debit may be treated as an
overpayment of salary and the department may take steps to recover the overpayment in accordance
with clause 4.46.
3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits.
3.20 in exceptional circumstances the department may require employees to work extended hours within
the bandwidth (i.e. flextime) to meet high-priority operational requirements.
3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable
bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) |
| DAFF enterprise-agreement-2016-2019.txt | 582 | flextime | the bandwidth (i.e. flextime) to meet high-priority operational requirements.
3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable
bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and |
| DAFF enterprise-agreement-2016-2019.txt | 582 | bandwidth | the bandwidth (i.e. flextime) to meet high-priority operational requirements.
3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable
bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and |
| DAFF enterprise-agreement-2016-2019.txt | 584 | overtime | bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will |
| DAFF enterprise-agreement-2016-2019.txt | 584 | bandwidth | bandwidth (usually 7.00 am to 7.00 pm), overtime is payable.
3.22 where an employee ceases employment with the department and their manager certifies that they
were unable to utilise their flex credits due to operational requirements, the delegate will authorise a
payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes.
3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will |
| DAFF enterprise-agreement-2016-2019.txt | 588 | travel | 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record.
employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the |
| DAFF enterprise-agreement-2016-2019.txt | 589 | travel | employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work.
removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the |
| DAFF enterprise-agreement-2016-2019.txt | 590 | flextime | removal of flextime
3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider: |
| DAFF enterprise-agreement-2016-2019.txt | 591 | flextime | 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours
are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7
time arrangements. the manager will provide a written explanation of the reasons for their decision.
where such an employee is required to work hours additional to their standard working day they will
be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a. |
| DAFF enterprise-agreement-2016-2019.txt | 596 | flextime | be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a.
b.
c.
operational requirements
impact on the team and |
| DAFF enterprise-agreement-2016-2019.txt | 596 | overtime | be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a.
b.
c.
operational requirements
impact on the team and |
| DAFF enterprise-agreement-2016-2019.txt | 597 | flextime | when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
working arrangements for executive level employees
3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a.
b.
c.
operational requirements
impact on the team and
any personal circumstances behind the request. |
| DAFF enterprise-agreement-2016-2019.txt | 599 | flextime | 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a.
b.
c.
operational requirements
impact on the team and
any personal circumstances behind the request.
3.31 any employee returning from parental or maternity leave will have the right to work part-time hours |
| DAFF enterprise-agreement-2016-2019.txt | 599 | flextime provisions | 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
employees, managers have an obligation to allow these employees flexibility in their working
arrangements, including hours of work, and have the authority to grant time off in recognition of
additional hours worked where such hours are in excess of agreed working arrangements. however,
time off will not be granted on an exact time for time basis. the working arrangements for an el
employee should be agreed at the section or branch level through discussion between the manager
and the el employee. further information is contained in the department’s working arrangements
policy.
3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to
work part-time (clauses 3.27 to 3.34).
part-time work
3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week
settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata
rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
also accrue at a pro rata rate based on their agreed ordinary hours of work .
3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement.
3.29 employees will not be required to convert from full-time to part-time hours without their agreement.
3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
delegate will respond in writing within three weeks providing reasons if the request is declined. the
delegate may decline a request for part-time work only on reasonable business grounds and will consider:
a.
b.
c.
operational requirements
impact on the team and
any personal circumstances behind the request.
3.31 any employee returning from parental or maternity leave will have the right to work part-time hours |
| DAFF enterprise-agreement-2016-2019.txt | 628 | maternity leave | 3.31 any employee returning from parental or maternity leave will have the right to work part-time hours
during the period within two years of the birth (or, in the case of adoption or permanent care, within
two years of the placement) of the child. beyond this period, approval will be given in accordance with
the part-time provisions of this agreement unless part-time work does not meet operational
requirements.
3.32 part-time work arrangements must be set out in a written part-time work agreement between the
employee and their manager specifying the days and hours to be worked during a settlement period.
these arrangements should be reviewed on an annual basis, at a minimum. the part-time work
agreement must ensure that any single period of attendance is no less than three hours and 45
minutes in any one day and no less than seven hours and 30 minutes in any one week.
3.33 at the expiry of a part-time work agreement the delegate will consider any request from the employee
for a new part-time work agreement in accordance with clauses 3.30 and 3.32 and subject to 3.28.
8
3.34 a part-time employee may convert to full-time hours before the expiry of their part-time work
agreement only with the delegate’s approval. part-time employees will not be required to extend or
change their part-time work arrangements or to convert to full-time hours before the expiry of their
part-time work agreement without their agreement.
job sharing
3.35 the department encourages and will facilitate the use of job-sharing arrangements where feasible.
part-time work can be used for job-sharing arrangements where both employees are at the same
classification level. all parties to the arrangement must complete a written agreement setting out the
conditions of the arrangement.
public holidays
3.36 employees will be entitled to the following public holidays:
|
| DAFF enterprise-agreement-2016-2019.txt | 684 | overtime | make-up time at times to be agreed, without entitlement to overtime payment.
3.39 an employee, other than a shiftworker, who is absent on a day or part-day that is a public holiday in
the place where the employee is based for work purposes is entitled to be paid for the part- or full-day
absence as if that day or part-day was not a public holiday, except where that employee would not
normally have worked on that day.
3.40 an employee who is on unpaid leave that includes both the working day before and the working day
after a public holiday (or consecutive public holidays) will not receive payment for this (these) public
holiday(s). the holidays occurring between christmas and new year each year will be regarded as
consecutive.
3.41 employees who receive a loading in lieu of leave entitlements (clause 4.5 of this agreement) will not
receive payment for a public holiday unless they work on the public holiday.
3.42 payment of temporary reassignment of duties allowance at a higher level for a public holiday is only
payable where the employee is in receipt of that allowance on both the working day before and the
working day after the public holiday.
9
christmas closedown
3.43 the department will close its normal operations from close of business on the last working day before
christmas and resume normal operations on the first working day after new year’s day.
3.44 employees will be provided with time off for the weekdays between christmas and new year’s day
and will be paid in accordance with their ordinary hours of work. where an employee is absent on
leave, payment for the christmas closedown provision will be in accordance with the entitlement for
that form of leave (e.g. if they are on long service leave at half pay, payment is at half pay).
3.45 there will be no deduction from annual or personal/carer’s leave credits for the closedown days.
3.46 duty performed on the weekday immediately following the boxing day public holiday or its substitute
will be paid as public holiday duty.
3.47 in cases where employees are required by their manager to work on the second or third weekday
following the boxing day public holiday or its substitute, they must be provided with two days of time
off in lieu to be taken within four weeks of new year’s day or an alternative time agreed between the |
| DAFF enterprise-agreement-2016-2019.txt | 707 | long service leave | that form of leave (e.g. if they are on long service leave at half pay, payment is at half pay).
3.45 there will be no deduction from annual or personal/carer’s leave credits for the closedown days.
3.46 duty performed on the weekday immediately following the boxing day public holiday or its substitute
will be paid as public holiday duty.
3.47 in cases where employees are required by their manager to work on the second or third weekday
following the boxing day public holiday or its substitute, they must be provided with two days of time
off in lieu to be taken within four weeks of new year’s day or an alternative time agreed between the
employee and their manager.
overtime duty
3.48 employees working at the aps 1 to aps 6 classification level who are required by their manager to
work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject
to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu |
| DAFF enterprise-agreement-2016-2019.txt | 716 | overtime | overtime duty
3.48 employees working at the aps 1 to aps 6 classification level who are required by their manager to
work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject
to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
|
| DAFF enterprise-agreement-2016-2019.txt | 718 | overtime | work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject
to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period |
| DAFF enterprise-agreement-2016-2019.txt | 718 | bandwidth | work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject
to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period |
| DAFF enterprise-agreement-2016-2019.txt | 719 | travel | to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
|
| DAFF enterprise-agreement-2016-2019.txt | 719 | overtime | to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal
allowance is contained in clause 5.2.
3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
|
| DAFF enterprise-agreement-2016-2019.txt | 721 | overtime | 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
|
| DAFF enterprise-agreement-2016-2019.txt | 721 | bandwidth | 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for
employees who work on a shift roster or fixed daily hours basis) where an employee is required by
their manager to continue work after they have completed nine hours of work on that same day
(excluding meal breaks). in exceptional circumstances (for example in priority or emergency
situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
|
| DAFF enterprise-agreement-2016-2019.txt | 725 | overtime | situations) where the manager assesses that overtime is appropriate, overtime may be approved by
the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
|
| DAFF enterprise-agreement-2016-2019.txt | 726 | flextime | the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the |
| DAFF enterprise-agreement-2016-2019.txt | 726 | bandwidth | the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes.
3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to
work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the |
| DAFF enterprise-agreement-2016-2019.txt | 728 | overtime | work extra duty outside their ordinary working hours the overtime rate of payment will apply.
3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter |
| DAFF enterprise-agreement-2016-2019.txt | 729 | overtime | 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex
debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
|
| DAFF enterprise-agreement-2016-2019.txt | 730 | overtime | debit (at the overtime rate) before overtime is payable.
rest break
3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday |
| DAFF enterprise-agreement-2016-2019.txt | 732 | travel | 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time,
between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where
such a break is not possible, the employee will be paid double the regular rate of pay until they have
such a break.
option to take time off in lieu
3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive
payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and |
| DAFF enterprise-agreement-2016-2019.txt | 738 | overtime | payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take
that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
|
| DAFF enterprise-agreement-2016-2019.txt | 739 | overtime | that time in either circumstance at the same rate at which they would have received it as an overtime
payment.
overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
public holidays (within |
| DAFF enterprise-agreement-2016-2019.txt | 741 | overtime | overtime – rate of payment
3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
public holidays (within
ordinary hours)
|
| DAFF enterprise-agreement-2016-2019.txt | 742 | overtime | 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1.
10
table 3.54.1
overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
public holidays (within
ordinary hours)
1½ hours for each hour worked (as employees are already |
| DAFF enterprise-agreement-2016-2019.txt | 747 | overtime | overtime period
rate
monday to friday
(outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
public holidays (within
ordinary hours)
1½ hours for each hour worked (as employees are already
receiving payment for the public holiday at single-time rates)
public holidays (outside
ordinary hours)
|
| DAFF enterprise-agreement-2016-2019.txt | 752 | bandwidth | (outside bandwidth
hours)
1½ hours for each hour (or part thereof, rounded to the
nearest 15 minutes) worked for the first 3 hours, and
2 hours for each hour worked thereafter
saturday
1½ hours for each hour worked for the first 3 hours, and
2 hours for each hour worked thereafter
sunday
2 hours for each hour worked
public holidays (within
ordinary hours)
1½ hours for each hour worked (as employees are already
receiving payment for the public holiday at single-time rates)
public holidays (outside
ordinary hours)
2½ hours for each hour worked
minimum period for overtime payment on weekends and public holidays
3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime
on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate |
| DAFF enterprise-agreement-2016-2019.txt | 779 | overtime | minimum period for overtime payment on weekends and public holidays
3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime
on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate
overtime rate.
emergency duty
3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an
employee is called on duty to respond to an emergency at a time when they would not normally have
been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be
paid for the emergency duty at double their regular rate of pay. the period for which this emergency
payment will be made will include time necessarily spent travelling to and from duty. the minimum
payment under this clause will be two hours at double the regular rate of pay.
overtime for executive level employees
3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside |
| DAFF enterprise-agreement-2016-2019.txt | 780 | overtime | 3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime
on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate
overtime rate.
emergency duty
3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an
employee is called on duty to respond to an emergency at a time when they would not normally have
been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be
paid for the emergency duty at double their regular rate of pay. the period for which this emergency
payment will be made will include time necessarily spent travelling to and from duty. the minimum
payment under this clause will be two hours at double the regular rate of pay.
overtime for executive level employees
3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, |
| DAFF enterprise-agreement-2016-2019.txt | 782 | overtime | overtime rate.
emergency duty
3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an
employee is called on duty to respond to an emergency at a time when they would not normally have
been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be
paid for the emergency duty at double their regular rate of pay. the period for which this emergency
payment will be made will include time necessarily spent travelling to and from duty. the minimum
payment under this clause will be two hours at double the regular rate of pay.
overtime for executive level employees
3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
|
| DAFF enterprise-agreement-2016-2019.txt | 788 | travel | payment will be made will include time necessarily spent travelling to and from duty. the minimum
payment under this clause will be two hours at double the regular rate of pay.
overtime for executive level employees
3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual |
| DAFF enterprise-agreement-2016-2019.txt | 790 | overtime | overtime for executive level employees
3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after |
| DAFF enterprise-agreement-2016-2019.txt | 791 | overtime | 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned
to information technology duties who perform extra duties on a regular and continuing basis to provide
non-discretionary computing services that cannot be undertaken during ordinary hours.
3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees. |
| DAFF enterprise-agreement-2016-2019.txt | 794 | overtime | 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime
payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take
into account:
a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager |
| DAFF enterprise-agreement-2016-2019.txt | 797 | overtime | a. the nature and extent of the overtime
b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice |
| DAFF enterprise-agreement-2016-2019.txt | 798 | overtime | b. whether the overtime has been directed and certified (such as on restriction)
c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten |
| DAFF enterprise-agreement-2016-2019.txt | 799 | overtime | c. whether the nature of directions received means that the overtime must be done (i.e. it is
unavoidable and can only be performed by employees at that level)
d. whether the extra duty is regular and excessive, compared with that worked by employees
generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten
working days notice because of the sickness or unanticipated absence of another employee. |
| DAFF enterprise-agreement-2016-2019.txt | 802 | overtime | generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime
is not usually paid for one-off special tasks)
e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by
employees at the same level.
shiftwork and fixed daily hours
3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
11
sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours
or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten
working days notice because of the sickness or unanticipated absence of another employee.
3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days
off with another employee by mutual agreement, and the consent of the manager. shifts and rostered
days off must not be exchanged if the arrangement would entitle either employee to an overtime payment. |
| DAFF enterprise-agreement-2016-2019.txt | 813 | flextime | or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does
not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten
working days notice because of the sickness or unanticipated absence of another employee.
3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days
off with another employee by mutual agreement, and the consent of the manager. shifts and rostered
days off must not be exchanged if the arrangement would entitle either employee to an overtime payment.
3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one
day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid
one days pay at ordinary rates.
3.65 the manager may remove an employee or group of employees from a shiftwork roster to work
ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and
providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily
hours) for four years or more, salary maintenance for a three month period (including the 28 day
notice period) will be provided.
3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work
additional hours, they will receive overtime payments for all duty performed outside their rostered or
fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, |
| DAFF enterprise-agreement-2016-2019.txt | 814 | maternity leave | not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time
basis under clause 3.30.
3.60 where for operational reasons the delegate considers that employees in a work area should work
fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
hours of work and rostering arrangements will be determined at the work place (including any
arrangements for working additional hours towards an accrued day off) by the local manager after
consultation with affected employees.
3.61 except at the regular changeover of shifts an employee should not be required to work more than one
shift in each 24 hours.
3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
and affected employees at any time or by amendment of the roster on ten working days notice given
by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten
working days notice because of the sickness or unanticipated absence of another employee.
3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days
off with another employee by mutual agreement, and the consent of the manager. shifts and rostered
days off must not be exchanged if the arrangement would entitle either employee to an overtime payment.
3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one
day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid
one days pay at ordinary rates.
3.65 the manager may remove an employee or group of employees from a shiftwork roster to work
ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and
providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily
hours) for four years or more, salary maintenance for a three month period (including the 28 day
notice period) will be provided.
3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work
additional hours, they will receive overtime payments for all duty performed outside their rostered or
fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
subject to operational requirements and approval of the delegate. where an employee ceases |
| DAFF enterprise-agreement-2016-2019.txt | 825 | overtime | by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this
basis will be continued for each changed shift until employees have received ten working days notice
of the shift changing. however this payment does not apply where a manager is unable to give ten
working days notice because of the sickness or unanticipated absence of another employee.
3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days
off with another employee by mutual agreement, and the consent of the manager. shifts and rostered
days off must not be exchanged if the arrangement would entitle either employee to an overtime payment.
3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one
day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid
one days pay at ordinary rates.
3.65 the manager may remove an employee or group of employees from a shiftwork roster to work
ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and
providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily
hours) for four years or more, salary maintenance for a three month period (including the 28 day
notice period) will be provided.
3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work
additional hours, they will receive overtime payments for all duty performed outside their rostered or
fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
subject to operational requirements and approval of the delegate. where an employee ceases
employment with the department and their manager certifies that they were unable to access their
time in lieu credits prior to ceasing, they will receive payment for those credits.
3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation
of any allowance based on salary.
3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty
rates outlined in table 3.68.1.
12
table 3.68.1
rostered time of ordinary duty |
| DAFF enterprise-agreement-2016-2019.txt | 831 | overtime | days off must not be exchanged if the arrangement would entitle either employee to an overtime payment.
3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one
day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid
one days pay at ordinary rates.
3.65 the manager may remove an employee or group of employees from a shiftwork roster to work
ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and
providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily
hours) for four years or more, salary maintenance for a three month period (including the 28 day
notice period) will be provided.
3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work
additional hours, they will receive overtime payments for all duty performed outside their rostered or
fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
subject to operational requirements and approval of the delegate. where an employee ceases
employment with the department and their manager certifies that they were unable to access their
time in lieu credits prior to ceasing, they will receive payment for those credits.
3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation
of any allowance based on salary.
3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty
rates outlined in table 3.68.1.
12
table 3.68.1
rostered time of ordinary duty
penalty rate
ordinary duty performed on a shift (monday–friday)
any part of which falls between 6.00 pm and 6.30 am
|
| DAFF enterprise-agreement-2016-2019.txt | 841 | overtime | additional hours, they will receive overtime payments for all duty performed outside their rostered or
fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
subject to operational requirements and approval of the delegate. where an employee ceases
employment with the department and their manager certifies that they were unable to access their
time in lieu credits prior to ceasing, they will receive payment for those credits.
3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation
of any allowance based on salary.
3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty
rates outlined in table 3.68.1.
12
table 3.68.1
rostered time of ordinary duty
penalty rate
ordinary duty performed on a shift (monday–friday)
any part of which falls between 6.00 pm and 6.30 am
15%
ordinary duty performed on saturday
50%
ordinary duty performed on sunday
100%
|
| DAFF enterprise-agreement-2016-2019.txt | 842 | overtime | fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
subject to operational requirements and approval of the delegate. where an employee ceases
employment with the department and their manager certifies that they were unable to access their
time in lieu credits prior to ceasing, they will receive payment for those credits.
3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation
of any allowance based on salary.
3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty
rates outlined in table 3.68.1.
12
table 3.68.1
rostered time of ordinary duty
penalty rate
ordinary duty performed on a shift (monday–friday)
any part of which falls between 6.00 pm and 6.30 am
15%
ordinary duty performed on saturday
50%
ordinary duty performed on sunday
100%
ordinary duty performed on a public holiday (or the |
| DAFF enterprise-agreement-2016-2019.txt | 846 | overtime | 3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation
of any allowance based on salary.
3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty
rates outlined in table 3.68.1.
12
table 3.68.1
rostered time of ordinary duty
penalty rate
ordinary duty performed on a shift (monday–friday)
any part of which falls between 6.00 pm and 6.30 am
15%
ordinary duty performed on saturday
50%
ordinary duty performed on sunday
100%
ordinary duty performed on a public holiday (or the
weekday immediately following the day observed as the
boxing day public holiday)
150% |
| DAFF enterprise-agreement-2016-2019.txt | 890 | long service leave | and other paid leave (but not for periods of long service leave in any circumstances).
temporary reassignment to shiftwork
3.71 where an employee is temporarily reassigned to duties involving a shiftwork roster they will receive
either the relevant commuted penalty payment or if the temporary reassignment is for a short period
only they will apply for and be paid shift penalties in accordance with the shift work and fixed daily
hours clauses 3.59 to 3.68. if this shiftwork roster involves the employee working weekends as a part
of the roster (as for example in a ten days on, four days off roster) they will receive a day off for each
saturday and sunday worked as part of their rostered days off.
13
part 4 – remuneration
4.1
all references to amounts of salaries throughout this agreement apply to full-time employees. parttime employees are entitled to a pro rata amount of these salaries based on their part-time hours as
outlined in their part-time agreement.
payment of salary
4.2
employees will be paid fortnightly. the fortnightly rate of pay will be calculated using the following
formula: fortnightly pay = annual salary x 12/313.
4.3
employees will have their fortnightly salary paid by electronic funds transfer into a financial institution
account of their choice.
4.4 |
| DAFF enterprise-agreement-2016-2019.txt | 928 | long service leave | long service leave, which is covered by the provisions of the long service leave (commonwealth
employees) act 1976. the loading is calculated in accordance with the employee’s base annual salary
rate. the employee will be paid for the time worked, rounded up to the nearest 15 minutes. the
minimum payment per attendance will be two hours.
junior rates
junior rates of pay will apply to the minimum pay point of the department’s aps 1/2 classification and
4.6
the minimum pay point of the department’s training broadband (unless otherwise stated), as follows.
table 4.6.1
age
rate of pay
under 18 years
60% of the aps 1/2 adult rate of pay
at 18 years
70% of the department’s aps 1/2 adult rate of pay
at 19 years
81% of the department’s aps 1/2 adult rate of pay
at 20 years
|
| DAFF enterprise-agreement-2016-2019.txt | 1204 | overtime | ii. overtime rates
iii. penalty rates
iv. allowances
v. remuneration
vi. leave and leave loading and
b. the arrangement meets the genuine needs of the department and the employee in relation to
one or more of the matters mentioned in paragraph (a) and
c. the arrangement is genuinely agreed to by the delegate and the employee.
4.42 the delegate must ensure that the terms of the individual flexibility arrangement:
a. are about permitted matters under section 172 of the fw act and
b. are not unlawful terms under section 194 of the fw act and
c. result in the employee being better off overall than they would be if no arrangement were
made.
4.43 the delegate must ensure that the individual flexibility arrangement:
a. is in writing
b. includes the names of the employer and the employee and
c. is signed by the delegate and the employee and, if the employee is under 18 years of age,
signed by a parent or guardian of the employee and
d. includes details of
i. the terms of this agreement that will be varied by the arrangement and
ii. how the arrangement will vary the effect of the terms and
iii. how the employee will be better off overall in relation to the terms and conditions of
his or her employment as a result of the arrangement and
e. states the day on which the arrangement commences and, where applicable, when the
arrangement ceases.
4.44 the delegate must give the employee a copy of the individual flexibility arrangement within 14 days
after it is agreed.
4.45 the delegate or the employee may terminate the individual flexibility arrangement:
a. by giving no more than 28 days written notice to the other party to the arrangement or
b. at any time if the delegate and employee agree in writing. |
| DAFF enterprise-agreement-2016-2019.txt | 1252 | salary packaging | salary packaging
4.48 all employees covered by this agreement can access the department’s salary packaging scheme.
the employee’s pre-sacrifice salary will be their salary for the purposes of this agreement. further
information is contained in the guidelines published by the department’s salary packaging provider.
salary progression
4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual
increase in their salary (substantive and/or acting) to the next higher pay point in their classification
level as set out in schedule 1 of this agreement, if on september 1 each year:
a. their performance is assessed at their annual performance review as at least fully effective
(further information is contained in the department’s pds policy)
b. they are not already receiving salary at the highest pay point of their substantive and, if
applicable, acting classification level(s) and
c. they have been receiving salary at their current pay point (substantive or acting level) for at
least the immediately preceding six months.
4.50 salary progression for eligible employees may occur on the first full pay period on or after 1
september each year. further information is contained in the department’s pds policy.
4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for
personal illness/injury, by defence reserve leave without pay or by work in another commonwealth
agency if the employee’s supervisor in that agency provides an assessment of the employee that
indicates satisfactory performance.
employer superannuation contributions
4.52 the department will make compulsory employer contributions as required by the applicable legislation
and fund requirements.
4.53 where employer contributions are to an accumulation superannuation fund the employer contribution
will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made
through salary sacrifice arrangements. this clause does not apply where a superannuation fund
cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions
for people aged over 75). |
| DAFF enterprise-agreement-2016-2019.txt | 1253 | salary packaging | 4.48 all employees covered by this agreement can access the department’s salary packaging scheme.
the employee’s pre-sacrifice salary will be their salary for the purposes of this agreement. further
information is contained in the guidelines published by the department’s salary packaging provider.
salary progression
4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual
increase in their salary (substantive and/or acting) to the next higher pay point in their classification
level as set out in schedule 1 of this agreement, if on september 1 each year:
a. their performance is assessed at their annual performance review as at least fully effective
(further information is contained in the department’s pds policy)
b. they are not already receiving salary at the highest pay point of their substantive and, if
applicable, acting classification level(s) and
c. they have been receiving salary at their current pay point (substantive or acting level) for at
least the immediately preceding six months.
4.50 salary progression for eligible employees may occur on the first full pay period on or after 1
september each year. further information is contained in the department’s pds policy.
4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for
personal illness/injury, by defence reserve leave without pay or by work in another commonwealth
agency if the employee’s supervisor in that agency provides an assessment of the employee that
indicates satisfactory performance.
employer superannuation contributions
4.52 the department will make compulsory employer contributions as required by the applicable legislation
and fund requirements.
4.53 where employer contributions are to an accumulation superannuation fund the employer contribution
will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made
through salary sacrifice arrangements. this clause does not apply where a superannuation fund
cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions
for people aged over 75).
4.54 the department will make superannuation contributions for employees who earn below the |
| DAFF enterprise-agreement-2016-2019.txt | 1255 | salary packaging | information is contained in the guidelines published by the department’s salary packaging provider.
salary progression
4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual
increase in their salary (substantive and/or acting) to the next higher pay point in their classification
level as set out in schedule 1 of this agreement, if on september 1 each year:
a. their performance is assessed at their annual performance review as at least fully effective
(further information is contained in the department’s pds policy)
b. they are not already receiving salary at the highest pay point of their substantive and, if
applicable, acting classification level(s) and
c. they have been receiving salary at their current pay point (substantive or acting level) for at
least the immediately preceding six months.
4.50 salary progression for eligible employees may occur on the first full pay period on or after 1
september each year. further information is contained in the department’s pds policy.
4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for
personal illness/injury, by defence reserve leave without pay or by work in another commonwealth
agency if the employee’s supervisor in that agency provides an assessment of the employee that
indicates satisfactory performance.
employer superannuation contributions
4.52 the department will make compulsory employer contributions as required by the applicable legislation
and fund requirements.
4.53 where employer contributions are to an accumulation superannuation fund the employer contribution
will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made
through salary sacrifice arrangements. this clause does not apply where a superannuation fund
cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions
for people aged over 75).
4.54 the department will make superannuation contributions for employees who earn below the
superannuation guarantee minimum payment of $450 per month.
4.55 for employees who take half pay or unpaid parental leave (which includes maternity, adoption, |
| DAFF enterprise-agreement-2016-2019.txt | 1284 | parental leave | 4.55 for employees who take half pay or unpaid parental leave (which includes maternity, adoption,
supporting partner and foster parent’s leave), employer contributions (based on the employer
contribution amount in the full pay period immediately prior to commencing parental leave) will be
20
made for a period up to a maximum of 52 weeks, in accordance with the rules of the appropriate
superannuation scheme.
4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation
contributions will not be paid during periods of unpaid leave that do not count as service, unless
otherwise required by law.
4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that
allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer.
21
part 5 – allowances and reimbursements
5.1
all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2,
part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance.
overtime meal allowance
5.2
an employee is entitled to a meal allowance if the employee works more than two hours overtime duty
on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
|
| DAFF enterprise-agreement-2016-2019.txt | 1286 | parental leave | contribution amount in the full pay period immediately prior to commencing parental leave) will be
20
made for a period up to a maximum of 52 weeks, in accordance with the rules of the appropriate
superannuation scheme.
4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation
contributions will not be paid during periods of unpaid leave that do not count as service, unless
otherwise required by law.
4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that
allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer.
21
part 5 – allowances and reimbursements
5.1
all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2,
part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance.
overtime meal allowance
5.2
an employee is entitled to a meal allowance if the employee works more than two hours overtime duty
on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3 |
| DAFF enterprise-agreement-2016-2019.txt | 1292 | parental leave | 4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation
contributions will not be paid during periods of unpaid leave that do not count as service, unless
otherwise required by law.
4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that
allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer.
21
part 5 – allowances and reimbursements
5.1
all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2,
part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance.
overtime meal allowance
5.2
an employee is entitled to a meal allowance if the employee works more than two hours overtime duty
on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty |
| DAFF enterprise-agreement-2016-2019.txt | 1306 | overtime | overtime meal allowance
5.2
an employee is entitled to a meal allowance if the employee works more than two hours overtime duty
on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty
b. an employee with fixed daily hours, those hours, excluding public holidays and the
christmas closedown
c.
5.4
an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
|
| DAFF enterprise-agreement-2016-2019.txt | 1309 | overtime | an employee is entitled to a meal allowance if the employee works more than two hours overtime duty
on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty
b. an employee with fixed daily hours, those hours, excluding public holidays and the
christmas closedown
c.
5.4
an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
salary for the purpose of calculation of restriction allowance will include additional remuneration paid
for temporary re-assignment at a higher level and any allowances in the nature of salary.
|
| DAFF enterprise-agreement-2016-2019.txt | 1310 | overtime | on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend
or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty
b. an employee with fixed daily hours, those hours, excluding public holidays and the
christmas closedown
c.
5.4
an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
salary for the purpose of calculation of restriction allowance will include additional remuneration paid
for temporary re-assignment at a higher level and any allowances in the nature of salary.
5.6 |
| DAFF enterprise-agreement-2016-2019.txt | 1311 | overtime | or public holiday. where an employee works nine hours continuous overtime, they are entitled to an
additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty
b. an employee with fixed daily hours, those hours, excluding public holidays and the
christmas closedown
c.
5.4
an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
salary for the purpose of calculation of restriction allowance will include additional remuneration paid
for temporary re-assignment at a higher level and any allowances in the nature of salary.
5.6
|
| DAFF enterprise-agreement-2016-2019.txt | 1312 | overtime | additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
restriction allowances
5.3
an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be
‘on restriction’, which means they are contactable and available to perform extra duty outside their
normal hours of work. in addition, employees may have some restrictions placed on their mobility,
such as distance from work, and must be ready to work. normal hours of work means for:
a. a shiftworker, the employee’s rostered hours of duty
b. an employee with fixed daily hours, those hours, excluding public holidays and the
christmas closedown
c.
5.4
an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
salary for the purpose of calculation of restriction allowance will include additional remuneration paid
for temporary re-assignment at a higher level and any allowances in the nature of salary.
5.6
an employee, other than an el employee, who is required to perform work or duties while restricted, |
| DAFF enterprise-agreement-2016-2019.txt | 1328 | flextime | an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday,
excluding public holidays and the christmas closedown.
an employee will be paid a restriction allowance for each hour they are required to be on restriction at
the rate of 8.5 per cent of their hourly salary.
5.5
salary for the purpose of calculation of restriction allowance will include additional remuneration paid
for temporary re-assignment at a higher level and any allowances in the nature of salary.
5.6
an employee, other than an el employee, who is required to perform work or duties while restricted,
will be paid overtime for the hours actually worked. payment of overtime for any one day will be:
a. if the employee is not required to be recalled to the place of work, payment in accordance
with overtime provisions, the minimum payment being for one hour or
b. if the employee is recalled to the place of work, payment in accordance with overtime
provisions, the minimum payment being for three hours.
5.7
where an employee is on restriction and required to monitor and respond regularly to the radio, they
will be paid overtime for the first two hours of the restriction period.
5.8
the delegate may determine an alternative amount of the restriction allowance rate, which may
include the payment of overtime having regard to the circumstances of the restriction situation.
|
| DAFF enterprise-agreement-2016-2019.txt | 1342 | overtime | will be paid overtime for the hours actually worked. payment of overtime for any one day will be:
a. if the employee is not required to be recalled to the place of work, payment in accordance
with overtime provisions, the minimum payment being for one hour or
b. if the employee is recalled to the place of work, payment in accordance with overtime
provisions, the minimum payment being for three hours.
5.7
where an employee is on restriction and required to monitor and respond regularly to the radio, they
will be paid overtime for the first two hours of the restriction period.
5.8
the delegate may determine an alternative amount of the restriction allowance rate, which may
include the payment of overtime having regard to the circumstances of the restriction situation.
5.9
where more than one attendance or call is involved, the minimum payment provisions will not apply.
an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
|
| DAFF enterprise-agreement-2016-2019.txt | 1344 | overtime | with overtime provisions, the minimum payment being for one hour or
b. if the employee is recalled to the place of work, payment in accordance with overtime
provisions, the minimum payment being for three hours.
5.7
where an employee is on restriction and required to monitor and respond regularly to the radio, they
will be paid overtime for the first two hours of the restriction period.
5.8
the delegate may determine an alternative amount of the restriction allowance rate, which may
include the payment of overtime having regard to the circumstances of the restriction situation.
5.9
where more than one attendance or call is involved, the minimum payment provisions will not apply.
an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
problems, and attendance to the employee’s place of work or another location to perform duties of up
to three hours where necessary. no other allowance is payable to employees if they receive a |
| DAFF enterprise-agreement-2016-2019.txt | 1345 | overtime | b. if the employee is recalled to the place of work, payment in accordance with overtime
provisions, the minimum payment being for three hours.
5.7
where an employee is on restriction and required to monitor and respond regularly to the radio, they
will be paid overtime for the first two hours of the restriction period.
5.8
the delegate may determine an alternative amount of the restriction allowance rate, which may
include the payment of overtime having regard to the circumstances of the restriction situation.
5.9
where more than one attendance or call is involved, the minimum payment provisions will not apply.
an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
problems, and attendance to the employee’s place of work or another location to perform duties of up
to three hours where necessary. no other allowance is payable to employees if they receive a
restriction allowance under this clause. if an employee in receipt of a restriction allowance is required |
| DAFF enterprise-agreement-2016-2019.txt | 1351 | overtime | will be paid overtime for the first two hours of the restriction period.
5.8
the delegate may determine an alternative amount of the restriction allowance rate, which may
include the payment of overtime having regard to the circumstances of the restriction situation.
5.9
where more than one attendance or call is involved, the minimum payment provisions will not apply.
an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
problems, and attendance to the employee’s place of work or another location to perform duties of up
to three hours where necessary. no other allowance is payable to employees if they receive a
restriction allowance under this clause. if an employee in receipt of a restriction allowance is required
to attend work, overtime is payable for the portion of attendances extending beyond three hours. this
allowance does not count as salary for superannuation purposes.
5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will
cease for the period when they are unavailable.
5.12 in exceptional cases where the employee on restriction is unavailable another employee may be
called as back-up and the manager may approve payment to the back-up employee at the appropriate |
| DAFF enterprise-agreement-2016-2019.txt | 1356 | overtime | include the payment of overtime having regard to the circumstances of the restriction situation.
5.9
where more than one attendance or call is involved, the minimum payment provisions will not apply.
an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
problems, and attendance to the employee’s place of work or another location to perform duties of up
to three hours where necessary. no other allowance is payable to employees if they receive a
restriction allowance under this clause. if an employee in receipt of a restriction allowance is required
to attend work, overtime is payable for the portion of attendances extending beyond three hours. this
allowance does not count as salary for superannuation purposes.
5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will
cease for the period when they are unavailable.
5.12 in exceptional cases where the employee on restriction is unavailable another employee may be
called as back-up and the manager may approve payment to the back-up employee at the appropriate
overtime rate. the minimum overtime payment in these circumstances will be three hours.
at sea allowance
5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a
taxable allowance as set out in schedule 2 of this agreement. |
| DAFF enterprise-agreement-2016-2019.txt | 1361 | overtime | an employee’s overtime payment will not be greater than the amount that would have been payable
had the employee remained on duty from the commencing time of duty on one attendance to the
ceasing time of duty on a subsequent attendance.
aad restriction allowance
5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be
contactable and available to work extra duty on a regular, extensive and continuing basis, that
employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this
agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve
22
problems, and attendance to the employee’s place of work or another location to perform duties of up
to three hours where necessary. no other allowance is payable to employees if they receive a
restriction allowance under this clause. if an employee in receipt of a restriction allowance is required
to attend work, overtime is payable for the portion of attendances extending beyond three hours. this
allowance does not count as salary for superannuation purposes.
5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will
cease for the period when they are unavailable.
5.12 in exceptional cases where the employee on restriction is unavailable another employee may be
called as back-up and the manager may approve payment to the back-up employee at the appropriate
overtime rate. the minimum overtime payment in these circumstances will be three hours.
at sea allowance
5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a
taxable allowance as set out in schedule 2 of this agreement.
camping allowance
5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing
for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the
journey to the campsite. the employee will also be reimbursed for any camping fees that are required. |
| DAFF enterprise-agreement-2016-2019.txt | 1375 | overtime | to attend work, overtime is payable for the portion of attendances extending beyond three hours. this
allowance does not count as salary for superannuation purposes.
5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will
cease for the period when they are unavailable.
5.12 in exceptional cases where the employee on restriction is unavailable another employee may be
called as back-up and the manager may approve payment to the back-up employee at the appropriate
overtime rate. the minimum overtime payment in these circumstances will be three hours.
at sea allowance
5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a
taxable allowance as set out in schedule 2 of this agreement.
camping allowance
5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing
for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the
journey to the campsite. the employee will also be reimbursed for any camping fees that are required.
5.15 on the day of return from camping the employee is entitled to an additional camping allowance as set
out in schedule 2 to this agreement if they do not return to their normal locality until after 4.00 pm.
cadet allowance
5.16 cadet employees are entitled to an allowance, paid before the commencement of their course of
study, and to reimbursement for all compulsory study fees.
community language allowance
5.17 where the delegate determines that there is a need to regularly utilise an employee’s particular
language skills for communicating in languages other than english or utilise sign language skills, the
delegate may agree to the payment of a community language allowance (cla). the delegate will
determine the rate of cla payable based on three levels of competence. further information is
contained in the department’s community language allowance policy.
|
| DAFF enterprise-agreement-2016-2019.txt | 1381 | overtime | overtime rate. the minimum overtime payment in these circumstances will be three hours.
at sea allowance
5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a
taxable allowance as set out in schedule 2 of this agreement.
camping allowance
5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing
for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the
journey to the campsite. the employee will also be reimbursed for any camping fees that are required.
5.15 on the day of return from camping the employee is entitled to an additional camping allowance as set
out in schedule 2 to this agreement if they do not return to their normal locality until after 4.00 pm.
cadet allowance
5.16 cadet employees are entitled to an allowance, paid before the commencement of their course of
study, and to reimbursement for all compulsory study fees.
community language allowance
5.17 where the delegate determines that there is a need to regularly utilise an employee’s particular
language skills for communicating in languages other than english or utilise sign language skills, the
delegate may agree to the payment of a community language allowance (cla). the delegate will
determine the rate of cla payable based on three levels of competence. further information is
contained in the department’s community language allowance policy.
departmental liaison officer allowance
5.18 an employee who works as a departmental liaison officer in the office of the minister or assistant
minister associated with the department is entitled to be paid a departmental liaison officer
allowance.
study support |
| DAFF enterprise-agreement-2016-2019.txt | 1483 | travel | allowance. the allowance recognises the number of hours worked, hourly rate, travelling time and
recognition of disruption to personal time. where an employee in receipt of this allowance is required
to attend work, overtime is payable for the portion of attendances extending beyond two hours. this
allowance does not count as salary for superannuation purposes.
motor vehicle allowance
5.31 where the delegate considers that it will result in greater efficiency or involve less expense, they may
authorise an employee to use a private car owned or hired by the employee at their own expense for
official purposes. this will be subject to the employee providing proof that, for the period of the
journey, they have comprehensive insurance on the vehicle, that the vehicle is registered, and that
they possess a current driver’s licence. in these circumstances an employee may claim a motor
vehicle allowance in accordance with the rates per business kilometre as specified by the australian
taxation office.
travel expenses
5.32 employees required to travel for official work purposes will have their accommodation, meals and
other expenses met by the department. further information is contained in the department’s travel
policy.
administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate |
| DAFF enterprise-agreement-2016-2019.txt | 1485 | overtime | to attend work, overtime is payable for the portion of attendances extending beyond two hours. this
allowance does not count as salary for superannuation purposes.
motor vehicle allowance
5.31 where the delegate considers that it will result in greater efficiency or involve less expense, they may
authorise an employee to use a private car owned or hired by the employee at their own expense for
official purposes. this will be subject to the employee providing proof that, for the period of the
journey, they have comprehensive insurance on the vehicle, that the vehicle is registered, and that
they possess a current driver’s licence. in these circumstances an employee may claim a motor
vehicle allowance in accordance with the rates per business kilometre as specified by the australian
taxation office.
travel expenses
5.32 employees required to travel for official work purposes will have their accommodation, meals and
other expenses met by the department. further information is contained in the department’s travel
policy.
administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the |
| DAFF enterprise-agreement-2016-2019.txt | 1497 | travel | travel expenses
5.32 employees required to travel for official work purposes will have their accommodation, meals and
other expenses met by the department. further information is contained in the department’s travel
policy.
administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the
employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be
outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may
then approve payment of reasonable costs associated with relocation from one locality to another
upon engagement, promotion, movement or separation. further information is contained in the
department’s relocation assistance policy.
25
dependant care reimbursements
vacation assistance
5.36 where an employee with school-age or preschool-age children has an application for annual leave or
purchased leave during school holidays cancelled for operational reasons, the employee may be |
| DAFF enterprise-agreement-2016-2019.txt | 1498 | travel | 5.32 employees required to travel for official work purposes will have their accommodation, meals and
other expenses met by the department. further information is contained in the department’s travel
policy.
administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the
employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be
outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may
then approve payment of reasonable costs associated with relocation from one locality to another
upon engagement, promotion, movement or separation. further information is contained in the
department’s relocation assistance policy.
25
dependant care reimbursements
vacation assistance
5.36 where an employee with school-age or preschool-age children has an application for annual leave or
purchased leave during school holidays cancelled for operational reasons, the employee may be
eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in |
| DAFF enterprise-agreement-2016-2019.txt | 1499 | travel | other expenses met by the department. further information is contained in the department’s travel
policy.
administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the
employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be
outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may
then approve payment of reasonable costs associated with relocation from one locality to another
upon engagement, promotion, movement or separation. further information is contained in the
department’s relocation assistance policy.
25
dependant care reimbursements
vacation assistance
5.36 where an employee with school-age or preschool-age children has an application for annual leave or
purchased leave during school holidays cancelled for operational reasons, the employee may be
eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in
schedule 2 as a per child per day rate. |
| DAFF enterprise-agreement-2016-2019.txt | 1501 | travel | administrative changes for travel
5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the
employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be
outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may
then approve payment of reasonable costs associated with relocation from one locality to another
upon engagement, promotion, movement or separation. further information is contained in the
department’s relocation assistance policy.
25
dependant care reimbursements
vacation assistance
5.36 where an employee with school-age or preschool-age children has an application for annual leave or
purchased leave during school holidays cancelled for operational reasons, the employee may be
eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in
schedule 2 as a per child per day rate.
extra dependant care costs
5.37 in recognition of dependant care responsibilities, the delegate may authorise reimbursement of |
| DAFF enterprise-agreement-2016-2019.txt | 1502 | travel | 5.33 the department will continue to improve administrative processes supporting travel arrangements.
these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will
ensure that employees are not out of pocket or disadvantaged.
overseas postings
5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and
trade whole-of-government overseas conditions of service policy, as updated from time to time.
relocation expenses
5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including
only some of the costs), associated with the necessary relocation of an employee and their immediate
family from one locality to another upon engagement to, promotion or movement to or within, or
separation from the department. the details of what has been approved will be provided to the
employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be
outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may
then approve payment of reasonable costs associated with relocation from one locality to another
upon engagement, promotion, movement or separation. further information is contained in the
department’s relocation assistance policy.
25
dependant care reimbursements
vacation assistance
5.36 where an employee with school-age or preschool-age children has an application for annual leave or
purchased leave during school holidays cancelled for operational reasons, the employee may be
eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in
schedule 2 as a per child per day rate.
extra dependant care costs
5.37 in recognition of dependant care responsibilities, the delegate may authorise reimbursement of
reasonable expenses arising from additional dependant care arrangements that are necessary |
| DAFF enterprise-agreement-2016-2019.txt | 1533 | travel | a. the employee is required to travel away from their normal work location for business purposes
b. the employee is directed to be on duty for additional periods outside the employee’s ordinary
hours of work or
c. other special circumstances exist that the delegate considers justify the payment of reasonable
expenses arising from additional dependant care responsibilities.
5.38 reimbursement of such expenses is subject to the employee obtaining prior approval from the
delegate.
5.39 in cases of exceptional circumstances where an employee is required to travel with 24 hours or less
notification and is required by the department to be away from home outside normal working hours,
the delegate will reimburse reasonable costs in relation to additional family care arrangements.
5.40 reimbursement of costs will take into account any government subsidy provided to the employee.
eyesight testing/spectacle reimbursement
5.41 the department will meet the full cost of one set of prescribed spectacles or contact lenses, where
they are approved by the delegate as necessary to undertake specialised work tasks (e.g. microscopy) which require particular visual acuity not normally required for general tasks, such as screen
based equipment.
5.42 the department will meet the full cost of prescription safety glasses where:
a. safety glasses are required to perform departmental work tasks and
b. the attending/dispensing optometrist’s invoice or letter certifies that the lenses and frames comply with as 1337.
loss, damage and indemnity
5.43 where a delegate determines that loss or damage to an employee’s clothing or personal effects is
attributable to the employee’s work, the delegate may approve reimbursement of the reasonable cost
of repair, or if irreparable, the reasonable cost of replacement of the clothing or personal effects.
26
part 6 – leave provisions
principle
6.1 |
| DAFF enterprise-agreement-2016-2019.txt | 1540 | travel | 5.39 in cases of exceptional circumstances where an employee is required to travel with 24 hours or less
notification and is required by the department to be away from home outside normal working hours,
the delegate will reimburse reasonable costs in relation to additional family care arrangements.
5.40 reimbursement of costs will take into account any government subsidy provided to the employee.
eyesight testing/spectacle reimbursement
5.41 the department will meet the full cost of one set of prescribed spectacles or contact lenses, where
they are approved by the delegate as necessary to undertake specialised work tasks (e.g. microscopy) which require particular visual acuity not normally required for general tasks, such as screen
based equipment.
5.42 the department will meet the full cost of prescription safety glasses where:
a. safety glasses are required to perform departmental work tasks and
b. the attending/dispensing optometrist’s invoice or letter certifies that the lenses and frames comply with as 1337.
loss, damage and indemnity
5.43 where a delegate determines that loss or damage to an employee’s clothing or personal effects is
attributable to the employee’s work, the delegate may approve reimbursement of the reasonable cost
of repair, or if irreparable, the reasonable cost of replacement of the clothing or personal effects.
26
part 6 – leave provisions
principle
6.1
the department is committed to a set of leave entitlements that are fair, based on mutual trust, and
provide all employees with adequate rest and support during times of need.
6.2
the department recognises that both individuals and organisations benefit from parental and carer’s |
| DAFF enterprise-agreement-2016-2019.txt | 1602 | long service leave | section 10 of the long service leave (commonwealth employees) act 1976, or a service referred to
in subsection 11(2) of that act, they may also have that period of previous employment recognised as
service for personal/carer’s leave purposes, provided there has been no break in continuity of service
and the person did not receive a redundancy benefit at the end of the period of previous employment.
6.8
accrued personal/carer’s leave credits that are recognised will be administered in accordance with this
agreement.
annual leave
6.9
employees (excluding those receiving a casual loading) will accrue the equivalent of 20 days (150
hours) annual leave for each full year of service. employees may apply to use their annual leave as it
accrues.
6.10 the taking of annual leave is subject to the prior approval of the delegate. approval is not to be
unreasonably withheld and, once given, is not to be unreasonably revoked. the delegate will,
regardless of operational requirements, approve at least once per calendar year, an employee’s
annual leave application for a period of at least five consecutive working days.
6.11 employees will, wherever practicable, regularly take their annual leave and will endeavour to ensure
that their accrued annual leave does not exceed two years of accrual. if an employee’s annual leave
credits exceed two years of accrual the employee, with the support of their manager, must plan to
reduce their leave to less than two years of accrual as soon as possible.
27
6.12 where an employee’s annual leave continues to exceed two years of accrual for three months or more
the delegate may in the absence of a plan to reduce the accrued leave direct the employee to take a
period of annual leave. |
| DAFF enterprise-agreement-2016-2019.txt | 1643 | travel | to duty, the employee will be entitled to be reimbursed reasonable travel costs and incidental
expenses not otherwise recoverable under any insurance or from any other source.
additional annual leave for shiftworkers
6.16 employees who are working rostered sunday duty are entitled to three hours and 45 minutes of
additional annual leave for every sunday worked, up to an additional five days annual leave per year.
this applies only to shiftworkers on a standard roster, not to employees working overtime on sunday.
payment of annual leave credits on exit from aps
6.17 on separation from the aps an employee’s payment in lieu of any remaining annual leave entitlement
will be calculated using the employee’s final rate of salary and allowances considered as salary for all
purposes as at the date of exit. temporary reassignment loading is regarded as salary for payment in
lieu of annual leave where it is certified that the temporary reassignment of duties would have
continued beyond the date of exit.
purchased leave
6.18 all employees (excluding those engaged on an irregular or intermittent basis, non-ongoing employees
employed for less than 12 months and cadets) are eligible to apply for purchased leave. further
information is contained in the department’s leave policy.
long service leave
6.19 an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay
or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
|
| DAFF enterprise-agreement-2016-2019.txt | 1648 | overtime | this applies only to shiftworkers on a standard roster, not to employees working overtime on sunday.
payment of annual leave credits on exit from aps
6.17 on separation from the aps an employee’s payment in lieu of any remaining annual leave entitlement
will be calculated using the employee’s final rate of salary and allowances considered as salary for all
purposes as at the date of exit. temporary reassignment loading is regarded as salary for payment in
lieu of annual leave where it is certified that the temporary reassignment of duties would have
continued beyond the date of exit.
purchased leave
6.18 all employees (excluding those engaged on an irregular or intermittent basis, non-ongoing employees
employed for less than 12 months and cadets) are eligible to apply for purchased leave. further
information is contained in the department’s leave policy.
long service leave
6.19 an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay
or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata |
| DAFF enterprise-agreement-2016-2019.txt | 1661 | long service leave | long service leave
6.19 an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay
or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a. |
| DAFF enterprise-agreement-2016-2019.txt | 1662 | long service leave | 6.19 an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay
or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a.
b. |
| DAFF enterprise-agreement-2016-2019.txt | 1664 | long service leave | 6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay
or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a.
b.
c.
d. |
| DAFF enterprise-agreement-2016-2019.txt | 1665 | long service leave | or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave,
except as otherwise provided by legislation.
6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a.
b.
c.
d.
|
| DAFF enterprise-agreement-2016-2019.txt | 1667 | maternity leave | 6.21 except where an employee is on parental or maternity leave, an employee does not have an
unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a.
b.
c.
d.
attending health appointments or accompanying a member of the employee’s family or
household or, where agreed by the delegate, a close friend to a health appointment |
| DAFF enterprise-agreement-2016-2019.txt | 1668 | long service leave | unqualified right to access long service leave at any particular time, and the delegate will consider
applications against operational requirements.
28
personal/carer’s leave
6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of
20 days (150 hours) personal/carer’s leave for each full year of service.
6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days
personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
amount of personal/carer’s leave any anticipated leave will be offset against future accruals.
6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances
where current personal/carer’s leave credits have been exhausted.
6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department
before anticipated leave is offset, this will be treated as an overpayment of salary.
6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes.
6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees
may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be
deducted by half of the duration of the leave taken.
6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment.
6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring
or support purposes, and for unexpected emergencies, including:
a.
b.
c.
d.
attending health appointments or accompanying a member of the employee’s family or
household or, where agreed by the delegate, a close friend to a health appointment
care of a member of the employee’s family or household or, where agreed by the delegate, a |
| DAFF enterprise-agreement-2016-2019.txt | 1728 | long service leave | access to other types of paid leave, while on annual, purchased or long service leave
6.36 the delegate may approve other types of leave (e.g. personal/carer’s leave) for an employee during a
period of their annual, purchased or long service leave subject to their eligibility and the production of
satisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to
the extent of any other eligible leave granted in its place.
access while on paid maternity leave, adoption leave or foster parent’s leave
6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of:
a.
paid leave under the maternity leave (commonwealth employees) act 1973
b.
paid permanent care leave
c.
paid adoption leave or
d.
paid foster parent’s leave.
personal/carer’s leave to be taken before termination on invalidity grounds
6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation.
compassionate leave (including bereavement)
6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of
paid compassionate leave on each occasion when a member of the employee’s family or household:
a. |
| DAFF enterprise-agreement-2016-2019.txt | 1730 | long service leave | period of their annual, purchased or long service leave subject to their eligibility and the production of
satisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to
the extent of any other eligible leave granted in its place.
access while on paid maternity leave, adoption leave or foster parent’s leave
6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of:
a.
paid leave under the maternity leave (commonwealth employees) act 1973
b.
paid permanent care leave
c.
paid adoption leave or
d.
paid foster parent’s leave.
personal/carer’s leave to be taken before termination on invalidity grounds
6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation.
compassionate leave (including bereavement)
6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of
paid compassionate leave on each occasion when a member of the employee’s family or household:
a.
contracts or develops an illness that poses a serious threat to their life or |
| DAFF enterprise-agreement-2016-2019.txt | 1731 | long service leave | satisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to
the extent of any other eligible leave granted in its place.
access while on paid maternity leave, adoption leave or foster parent’s leave
6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of:
a.
paid leave under the maternity leave (commonwealth employees) act 1973
b.
paid permanent care leave
c.
paid adoption leave or
d.
paid foster parent’s leave.
personal/carer’s leave to be taken before termination on invalidity grounds
6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation.
compassionate leave (including bereavement)
6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of
paid compassionate leave on each occasion when a member of the employee’s family or household:
a.
contracts or develops an illness that poses a serious threat to their life or
|
| DAFF enterprise-agreement-2016-2019.txt | 1733 | maternity leave | access while on paid maternity leave, adoption leave or foster parent’s leave
6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of:
a.
paid leave under the maternity leave (commonwealth employees) act 1973
b.
paid permanent care leave
c.
paid adoption leave or
d.
paid foster parent’s leave.
personal/carer’s leave to be taken before termination on invalidity grounds
6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation.
compassionate leave (including bereavement)
6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of
paid compassionate leave on each occasion when a member of the employee’s family or household:
a.
contracts or develops an illness that poses a serious threat to their life or
b.
|
| DAFF enterprise-agreement-2016-2019.txt | 1737 | maternity leave | paid leave under the maternity leave (commonwealth employees) act 1973
b.
paid permanent care leave
c.
paid adoption leave or
d.
paid foster parent’s leave.
personal/carer’s leave to be taken before termination on invalidity grounds
6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation.
compassionate leave (including bereavement)
6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of
paid compassionate leave on each occasion when a member of the employee’s family or household:
a.
contracts or develops an illness that poses a serious threat to their life or
b.
sustains a personal injury that poses a serious threat to their life or
c.
|
| DAFF enterprise-agreement-2016-2019.txt | 1795 | parental leave | parental leave
6.48 employees who have completed at least 12 months of continuous service in the aps, or for the purposes of maternity leave provided by the ml act, service with an organisation covered by the ml act,
may be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses
6.52 to 6.61.
6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48
may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in
clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid
parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of |
| DAFF enterprise-agreement-2016-2019.txt | 1796 | maternity leave | 6.48 employees who have completed at least 12 months of continuous service in the aps, or for the purposes of maternity leave provided by the ml act, service with an organisation covered by the ml act,
may be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses
6.52 to 6.61.
6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48
may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in
clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid
parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and |
| DAFF enterprise-agreement-2016-2019.txt | 1797 | parental leave | may be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses
6.52 to 6.61.
6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48
may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in
clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid
parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the |
| DAFF enterprise-agreement-2016-2019.txt | 1800 | parental leave | may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in
clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid
parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
|
| DAFF enterprise-agreement-2016-2019.txt | 1801 | parental leave | clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid
parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must |
| DAFF enterprise-agreement-2016-2019.txt | 1802 | parental leave | parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60.
6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided. |
| DAFF enterprise-agreement-2016-2019.txt | 1803 | parental leave | 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period
unless otherwise provided for under legislation or elsewhere in this agreement.
6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for |
| DAFF enterprise-agreement-2016-2019.txt | 1805 | parental leave | 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12
months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave |
| DAFF enterprise-agreement-2016-2019.txt | 1806 | parental leave | months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service.
any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of: |
| DAFF enterprise-agreement-2016-2019.txt | 1807 | parental leave | any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation.
paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a. |
| DAFF enterprise-agreement-2016-2019.txt | 1808 | maternity leave | paid maternity leave
6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a.
b. |
| DAFF enterprise-agreement-2016-2019.txt | 1809 | maternity leave | 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in
clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides
an additional two weeks paid leave.
special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a.
b.
c. |
| DAFF enterprise-agreement-2016-2019.txt | 1812 | maternity leave | special maternity leave
6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special
maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a.
b.
c.
completing administrative and legal procedures (leave may be granted on more than one
occasion during this stage of the adoption process) |
| DAFF enterprise-agreement-2016-2019.txt | 1814 | maternity leave | maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee
suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date
of birth of the child.
adoption leave, foster parent’s leave and permanent care leave
6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a.
b.
c.
completing administrative and legal procedures (leave may be granted on more than one
occasion during this stage of the adoption process)
travelling to and returning from the location where the employee first accepts responsibility for
the adopted child and |
| DAFF enterprise-agreement-2016-2019.txt | 1818 | parental leave | 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child:
a.
b.
c.
is under 16 years of age and
did not previously live with the employee for a period of six months or more as at the day of
placement and
is not (otherwise than because of the adoption or fostering) a child or step child of the
employee or the employee’s partner.
31
6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
be provided.
6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61.
adoption leave
6.57 adoption leave will be approved for the purposes of:
a.
b.
c.
completing administrative and legal procedures (leave may be granted on more than one
occasion during this stage of the adoption process)
travelling to and returning from the location where the employee first accepts responsibility for
the adopted child and
recuperating with the child upon returning home.
6.58 consistent with the federal government’s closing the gap policy, traditional aboriginal and torres
strait islander adoption practices are recognised as equivalent to formal adoption and employees will |
| DAFF enterprise-agreement-2016-2019.txt | 1842 | travel | travelling to and returning from the location where the employee first accepts responsibility for
the adopted child and
recuperating with the child upon returning home.
6.58 consistent with the federal government’s closing the gap policy, traditional aboriginal and torres
strait islander adoption practices are recognised as equivalent to formal adoption and employees will
receive the same leave entitlements. this includes the torres strait islander adoption kupai omasker
practices recognised by the family court of australia.
foster parent’s leave
6.59 foster parent’s leave will be approved for the purposes of assuming long-term responsibility arising
from the placement of a child in a ‘fostering’ arrangement by a person/organisation with statutory responsibility for the placement of the child.
permanent care order leave
6.60 permanent care leave will be approved for the purposes of caring for a child under a formal permanent care order (pco), long term care order or similarly termed order. permanent care leave will
only be approved for new pcos where the child has not previously lived with the employee (e.g. under
a foster care arrangement or on a permanent care basis). if more than one child is placed with the
employee at or around the same time (e.g. siblings) under separate pcos, the employee will only be
entitled to 14 weeks paid leave in respect of all of the children (not 14 weeks paid leave for each
child).
supporting partner leave
6.61 the delegate will grant ten days paid leave or 20 days leave at half pay to employees (on production
of satisfactory evidence) within 12 months following the birth of (or adoption of, or assumption of responsibility by permanent care order or fostering) a child. this provision is not applicable to employees who have utilised maternity, adoption, foster parents or permanent care order leave for the same
child.
half pay parental leave
6.62 employees have the option to spread the payment for all paid parental leave types up to double the
number of weeks at a rate of half the normal salary for the employee. when payment is spread at half
pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as
set out in clause 4.55.
unpaid parental leave
6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with:
a. |
| DAFF enterprise-agreement-2016-2019.txt | 1864 | parental leave | half pay parental leave
6.62 employees have the option to spread the payment for all paid parental leave types up to double the
number of weeks at a rate of half the normal salary for the employee. when payment is spread at half
pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as
set out in clause 4.55.
unpaid parental leave
6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with:
a.
the birth of a child of the employee or the employee’s spouse or de facto partner or
b.
the placement of a child with the employee for adoption or
c.
the placement of a child with the employee for foster caring or
32
d.
the placement of a child with the employee under a permanent care order or
e.
the traditional adoption of a child by an aboriginal or torres strait islander employee and
f.
|
| DAFF enterprise-agreement-2016-2019.txt | 1865 | parental leave | 6.62 employees have the option to spread the payment for all paid parental leave types up to double the
number of weeks at a rate of half the normal salary for the employee. when payment is spread at half
pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as
set out in clause 4.55.
unpaid parental leave
6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with:
a.
the birth of a child of the employee or the employee’s spouse or de facto partner or
b.
the placement of a child with the employee for adoption or
c.
the placement of a child with the employee for foster caring or
32
d.
the placement of a child with the employee under a permanent care order or
e.
the traditional adoption of a child by an aboriginal or torres strait islander employee and
f.
the employee has or will have a responsibility for the care of the child. |
| DAFF enterprise-agreement-2016-2019.txt | 1869 | parental leave | unpaid parental leave
6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with:
a.
the birth of a child of the employee or the employee’s spouse or de facto partner or
b.
the placement of a child with the employee for adoption or
c.
the placement of a child with the employee for foster caring or
32
d.
the placement of a child with the employee under a permanent care order or
e.
the traditional adoption of a child by an aboriginal or torres strait islander employee and
f.
the employee has or will have a responsibility for the care of the child.
6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave.
extending unpaid leave
6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of |
| DAFF enterprise-agreement-2016-2019.txt | 1870 | parental leave | 6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with:
a.
the birth of a child of the employee or the employee’s spouse or de facto partner or
b.
the placement of a child with the employee for adoption or
c.
the placement of a child with the employee for foster caring or
32
d.
the placement of a child with the employee under a permanent care order or
e.
the traditional adoption of a child by an aboriginal or torres strait islander employee and
f.
the employee has or will have a responsibility for the care of the child.
6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave.
extending unpaid leave
6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of
unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to |
| DAFF enterprise-agreement-2016-2019.txt | 1896 | parental leave | 6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave.
extending unpaid leave
6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of
unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to
commence immediately following the initial 12 months leave period.
6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid
parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets. |
| DAFF enterprise-agreement-2016-2019.txt | 1896 | long service leave | 6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave.
extending unpaid leave
6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of
unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to
commence immediately following the initial 12 months leave period.
6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid
parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets. |
| DAFF enterprise-agreement-2016-2019.txt | 1898 | parental leave | 6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of
unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to
commence immediately following the initial 12 months leave period.
6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid
parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts |
| DAFF enterprise-agreement-2016-2019.txt | 1899 | parental leave | unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to
commence immediately following the initial 12 months leave period.
6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid
parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to |
| DAFF enterprise-agreement-2016-2019.txt | 1902 | maternity leave | parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the |
| DAFF enterprise-agreement-2016-2019.txt | 1902 | parental leave | parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave
that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by
any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the |
| DAFF enterprise-agreement-2016-2019.txt | 1904 | maternity leave | any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33 |
| DAFF enterprise-agreement-2016-2019.txt | 1904 | parental leave | any period of unpaid parental leave or unpaid special maternity leave that the other member of the
employee couple has taken, or will have taken, in relation to the child before the extension starts.
6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at
least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33 |
| DAFF enterprise-agreement-2016-2019.txt | 1907 | parental leave | least four weeks before the end of the available parental leave period. the delegate will respond to a
request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds.
return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33
emergency services leave
6.75 employees who are members of recognised community service organisations will have access to paid |
| DAFF enterprise-agreement-2016-2019.txt | 1909 | parental leave | return to work from any type of parental leave
6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33
emergency services leave
6.75 employees who are members of recognised community service organisations will have access to paid
leave (on production of satisfactory evidence) for emergency services responses, regular training,
reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but |
| DAFF enterprise-agreement-2016-2019.txt | 1910 | parental leave | 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided
by section 84 of the fw act.
defence reserve leave
6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence
force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the
defence reserve service (protection) act 2001 requires the department to release an employee who
is a defence reservist to undertake defence service and training.
6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations.
6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in
clause 6.70 can be accumulated and taken over a period of two years.
6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for
up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these
purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air
force cadets.
6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33
emergency services leave
6.75 employees who are members of recognised community service organisations will have access to paid
leave (on production of satisfactory evidence) for emergency services responses, regular training,
reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but
may be extended by the delegate at the end of that period. |
| DAFF enterprise-agreement-2016-2019.txt | 1926 | long service leave | 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or
top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33
emergency services leave
6.75 employees who are members of recognised community service organisations will have access to paid
leave (on production of satisfactory evidence) for emergency services responses, regular training,
reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but
may be extended by the delegate at the end of that period.
community service leave
6.76 employees are entitled to leave without pay to participate in eligible community services in accordance
with division 8 of part 2-2 of chapter 2 of the fw act.
6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community
volunteering for organisations registered with volunteering australia, subject to the operational
requirements of the employee’s workplace.
naidoc ceremonies
6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines
and islanders day observance committee (naidoc) ceremonies.
aboriginal and torres strait islander employees’ ceremonial leave
6.79 the department is committed to the employment of aboriginal and torres strait islander people,
particularly in the jointly managed national parks, and recognises the traditional rights, roles and
obligations of aboriginal and torres strait islander employees.
6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees |
| DAFF enterprise-agreement-2016-2019.txt | 1927 | flextime | top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
the agency in any circumstances.
6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes.
unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
period(s) of leave without pay exceed six months.
33
emergency services leave
6.75 employees who are members of recognised community service organisations will have access to paid
leave (on production of satisfactory evidence) for emergency services responses, regular training,
reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but
may be extended by the delegate at the end of that period.
community service leave
6.76 employees are entitled to leave without pay to participate in eligible community services in accordance
with division 8 of part 2-2 of chapter 2 of the fw act.
6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community
volunteering for organisations registered with volunteering australia, subject to the operational
requirements of the employee’s workplace.
naidoc ceremonies
6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines
and islanders day observance committee (naidoc) ceremonies.
aboriginal and torres strait islander employees’ ceremonial leave
6.79 the department is committed to the employment of aboriginal and torres strait islander people,
particularly in the jointly managed national parks, and recognises the traditional rights, roles and
obligations of aboriginal and torres strait islander employees.
6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees
for the purpose of participating in ceremonies relating to cultural practices, customs and traditions. the |
| DAFF enterprise-agreement-2016-2019.txt | 1938 | travel | reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but
may be extended by the delegate at the end of that period.
community service leave
6.76 employees are entitled to leave without pay to participate in eligible community services in accordance
with division 8 of part 2-2 of chapter 2 of the fw act.
6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community
volunteering for organisations registered with volunteering australia, subject to the operational
requirements of the employee’s workplace.
naidoc ceremonies
6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines
and islanders day observance committee (naidoc) ceremonies.
aboriginal and torres strait islander employees’ ceremonial leave
6.79 the department is committed to the employment of aboriginal and torres strait islander people,
particularly in the jointly managed national parks, and recognises the traditional rights, roles and
obligations of aboriginal and torres strait islander employees.
6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees
for the purpose of participating in ceremonies relating to cultural practices, customs and traditions. the
maximum period of paid leave for this purpose in any calendar year is five days.
6.81 aboriginal and torres strait islander employees’ ceremonial leave is subject to their manager’s
approval. employees must notify their manager of their intention to be absent and, where possible, the
anticipated length of absence.
6.82 employees may also access purchased, annual and flex leave for ceremonial purposes.
6.83 aboriginal and torres strait islander employees attending non-department-sponsored naidoc
activities are eligible to apply for ceremonial leave and/or leave for naidoc ceremonies under clause
6.78.
6.84 in jointly managed national parks, aboriginal and torres strait islander employees may participate in
naidoc ceremonies in their communities as part of their normal working duties, subject to operational
demands. |
| DAFF enterprise-agreement-2016-2019.txt | 1976 | study leave | study leave
6.86 employees undertaking approved external studies, distance education and/or study activities related
only to the preparation and presentation of a thesis may apply for:
34
a.
leave with full pay to travel to and from and attend residential courses or seminars, or any
other compulsory study activities required for successful completion of the course of study and
b.
up to 42 hours leave with full pay each 6 month period in which approved study is undertaken.
6.87 employees undertaking approved studies on the campus of a tertiary institution (i.e. not those covered
in clause 6.86 of this agreement) may apply for up to 150 hours of leave with pay for each 12 month
period in which approved study is undertaken (subject to discussions with the manager), to travel to
and from and attend approved study activities. further information is contained in the department’s
study support scheme policy.
6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow
employees to undertake full-time study. periods of study leave without pay for periods longer than
12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay) |
| DAFF enterprise-agreement-2016-2019.txt | 1983 | travel | leave with full pay to travel to and from and attend residential courses or seminars, or any
other compulsory study activities required for successful completion of the course of study and
b.
up to 42 hours leave with full pay each 6 month period in which approved study is undertaken.
6.87 employees undertaking approved studies on the campus of a tertiary institution (i.e. not those covered
in clause 6.86 of this agreement) may apply for up to 150 hours of leave with pay for each 12 month
period in which approved study is undertaken (subject to discussions with the manager), to travel to
and from and attend approved study activities. further information is contained in the department’s
study support scheme policy.
6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow
employees to undertake full-time study. periods of study leave without pay for periods longer than
12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay)
6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for
purposes not provided for elsewhere in this agreement. leave without pay may be granted for a
maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be
considered in exceptional circumstances. further information is contained in the department’s leave
policy.
6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this
agreement or under the long service leave (commonwealth employees) act 1976, the |
| DAFF enterprise-agreement-2016-2019.txt | 1992 | travel | period in which approved study is undertaken (subject to discussions with the manager), to travel to
and from and attend approved study activities. further information is contained in the department’s
study support scheme policy.
6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow
employees to undertake full-time study. periods of study leave without pay for periods longer than
12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay)
6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for
purposes not provided for elsewhere in this agreement. leave without pay may be granted for a
maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be
considered in exceptional circumstances. further information is contained in the department’s leave
policy.
6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this
agreement or under the long service leave (commonwealth employees) act 1976, the
superannuation act 1976, the superannuation act 1990 or the superannuation act 2005.
35
part 7 – workforce management
employee assistance program
7.1
the department will provide employees and their family members with access to a confidential, professional counselling service. |
| DAFF enterprise-agreement-2016-2019.txt | 1995 | study leave | 6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow
employees to undertake full-time study. periods of study leave without pay for periods longer than
12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay)
6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for
purposes not provided for elsewhere in this agreement. leave without pay may be granted for a
maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be
considered in exceptional circumstances. further information is contained in the department’s leave
policy.
6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this
agreement or under the long service leave (commonwealth employees) act 1976, the
superannuation act 1976, the superannuation act 1990 or the superannuation act 2005.
35
part 7 – workforce management
employee assistance program
7.1
the department will provide employees and their family members with access to a confidential, professional counselling service.
probation
7.2 |
| DAFF enterprise-agreement-2016-2019.txt | 1996 | study leave | employees to undertake full-time study. periods of study leave without pay for periods longer than
12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay)
6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for
purposes not provided for elsewhere in this agreement. leave without pay may be granted for a
maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be
considered in exceptional circumstances. further information is contained in the department’s leave
policy.
6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this
agreement or under the long service leave (commonwealth employees) act 1976, the
superannuation act 1976, the superannuation act 1990 or the superannuation act 2005.
35
part 7 – workforce management
employee assistance program
7.1
the department will provide employees and their family members with access to a confidential, professional counselling service.
probation
7.2
|
| DAFF enterprise-agreement-2016-2019.txt | 1997 | study leave | 12 months will be considered in exceptional circumstances. study leave without pay does not count as
service for any purpose unless required by relevant legislation.
indigenous study support
6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12
month period in which the approved study activities are undertaken. further information is contained in
the department’s study support scheme policy.
other leave (with and without pay)
6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for
purposes not provided for elsewhere in this agreement. leave without pay may be granted for a
maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be
considered in exceptional circumstances. further information is contained in the department’s leave
policy.
6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this
agreement or under the long service leave (commonwealth employees) act 1976, the
superannuation act 1976, the superannuation act 1990 or the superannuation act 2005.
35
part 7 – workforce management
employee assistance program
7.1
the department will provide employees and their family members with access to a confidential, professional counselling service.
probation
7.2
probation may be imposed on the engagement of an employee, in accordance with section 22 of the |
| DAFF enterprise-agreement-2016-2019.txt | 2012 | long service leave | agreement or under the long service leave (commonwealth employees) act 1976, the
superannuation act 1976, the superannuation act 1990 or the superannuation act 2005.
35
part 7 – workforce management
employee assistance program
7.1
the department will provide employees and their family members with access to a confidential, professional counselling service.
probation
7.2
probation may be imposed on the engagement of an employee, in accordance with section 22 of the
ps act. the probation period is generally six months but the delegate may set an alternative period of
probation where reasonable, having regard to the nature and circumstances of employment. further
information is contained in the department’s probation policy.
managing performance
7.3
all employees covered by this agreement (other than expeditioner employees who are subject to
clauses 9.33 to 9.34, employees on irregular and intermittent contracts and non-ongoing employees
on contracts of less than three months) are required to participate in the department’s performance
and development scheme (pds). the scheme aims to provide each employee with regular opportunities to discuss with their manager performance expectations and the extent to which expectations
have been met. it also enables employees to discuss with their manager their development needs for
both their current responsibilities and broader career development. further information is contained in
the department’s pds policy.
|
| DAFF enterprise-agreement-2016-2019.txt | 2209 | long service leave | government service as defined in section 10 of the long service leave (commonwealth
employees) act 1976
service with the commonwealth (other than service with a joint commonwealth–state body
corporate in which the commonwealth does not have a controlling interest) which is
recognised for long service leave purposes
service with the australian defence force and
service in another agency, where such service is recognised for long service leave purposes
and the employee was moved from the aps to that agency with a transfer of function or,
having been engaged by that agency on work within a function, the employee was appointed
as a result of the transfer of that function to the aps.
7.36 for earlier periods of service to count for severance pay purposes those periods must not have been
recognised for a previous severance payment and there must have been no breaks between the
periods of service, except where:
a.
b.
the break in service was for less than one month and occurred where an offer of employment
in relation to the second period of service was made and accepted by the employee before the
first period of service ended (whether or not the two periods of service are with the same
employer or agency) or
the earlier period of service was with the aps and ceased because the employee was
deemed to have resigned from the aps on marriage under the repealed section 49 of the
public service act 1922.
7.37 absences from work that do not count as service for long service leave purposes will not count as
service for severance pay purposes.
rate of redundancy payment
7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances |
| DAFF enterprise-agreement-2016-2019.txt | 2213 | long service leave | recognised for long service leave purposes
service with the australian defence force and
service in another agency, where such service is recognised for long service leave purposes
and the employee was moved from the aps to that agency with a transfer of function or,
having been engaged by that agency on work within a function, the employee was appointed
as a result of the transfer of that function to the aps.
7.36 for earlier periods of service to count for severance pay purposes those periods must not have been
recognised for a previous severance payment and there must have been no breaks between the
periods of service, except where:
a.
b.
the break in service was for less than one month and occurred where an offer of employment
in relation to the second period of service was made and accepted by the employee before the
first period of service ended (whether or not the two periods of service are with the same
employer or agency) or
the earlier period of service was with the aps and ceased because the employee was
deemed to have resigned from the aps on marriage under the repealed section 49 of the
public service act 1922.
7.37 absences from work that do not count as service for long service leave purposes will not count as
service for severance pay purposes.
rate of redundancy payment
7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances
that are reimbursements for expenses incurred or living allowances such as the remote locality
allowance, but will include:
a.
b. |
| DAFF enterprise-agreement-2016-2019.txt | 2215 | long service leave | service in another agency, where such service is recognised for long service leave purposes
and the employee was moved from the aps to that agency with a transfer of function or,
having been engaged by that agency on work within a function, the employee was appointed
as a result of the transfer of that function to the aps.
7.36 for earlier periods of service to count for severance pay purposes those periods must not have been
recognised for a previous severance payment and there must have been no breaks between the
periods of service, except where:
a.
b.
the break in service was for less than one month and occurred where an offer of employment
in relation to the second period of service was made and accepted by the employee before the
first period of service ended (whether or not the two periods of service are with the same
employer or agency) or
the earlier period of service was with the aps and ceased because the employee was
deemed to have resigned from the aps on marriage under the repealed section 49 of the
public service act 1922.
7.37 absences from work that do not count as service for long service leave purposes will not count as
service for severance pay purposes.
rate of redundancy payment
7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances
that are reimbursements for expenses incurred or living allowances such as the remote locality
allowance, but will include:
a.
b.
c. |
| DAFF enterprise-agreement-2016-2019.txt | 2235 | long service leave | 7.37 absences from work that do not count as service for long service leave purposes will not count as
service for severance pay purposes.
rate of redundancy payment
7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances
that are reimbursements for expenses incurred or living allowances such as the remote locality
allowance, but will include:
a.
b.
c.
d.
the employee’s salary at their substantive classification level or
for the purposes of long service leave in lieu, annual leave and severance, the salary of a
higher work value level at which the employee has been working for a continuous period of at
least 12 months immediately preceding the date on which the employee is given notice of the
termination of employment
shift penalties, where the employee has undertaken shiftwork and is entitled to shift penalties
for 50% or more of the pay periods in the 12 months preceding being given notice of
termination of employment. a weekly average of penalties due over the 12 months will be
included in the salary
other allowances in the nature of salary that are paid during periods of annual leave and on a
regular basis.
retention periods
7.39 an excess employee who does not elect for voluntary redundancy with the payment of a redundancy
benefit will be entitled to the following period of retention:
39
|
| DAFF enterprise-agreement-2016-2019.txt | 2249 | long service leave | for the purposes of long service leave in lieu, annual leave and severance, the salary of a
higher work value level at which the employee has been working for a continuous period of at
least 12 months immediately preceding the date on which the employee is given notice of the
termination of employment
shift penalties, where the employee has undertaken shiftwork and is entitled to shift penalties
for 50% or more of the pay periods in the 12 months preceding being given notice of
termination of employment. a weekly average of penalties due over the 12 months will be
included in the salary
other allowances in the nature of salary that are paid during periods of annual leave and on a
regular basis.
retention periods
7.39 an excess employee who does not elect for voluntary redundancy with the payment of a redundancy
benefit will be entitled to the following period of retention:
39
a.
b.
56 weeks if the employee has 20 or more years of service or is over 45 years old or
30 weeks for all other employees.
7.40 if an employee is entitled to a redundancy payment under the nes the retention period at clause 7.39
will be reduced by the employee’s redundancy pay entitlement under the nes on termination,
calculated as at the expiration of the retention period (as adjusted by this clause).
commencement of retention period
7.41 the retention period will commence on the earlier of the following:
a.
b.
|
| DAFF enterprise-agreement-2016-2019.txt | 2312 | travel | 7.45 an excess employee may request assistance in meeting reasonable travel and incidental expenses
incurred in seeking alternative employment if these are not met by the prospective employer.
7.46 where an excess employee is required to move their household to a new locality as a result of a
movement or reduction in classification they will be entitled to reasonable expenses as determined by
the delegate.
retention period – early termination
7.47 where the delegate is satisfied that there is insufficient productive work available for the employee
within the agency during the remainder of the retention period and that there are no reasonable
redeployment prospects in the aps:
a.
the delegate may, with the agreement of the employee, terminate the employee’s employment
under section 29 of the ps act and
b.
upon termination, the employee will be paid a lump sum comprising
i. payment for the balance of the retention period (as shortened for the nes under clause
7.40), which will be taken to include the payment in lieu of notice of termination of
employment and
ii. the employee’s nes entitlement to redundancy pay.
40
involuntary termination of employment
7.48 subject to clauses 7.49 to 7.50, the delegate will, under section 29 of the ps act, involuntarily
terminate the employment of an excess employee at the end of the retention period.
7.49 an excess employee will not have their employment terminated involuntarily if the employee has not
been invited to accept an offer of voluntary redundancy or if the employee has elected to have their |
| DAFF enterprise-agreement-2016-2019.txt | 2489 | long service leave | rla does not count as salary for superannuation, long service leave in lieu or severance payment
purposes.
8.5
an employee with a spouse/partner who is also an employee of an aps agency and is entitled to rla
will be regarded as an employee without dependants for the calculation of the allowance.
payment of rla during periods of leave
8.6
the rla will be paid during periods of personal/carer’s leave, annual leave, long service leave and
other paid leave. however, for long service leave the allowance is paid only if the employee resides in
the locality while on long service leave.
payment of rla for a temporary period
8.7
an employee may be paid rla while temporarily stationed in a locality that would normally attract the
payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally
43
payable after the first 21 days. further information is contained in the department’s travel policy and
the department’s relocation assistance policy.
former remote localities
8.8
only employees who were employed at the department’s former remote localities (as outlined in table
8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in
schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement. |
| DAFF enterprise-agreement-2016-2019.txt | 2500 | long service leave | the rla will be paid during periods of personal/carer’s leave, annual leave, long service leave and
other paid leave. however, for long service leave the allowance is paid only if the employee resides in
the locality while on long service leave.
payment of rla for a temporary period
8.7
an employee may be paid rla while temporarily stationed in a locality that would normally attract the
payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally
43
payable after the first 21 days. further information is contained in the department’s travel policy and
the department’s relocation assistance policy.
former remote localities
8.8
only employees who were employed at the department’s former remote localities (as outlined in table
8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in
schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement.
table 8.8.1
8.9
leave fares
location
date of eligibility
|
| DAFF enterprise-agreement-2016-2019.txt | 2501 | long service leave | other paid leave. however, for long service leave the allowance is paid only if the employee resides in
the locality while on long service leave.
payment of rla for a temporary period
8.7
an employee may be paid rla while temporarily stationed in a locality that would normally attract the
payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally
43
payable after the first 21 days. further information is contained in the department’s travel policy and
the department’s relocation assistance policy.
former remote localities
8.8
only employees who were employed at the department’s former remote localities (as outlined in table
8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in
schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement.
table 8.8.1
8.9
leave fares
location
date of eligibility
extra annual leave per annum |
| DAFF enterprise-agreement-2016-2019.txt | 2502 | long service leave | the locality while on long service leave.
payment of rla for a temporary period
8.7
an employee may be paid rla while temporarily stationed in a locality that would normally attract the
payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally
43
payable after the first 21 days. further information is contained in the department’s travel policy and
the department’s relocation assistance policy.
former remote localities
8.8
only employees who were employed at the department’s former remote localities (as outlined in table
8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in
schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement.
table 8.8.1
8.9
leave fares
location
date of eligibility
extra annual leave per annum
|
| DAFF enterprise-agreement-2016-2019.txt | 2511 | travel | payable after the first 21 days. further information is contained in the department’s travel policy and
the department’s relocation assistance policy.
former remote localities
8.8
only employees who were employed at the department’s former remote localities (as outlined in table
8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in
schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement.
table 8.8.1
8.9
leave fares
location
date of eligibility
extra annual leave per annum
darwin
10 august 2006
5 days
annual
booderee |
| DAFF enterprise-agreement-2016-2019.txt | 2622 | travel | 8.22 employees working in a remote locality will be entitled to reimbursement of reasonable travel costs, as
determined by the delegate, for medical or dental treatment where:
a. it is immediately necessary for the employee or a dependant of the employee to travel from the
remote locality for medical, dental or specialist treatment because the relevant service is
unavailable at the remote locality and
b.
a qualified medical practitioner, dentist or medical specialist certifies the immediate necessity
and essential nature of this treatment.
45
8.23 if the employee or their dependant accesses similar payments or services provided under provisions
of another government subsidy or by another aps agency, the amount of assistance provided by the
department will be reduced by the amount received by the employee accessing the assistance.
emergency or compassionate travel – reimbursement of transport costs
8.24 where:
a. an employee or dependant of an employee is stationed at a remote locality and
b.
it is necessary for the employee or a dependant of the employee to travel from the locality for
emergency or compassionate reasons (i.e. where a close family member becomes critically or
dangerously ill or dies, or in other crisis situations approved as such by the delegate)
the delegate will authorise reimbursement of reasonable costs incurred for return transport by air
(through the department’s travel management provider where possible) or surface travel within
australia to the locality where the close family member lives (or lived immediately before his or
her death). however, if that locality is in another country, the delegate will authorise
reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality. |
| DAFF enterprise-agreement-2016-2019.txt | 2624 | travel | a. it is immediately necessary for the employee or a dependant of the employee to travel from the
remote locality for medical, dental or specialist treatment because the relevant service is
unavailable at the remote locality and
b.
a qualified medical practitioner, dentist or medical specialist certifies the immediate necessity
and essential nature of this treatment.
45
8.23 if the employee or their dependant accesses similar payments or services provided under provisions
of another government subsidy or by another aps agency, the amount of assistance provided by the
department will be reduced by the amount received by the employee accessing the assistance.
emergency or compassionate travel – reimbursement of transport costs
8.24 where:
a. an employee or dependant of an employee is stationed at a remote locality and
b.
it is necessary for the employee or a dependant of the employee to travel from the locality for
emergency or compassionate reasons (i.e. where a close family member becomes critically or
dangerously ill or dies, or in other crisis situations approved as such by the delegate)
the delegate will authorise reimbursement of reasonable costs incurred for return transport by air
(through the department’s travel management provider where possible) or surface travel within
australia to the locality where the close family member lives (or lived immediately before his or
her death). however, if that locality is in another country, the delegate will authorise
reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality.
reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 |
| DAFF enterprise-agreement-2016-2019.txt | 2637 | travel | emergency or compassionate travel – reimbursement of transport costs
8.24 where:
a. an employee or dependant of an employee is stationed at a remote locality and
b.
it is necessary for the employee or a dependant of the employee to travel from the locality for
emergency or compassionate reasons (i.e. where a close family member becomes critically or
dangerously ill or dies, or in other crisis situations approved as such by the delegate)
the delegate will authorise reimbursement of reasonable costs incurred for return transport by air
(through the department’s travel management provider where possible) or surface travel within
australia to the locality where the close family member lives (or lived immediately before his or
her death). however, if that locality is in another country, the delegate will authorise
reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality.
reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
who ordinarily lives with the employee is receiving primary or secondary education at a school in a
locality other than where the employee is stationed and, as a result, does not live with the employee,
the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee |
| DAFF enterprise-agreement-2016-2019.txt | 2642 | travel | it is necessary for the employee or a dependant of the employee to travel from the locality for
emergency or compassionate reasons (i.e. where a close family member becomes critically or
dangerously ill or dies, or in other crisis situations approved as such by the delegate)
the delegate will authorise reimbursement of reasonable costs incurred for return transport by air
(through the department’s travel management provider where possible) or surface travel within
australia to the locality where the close family member lives (or lived immediately before his or
her death). however, if that locality is in another country, the delegate will authorise
reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality.
reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
who ordinarily lives with the employee is receiving primary or secondary education at a school in a
locality other than where the employee is stationed and, as a result, does not live with the employee,
the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a. |
| DAFF enterprise-agreement-2016-2019.txt | 2647 | travel | (through the department’s travel management provider where possible) or surface travel within
australia to the locality where the close family member lives (or lived immediately before his or
her death). however, if that locality is in another country, the delegate will authorise
reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality.
reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
who ordinarily lives with the employee is receiving primary or secondary education at a school in a
locality other than where the employee is stationed and, as a result, does not live with the employee,
the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and |
| DAFF enterprise-agreement-2016-2019.txt | 2650 | travel | reimbursement of the reasonable cost of travel to the closest australian capital city international
airport that has reasonable flight connections to that locality.
reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
who ordinarily lives with the employee is receiving primary or secondary education at a school in a
locality other than where the employee is stationed and, as a result, does not live with the employee,
the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
|
| DAFF enterprise-agreement-2016-2019.txt | 2652 | travel | reunion travel for school children
8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
who ordinarily lives with the employee is receiving primary or secondary education at a school in a
locality other than where the employee is stationed and, as a result, does not live with the employee,
the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance |
| DAFF enterprise-agreement-2016-2019.txt | 2656 | travel | the delegate will approve reunion travel for the child to visit the employee. travel may be between the
locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year. |
| DAFF enterprise-agreement-2016-2019.txt | 2657 | travel | locality where the employee is stationed and the locality where the child is receiving education. travel
should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
|
| DAFF enterprise-agreement-2016-2019.txt | 2658 | travel | should normally be booked through the department’s travel management provider.
8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46 |
| DAFF enterprise-agreement-2016-2019.txt | 2659 | travel | 8.26 where it is not possible to book travel through the travel management provider, the employee will be
reimbursed as follows:
a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
|
| DAFF enterprise-agreement-2016-2019.txt | 2661 | travel | a. if the child travels from the locality where he or she is receiving education to the locality where
the employee is stationed, an amount equal to the cost of return fares reasonably incurred by
the employee or
b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on |
| DAFF enterprise-agreement-2016-2019.txt | 2664 | travel | b. if the child travels from the locality where he or she is receiving education to a locality other than
where the employee is stationed to visit the employee or the spouse/partner of the employee,
an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency |
| DAFF enterprise-agreement-2016-2019.txt | 2667 | travel | and the amount that would have been reimbursed if the child had travelled to the locality where
the employee is stationed.
8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or |
| DAFF enterprise-agreement-2016-2019.txt | 2669 | travel | 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the
delegate may approve an additional reunion visit if:
a.
b.
c.
the child has already been authorised for three return fares in a year
the child attends a school that has four terms in a school year and
the delegate is satisfied that there are special circumstances requiring an additional reunion
visit.
8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18.
correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations |
| DAFF enterprise-agreement-2016-2019.txt | 2681 | travel | correspondence school travel assistance
8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the
employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations
8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted
from their leave balance. employees will be required to produce supporting evidence (e.g. a medical
certificate) to claim this entitlement.
47
part 9 – antarctic duty provisions
9.1
all employees required to participate in periods of antarctic duty will be subject to the conditions of
part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are
referred to as either: |
| DAFF enterprise-agreement-2016-2019.txt | 2683 | travel | employee and is studying at primary or secondary school level by correspondence is required to travel
to another location as part of their course of study, the delegate may approve reimbursement of
airfares on up to three occasions during a school year.
46
additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations
8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted
from their leave balance. employees will be required to produce supporting evidence (e.g. a medical
certificate) to claim this entitlement.
47
part 9 – antarctic duty provisions
9.1
all employees required to participate in periods of antarctic duty will be subject to the conditions of
part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are
referred to as either:
a.
|
| DAFF enterprise-agreement-2016-2019.txt | 2689 | travel | additional travel leave for christmas island and cocos (keeling) islands employees
8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
christmas island and cocos (keeling) islands. this leave may be taken in the following
circumstances:
a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations
8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted
from their leave balance. employees will be required to produce supporting evidence (e.g. a medical
certificate) to claim this entitlement.
47
part 9 – antarctic duty provisions
9.1
all employees required to participate in periods of antarctic duty will be subject to the conditions of
part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are
referred to as either:
a.
expeditioner employees: those whose work is predominantly performed in antarctica and who
b.
are identified as such by the delegate or
head office employees: those whose work is predominantly performed in head office but who |
| DAFF enterprise-agreement-2016-2019.txt | 2693 | travel | a. for travel time when employees are required to travel for medical, specialist, dental, emergency
or compassionate reasons using personal/carer’s leave and/or
b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations
8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted
from their leave balance. employees will be required to produce supporting evidence (e.g. a medical
certificate) to claim this entitlement.
47
part 9 – antarctic duty provisions
9.1
all employees required to participate in periods of antarctic duty will be subject to the conditions of
part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are
referred to as either:
a.
expeditioner employees: those whose work is predominantly performed in antarctica and who
b.
are identified as such by the delegate or
head office employees: those whose work is predominantly performed in head office but who
are required to undertake a period of antarctic duty as part of their role.
9.2
|
| DAFF enterprise-agreement-2016-2019.txt | 2695 | travel | b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled,
delayed or unable to complete its service (due to, for example, atmospheric conditions or
mechanical breakdown). supporting evidence from the air carrier will be required.
re-crediting of annual leave for annual medical examinations
8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted
from their leave balance. employees will be required to produce supporting evidence (e.g. a medical
certificate) to claim this entitlement.
47
part 9 – antarctic duty provisions
9.1
all employees required to participate in periods of antarctic duty will be subject to the conditions of
part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are
referred to as either:
a.
expeditioner employees: those whose work is predominantly performed in antarctica and who
b.
are identified as such by the delegate or
head office employees: those whose work is predominantly performed in head office but who
are required to undertake a period of antarctic duty as part of their role.
9.2
head office employees will be considered to be expeditioner employees if they have applied for the
expeditioner employee role and it is not deemed to be part of their normal head office duties. a head |
| DAFF enterprise-agreement-2016-2019.txt | 2787 | overtime | as periods of antarctic duty. employees who are not entitled to overtime payments for these voyages
will instead receive antarctic duty allowances in accordance with the relevant clauses.
antarctic duty allowances
9.14 during periods of antarctic duty, together with their base salary (as specified in schedule 4 of this
agreement), employees will be paid antarctic duty allowances in accordance with clauses 9.16 to
9.28 and as set out in schedule 2.
9.15 rates of payment of antarctic duty allowances will be as per schedule 2 of this agreement, per
annum, pro rata.
allowance in lieu of overtime
9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment
of the allowance is in recognition of the performance of primary duties that might, in other situations,
be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or
other like payments.
common duties allowance
9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of
the allowance is in recognition of the reasonable additional duty necessary to the functioning of an
expedition, including assisting other expedition members, whether employees or otherwise, with
official expedition programs and other general duties necessary for the community life of the
expedition; such duties are unrelated to the primary duties.
antarctic allowance
9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the
allowance is in recognition of working requirements and circumstances that might, in other situations,
be compensated by functional, site, disability or other like allowances. the allowance is also in
recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms
of transportation and all other environmental factors associated with antarctica.
loading on antarctic duty allowances
9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed
in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic
duty allowances being received will be paid. |
| DAFF enterprise-agreement-2016-2019.txt | 2796 | overtime | allowance in lieu of overtime
9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment
of the allowance is in recognition of the performance of primary duties that might, in other situations,
be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or
other like payments.
common duties allowance
9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of
the allowance is in recognition of the reasonable additional duty necessary to the functioning of an
expedition, including assisting other expedition members, whether employees or otherwise, with
official expedition programs and other general duties necessary for the community life of the
expedition; such duties are unrelated to the primary duties.
antarctic allowance
9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the
allowance is in recognition of working requirements and circumstances that might, in other situations,
be compensated by functional, site, disability or other like allowances. the allowance is also in
recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms
of transportation and all other environmental factors associated with antarctica.
loading on antarctic duty allowances
9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed
in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic
duty allowances being received will be paid.
9.20 clause 9.19 will apply in the following circumstances:
a.
working at wilkins aerodrome or
b.
working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or
|
| DAFF enterprise-agreement-2016-2019.txt | 2797 | overtime | 9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment
of the allowance is in recognition of the performance of primary duties that might, in other situations,
be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or
other like payments.
common duties allowance
9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of
the allowance is in recognition of the reasonable additional duty necessary to the functioning of an
expedition, including assisting other expedition members, whether employees or otherwise, with
official expedition programs and other general duties necessary for the community life of the
expedition; such duties are unrelated to the primary duties.
antarctic allowance
9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the
allowance is in recognition of working requirements and circumstances that might, in other situations,
be compensated by functional, site, disability or other like allowances. the allowance is also in
recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms
of transportation and all other environmental factors associated with antarctica.
loading on antarctic duty allowances
9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed
in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic
duty allowances being received will be paid.
9.20 clause 9.19 will apply in the following circumstances:
a.
working at wilkins aerodrome or
b.
working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or
c. |
| DAFF enterprise-agreement-2016-2019.txt | 2799 | overtime | be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or
other like payments.
common duties allowance
9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of
the allowance is in recognition of the reasonable additional duty necessary to the functioning of an
expedition, including assisting other expedition members, whether employees or otherwise, with
official expedition programs and other general duties necessary for the community life of the
expedition; such duties are unrelated to the primary duties.
antarctic allowance
9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the
allowance is in recognition of working requirements and circumstances that might, in other situations,
be compensated by functional, site, disability or other like allowances. the allowance is also in
recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms
of transportation and all other environmental factors associated with antarctica.
loading on antarctic duty allowances
9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed
in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic
duty allowances being received will be paid.
9.20 clause 9.19 will apply in the following circumstances:
a.
working at wilkins aerodrome or
b.
working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or
c.
performing rostered marine science technical support duty at sea for a minimum of 10 hours |
| DAFF enterprise-agreement-2016-2019.txt | 3080 | travel | include those associated with travel, accommodation, meals, transport and storage of personal and
household effects, storage of a motor vehicle, training and protective clothing and equipment. the
department will also provide a range of amenities including access to communication services for
employees while they are in antarctica as determined by the delegate. further information is
contained in the department’s antarctic duty expeditioner support policy.
employee assistance program
9.60 the department provides expeditioner employees and their immediate families with access to an
independent, confidential, and professional counselling service at no cost to the employee, from the
date of commencement until six months after the expeditioner employee’s return from a period of
antarctic duty.
54
part 10 – interpretations/definitions
for the purposes of this agreement, the following definitions apply:
aad means the australian antarctic division of the department of the environment and energy.
accredited course means a course of study that, on successful completion, would result in the awarding of
a qualification recognised under the australian qualifications framework.
agency head means the secretary of the department of the environment and energy.
agreement means the department of the environment and energy enterprise agreement 2016–2019.
antarctica means the area south of the antarctic convergence and also includes macquarie island, heard
island, and such other islands or waters that form the operational area for an expedition.
aps means the australian public service.
aps employee has the same meaning as in the ps act.
cadet means an employee who is employed to undertake a course of study on a full-time basis at a tertiary
institution and is required to undertake practical training in the workplace during vacation breaks.
day of embarkation, for an employee or expeditioner employee, means the day the ship or aircraft
departs from the port or airport.
day of disembarkation, for an employee or expeditioner employee, means the day the ship or aircraft |
| DAFF enterprise-agreement-2016-2019.txt | 3158 | maternity leave | ml act means the maternity leave (commonwealth employees) act 1973.
non-ongoing employee means a non-ongoing aps employee as defined in section 7 of the ps act.
ongoing employee means an ongoing aps employee as defined in section 7 of the ps act.
parliamentary service refers to employment under the parliamentary service act 1999.
partner/spouse means, in relation to an employee who is a member of a couple, the other member of this
couple, without discrimination as to gender or any other attribute.
pds means the department’s performance and development scheme as amended from time to time.
period of antarctic duty, for an employee or expeditioner employee means the period beginning on the
day of embarkation of the employee or expeditioner employee at the port or airport specified in an itinerary
approved by the director as the port or airport of embarkation for an expedition and ending on the day of
disembarkation of the employee or expeditioner employee at a port or airport specified in the itinerary as the
port or airport of disembarkation for an expedition.
permanent care means a legal arrangement in which the child lives permanently with a family that becomes
responsible for his or her custody and guardianship.
pre-departure preparation and training means the training and preparation undertaken by employees
prior to the day of embarkation.
ps act means the public service act 1999.
salary means the employee’s rate of salary/pay (in accordance with the annual salary rates at schedule 1,
56
schedule 3 or schedule 4 of this agreement), and is considered to be salary for all purposes. participation in
salary sacrifice arrangements (under the department’s salary packaging scheme) or purchased leave
options, will not affect salary for these purposes unless specifically authorised/specified.
supported wage system means the commonwealth government system to promote employment for
people who cannot work at full wages because of a disability, as documented in the department’s supported
wage system: guidelines and assessment process.
trainee means an employee who is employed to undertake a course of training as determined by the
delegate, which may include practical and course-based work.
within australia means all areas within australia, excluding those that are part of antarctica.
|
| DAFF enterprise-agreement-2016-2019.txt | 3179 | salary packaging | salary sacrifice arrangements (under the department’s salary packaging scheme) or purchased leave
options, will not affect salary for these purposes unless specifically authorised/specified.
supported wage system means the commonwealth government system to promote employment for
people who cannot work at full wages because of a disability, as documented in the department’s supported
wage system: guidelines and assessment process.
trainee means an employee who is employed to undertake a course of training as determined by the
delegate, which may include practical and course-based work.
within australia means all areas within australia, excluding those that are part of antarctica.
57
schedule 1 – classification structure and
pay rates
aps levels
pay rates at 1/7/2013
(p.a.)
pay rates from
commencement (p.a.)
pay rates from
pay rates from
12 months after
commencement (p.a.)
24 months after |
| DAFF enterprise-agreement-2016-2019.txt | 4266 | overtime | overtime meal allowance
$27.49
$28.31
$28.88
$29.17
5.10
restriction allowance (aad
only)
$23,363 p.a.
$24,064 p.a.
$24,545 p.a.
$24,791 p.a.
5.13
at sea allowance
$106.93 per day
$110.14 per day |
| DAFF enterprise-agreement-2016-2019.txt | 4919 | overtime | overtime
(antarctic)
head office
$28,758 p.a.
$29,621.p.a.
$29,888 p.a.
$29,888 p.a.
common
expeditioner
$14,084 p.a.
$14,507 p.a.
$14,797 p.a.
$14,945 p.a.
duties
allowance
(antarctic)
head office |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 385 | travel | arrangements regarding travel
iii.
overtime rates
iv.
penalty rates
v.
allowances
vi.
remuneration, including salary, and/or
vii.
leave
the arrangement meets the genuine needs of the agency and the employee in
relation to one or more of the matters mentioned above, and
the arrangement is genuinely agreed to by the chief executive officer and the
employee.
30.
the chief executive officer must ensure that the terms of the ifa:
are about permitted matters under section 172 of the fair work act |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 389 | overtime | overtime rates
iv.
penalty rates
v.
allowances
vi.
remuneration, including salary, and/or
vii.
leave
the arrangement meets the genuine needs of the agency and the employee in
relation to one or more of the matters mentioned above, and
the arrangement is genuinely agreed to by the chief executive officer and the
employee.
30.
the chief executive officer must ensure that the terms of the ifa:
are about permitted matters under section 172 of the fair work act
are not unlawful terms under section 194 of the fair work act, and
result in the employee being better off overall than the employee would be if no
arrangement was made.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 464 | bandwidth | 30 minutes from monday to friday, within the bandwidth of 7:00 am to 7:00 pm.
35.
a standard day for the purposes of leave, attendance (including flex time) and payment of
salary is 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm monday to friday, except where a
public holiday occurs.
36.
full-time employees must work to a standard day unless otherwise agreed in writing by the
chief executive officer.
37.
where a full-time employee has a written agreement in place with the chief executive
officer to work another pattern of hours, those hours are their standard day.
part-time employees
38.
a part-time employee is an employee who has an agreement in writing with the
chief executive officer to vary their ordinary hours to be less than those specified in
clause 34 and in an agreed pattern of hours. agreed part-time hours must be within the
bandwidth.
39.
a part-time employee’s pattern of hours must be no less than three consecutive hours on
any agreed working day unless otherwise agreed by the chief executive officer |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 488 | bandwidth | bandwidth.
39.
a part-time employee’s pattern of hours must be no less than three consecutive hours on
any agreed working day unless otherwise agreed by the chief executive officer
40.
at the expiry of the part-time agreement an employee has the right to return to fulltime work. an employee may return to full-time work earlier with the agreement of the chief
executive officer.
41.
the agency may engage an employee on an ongoing part-time basis. an employee
engaged on an ongoing part-time basis does not have an automatic right to increase their
part-time hours or access full-time hours, but can request this.
42.
unless otherwise agreed between an employee and the chief executive officer,
remuneration and other benefits for part-time employees will be calculated on a pro-rata
basis. however, this does not apply to long service leave (which is provided and
administered in accordance with the long service leave act) or expense related
allowances or reimbursements.
non-ongoing employees
43.
the agency may engage an employee for a specified term or for the duration of a specified |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 510 | long service leave | basis. however, this does not apply to long service leave (which is provided and
administered in accordance with the long service leave act) or expense related
allowances or reimbursements.
non-ongoing employees
43.
the agency may engage an employee for a specified term or for the duration of a specified
task. these employees will be referred to as non-ongoing employees in this agreement.
44.
unless otherwise specified in this agreement, the terms and conditions for non-ongoing
employees will be the same as those set out in this agreement for ongoing employees.
training classifications
45.
the chief executive officer may engage a person as a trainee, graduate or cadet.
page 11 of 53
46.
trainees, graduates and cadets will be assigned the relevant classification within the
training broadband. trainees, graduates and cadets will undertake a course of study
and/or training determined by the chief executive officer.
47.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 511 | long service leave | administered in accordance with the long service leave act) or expense related
allowances or reimbursements.
non-ongoing employees
43.
the agency may engage an employee for a specified term or for the duration of a specified
task. these employees will be referred to as non-ongoing employees in this agreement.
44.
unless otherwise specified in this agreement, the terms and conditions for non-ongoing
employees will be the same as those set out in this agreement for ongoing employees.
training classifications
45.
the chief executive officer may engage a person as a trainee, graduate or cadet.
page 11 of 53
46.
trainees, graduates and cadets will be assigned the relevant classification within the
training broadband. trainees, graduates and cadets will undertake a course of study
and/or training determined by the chief executive officer.
47.
the training broadband is used for those employees who are allocated a training |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 698 | salary advancement | qualifying periods for salary advancement under the performance and
development scheme
page 14 of 53
work level standards, and
the nature of the duties which are to be assigned to the employee.
salary of junior employees and cadets
69.
a cadet undertaking full-time study is entitled to salary at 57 per cent of the minimum pay
point (including junior rates where applicable) in the training broadband, that would be
payable to the cadet if they were performing practical training.
70.
junior rates of pay are only applicable to the aps 1 classification in the general broadband
and training broadband and will be a percentage of an aps 1 equivalent adult rate of pay
as follows:
under 18 years of age – 60 per cent
at 18 years of age – 70 per cent
at 19 years of age – 81 per cent
at 20 years of age – 91 per cent, and
at 21 years of age – 100 per cent.
casual employees
71.
a casual employee will be paid a 25 per cent loading in addition to the hourly rate of pay
applicable to their classification. the loading is in lieu of:
any payment in relation to any form of paid leave (except where the employee is |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 728 | long service leave | entitled to long service leave)
any payment for public holidays on which the employee is not rostered to work,
and
any payment for the christmas closedown.
salary on engagement in the agency or movement to the agency
72.
where an employee is engaged in the agency (either as an ongoing or a non-ongoing
employee) or moves to the agency, salary will be payable at the lowest pay point for their
classification, unless the chief executive officer determines otherwise.
73.
the chief executive officer may determine an alternative salary as follows:
a pay point for the employee’s classification that is closest to the employee’s
current salary without the employee’s salary decreasing, or
a salary (the ‘initial salary’) which is between two pay points for the employee’s
classification, or is above the highest pay point for their classification. where
this occurs, the employee will be entitled to that salary, until such time as a
lower pay point meets or exceeds their salary. at that time, the employee will be
paid at that pay point.
page 15 of 53
74.
where an employee from another agency (the “other agency”) is temporarily assigned
duties in the agency at a higher classification than the duties performed by the employee in
the other agency, salary will be payable at the lowest pay point of the applicable |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 821 | salary advancement | salary advancement through classifications
82.
on 15 august each year, an ongoing employee (excluding employees in the training
broadband) who is not already at the top pay point for their classification in appendix 2 or
appendix 3, will advance to the next pay point for their classification, if the employee:
has performed duties in safe work australia at that classification for a period of
at least three continuous months in the performance assessment cycle for the
financial year that has just been completed, and
the employee’s performance is at least satisfactory at the end of the
performance assessment cycle for the financial year that has just been
completed.
83.
an employee on an initial salary between two pay points is eligible to progress to a higher
pay point for their classification in accordance with clause 82 of this agreement.
salary advancement and temporary performance of duties at a higher classification
84.
an employee who temporarily performs duties at a higher classification from 1 april or
earlier, to at least 15 august, will be eligible for salary advancement at both the higher and
substantive classifications from 15 august, subject to the employee’s performance being at
least satisfactory for both classifications. the employee is still entitled to salary
advancement where there is a break of three weeks or less in the temporary performance at
the higher classification between 30 june and 15 august.
85.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 839 | salary advancement | salary advancement and temporary performance of duties at a higher classification
84.
an employee who temporarily performs duties at a higher classification from 1 april or
earlier, to at least 15 august, will be eligible for salary advancement at both the higher and
substantive classifications from 15 august, subject to the employee’s performance being at
least satisfactory for both classifications. the employee is still entitled to salary
advancement where there is a break of three weeks or less in the temporary performance at
the higher classification between 30 june and 15 august.
85.
an employee who is promoted between 1 april and 30 june in any year, and who was
temporarily performing duties at a higher classification immediately before the promotion for
more than three continuous months, is entitled to salary advancement at that classification
from 15 august, subject to the employee’s performance being at least satisfactory.
salary advancement through broadbands
86.
ongoing employees are entitled to permanent movement through classifications in a
broadband where there are soft barriers.
87.
movement to a higher classification in a broadband is not automatic and can only occur
when:
there is work available at the higher classification, and
the employee’s performance is assessed as being at least satisfactory as part
of the performance development scheme, and |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 843 | salary advancement | earlier, to at least 15 august, will be eligible for salary advancement at both the higher and
substantive classifications from 15 august, subject to the employee’s performance being at
least satisfactory for both classifications. the employee is still entitled to salary
advancement where there is a break of three weeks or less in the temporary performance at
the higher classification between 30 june and 15 august.
85.
an employee who is promoted between 1 april and 30 june in any year, and who was
temporarily performing duties at a higher classification immediately before the promotion for
more than three continuous months, is entitled to salary advancement at that classification
from 15 august, subject to the employee’s performance being at least satisfactory.
salary advancement through broadbands
86.
ongoing employees are entitled to permanent movement through classifications in a
broadband where there are soft barriers.
87.
movement to a higher classification in a broadband is not automatic and can only occur
when:
there is work available at the higher classification, and
the employee’s performance is assessed as being at least satisfactory as part
of the performance development scheme, and
the employee demonstrates an ability to undertake work satisfactorily at the
higher classification, and, if appropriate, has the necessary qualification, skills
and/or experience, or
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 853 | salary advancement | more than three continuous months, is entitled to salary advancement at that classification
from 15 august, subject to the employee’s performance being at least satisfactory.
salary advancement through broadbands
86.
ongoing employees are entitled to permanent movement through classifications in a
broadband where there are soft barriers.
87.
movement to a higher classification in a broadband is not automatic and can only occur
when:
there is work available at the higher classification, and
the employee’s performance is assessed as being at least satisfactory as part
of the performance development scheme, and
the employee demonstrates an ability to undertake work satisfactorily at the
higher classification, and, if appropriate, has the necessary qualification, skills
and/or experience, or
page 17 of 53
the employee is successful in an open merit selection process consistent with
the public service act.
government lawyer advancement provisions
88.
an employee who is paid under the government lawyer broadband and who satisfies the
advancement requirements in clause 87 may advance up to a maximum of three
incremental pay points. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 856 | salary advancement | salary advancement through broadbands
86.
ongoing employees are entitled to permanent movement through classifications in a
broadband where there are soft barriers.
87.
movement to a higher classification in a broadband is not automatic and can only occur
when:
there is work available at the higher classification, and
the employee’s performance is assessed as being at least satisfactory as part
of the performance development scheme, and
the employee demonstrates an ability to undertake work satisfactorily at the
higher classification, and, if appropriate, has the necessary qualification, skills
and/or experience, or
page 17 of 53
the employee is successful in an open merit selection process consistent with
the public service act.
government lawyer advancement provisions
88.
an employee who is paid under the government lawyer broadband and who satisfies the
advancement requirements in clause 87 may advance up to a maximum of three
incremental pay points.
89.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 974 | parental leave | superannuation funds during periods of paid and unpaid parental leave (including maternity,
parental, adoption and foster care leave). contributions for periods of paid leave are not
limited. contributions for periods of unpaid leave are up to a maximum of 52 weeks unless
otherwise required by legislation or fund requirements.
101.
the chief executive officer may decide to limit choice of an alternative superannuation fund
to complying superannuation funds that allow employee and/or employer contributions to be
paid through fortnightly electronic funds transfer using a file generated by the payroll system
used by the agency.
102.
any fees applied by a chosen fund associated with the administration of superannuation
contributions will be borne by the employee.
allowances
workplace responsibility allowance
103.
ongoing employees who are appointed or elected to a workplace responsibility role are
entitled to a workplace responsibility allowance. the following workplace responsibility
allowance will apply:
$27 each fortnight on commencement of the agreement
$27.50 each fortnight 12 months after the commencement of the agreement,
and
$28 each fortnight 24 months after the commencement of the agreement.
104. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1028 | travel | duties including official travel. the employee is required to provide the chief executive
officer with reasonable evidence of the loss or damage to the clothing or personal effects.
this reimbursement is not subject to tax instalment deductions.
relocation assistance
108.
relocation assistance must be approved in writing by the chief executive officer before any
relocation takes place.
109.
the chief executive officer may approve a contribution towards reasonable costs when an
employee:
permanently relocates at the requirement of the agency
moves to a position which involves permanently moving from one geographic
locality to another (whether on promotion or at classification), or
temporarily relocates at the requirement of the agency, for a period of at least
13 weeks or more.
110.
relocation assistance is not available for moves within the canberra region.
111.
employees requesting transfer to another geographic locality for personal reasons are not
entitled to relocation assistance.
112. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1061 | salary packaging | salary packaging
113.
employees are entitled to access flexible salary packaging. where an employee takes up
the option of flexible salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for
purposes of superannuation, severance and termination payments (and any other purpose)
will be determined as if the flexible salary packaging arrangement had not been entered
into.
114.
any fringe benefits tax incurred in relation to an employee as a result of their salary
packaging arrangement will be met by the individual employee.
115.
for more information, refer to the safe work australia salary packaging policy.
page 20 of 53
overpayments
116.
where an employee is overpaid an amount of salary or other benefits, the overpayment will
be recovered in accordance with the fair work act and the agency's accountable authority
instructions.
page 21 of 53
part d - work life balance |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1064 | salary packaging | employees are entitled to access flexible salary packaging. where an employee takes up
the option of flexible salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for
purposes of superannuation, severance and termination payments (and any other purpose)
will be determined as if the flexible salary packaging arrangement had not been entered
into.
114.
any fringe benefits tax incurred in relation to an employee as a result of their salary
packaging arrangement will be met by the individual employee.
115.
for more information, refer to the safe work australia salary packaging policy.
page 20 of 53
overpayments
116.
where an employee is overpaid an amount of salary or other benefits, the overpayment will
be recovered in accordance with the fair work act and the agency's accountable authority
instructions.
page 21 of 53
part d - work life balance
hours of work and attendance
117.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1065 | salary packaging | the option of flexible salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for
purposes of superannuation, severance and termination payments (and any other purpose)
will be determined as if the flexible salary packaging arrangement had not been entered
into.
114.
any fringe benefits tax incurred in relation to an employee as a result of their salary
packaging arrangement will be met by the individual employee.
115.
for more information, refer to the safe work australia salary packaging policy.
page 20 of 53
overpayments
116.
where an employee is overpaid an amount of salary or other benefits, the overpayment will
be recovered in accordance with the fair work act and the agency's accountable authority
instructions.
page 21 of 53
part d - work life balance
hours of work and attendance
117.
an employee must work their ordinary hours, unless otherwise agreed in writing by the |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1067 | salary packaging | will be determined as if the flexible salary packaging arrangement had not been entered
into.
114.
any fringe benefits tax incurred in relation to an employee as a result of their salary
packaging arrangement will be met by the individual employee.
115.
for more information, refer to the safe work australia salary packaging policy.
page 20 of 53
overpayments
116.
where an employee is overpaid an amount of salary or other benefits, the overpayment will
be recovered in accordance with the fair work act and the agency's accountable authority
instructions.
page 21 of 53
part d - work life balance
hours of work and attendance
117.
an employee must work their ordinary hours, unless otherwise agreed in writing by the
chief executive officer.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1077 | salary packaging | for more information, refer to the safe work australia salary packaging policy.
page 20 of 53
overpayments
116.
where an employee is overpaid an amount of salary or other benefits, the overpayment will
be recovered in accordance with the fair work act and the agency's accountable authority
instructions.
page 21 of 53
part d - work life balance
hours of work and attendance
117.
an employee must work their ordinary hours, unless otherwise agreed in writing by the
chief executive officer.
118.
ordinary hours may be averaged over the settlement period for the purpose of determining
flex debit/credit carry over, with the agreement of the employee’s manager.
119.
an employee must not work more than five hours without an unpaid meal break of at least
thirty minutes.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1110 | travel | chief executive officer. the calculation of ten hours does not include travel time.
unapproved absences
121.
where an employee is absent from duty without approval, the employee is not entitled to
remuneration, including salary, and other benefits under this agreement. an unapproved
absence will not count as service for any purpose.
122.
amounts paid to an employee in respect of an unapproved absence are overpayments and
the agency will recover those amounts in accordance with the fair work act and the
agency's accountable authority instructions.
rest break
123.
employees should not commence work on any day without having at least a minimum eight
hour break, plus reasonable travelling time, from the previous day’s work.
124.
where the chief executive officer requires an employee to resume or continue work
without having had a minimum break, the employee will be paid at double the hourly rate for
the hours worked, until they have had an eight hour continuous break.
125.
where all or some of the employee’s minimum break occurs during their ordinary hours, |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1129 | travel | hour break, plus reasonable travelling time, from the previous day’s work.
124.
where the chief executive officer requires an employee to resume or continue work
without having had a minimum break, the employee will be paid at double the hourly rate for
the hours worked, until they have had an eight hour continuous break.
125.
where all or some of the employee’s minimum break occurs during their ordinary hours,
the employee will be considered to have worked during this time and the employee will not
lose pay for the absence.
flex time
126.
flex time is available to all employees engaged at or below the aps 6 classification.
127.
eligible employees may accumulate flex time within the bandwidth. all employees
engaged at or below the aps 6 classification must record their hours of work daily on
commencing and ceasing work in the manner stipulated by the agency.
128.
a flex credit occurs where an eligible employee accumulates hours in excess of their
ordinary hours. for a full-time employee, a maximum of 37 hours and 30 minutes flex
credit may be accumulated and carried over into the next settlement period. for a part-time |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1150 | bandwidth | eligible employees may accumulate flex time within the bandwidth. all employees
engaged at or below the aps 6 classification must record their hours of work daily on
commencing and ceasing work in the manner stipulated by the agency.
128.
a flex credit occurs where an eligible employee accumulates hours in excess of their
ordinary hours. for a full-time employee, a maximum of 37 hours and 30 minutes flex
credit may be accumulated and carried over into the next settlement period. for a part-time
employee, a maximum flex credit that is equal to their weekly ordinary hours may be
accumulated and carried over to the next settlement period.
page 22 of 53
129.
a flex debit occurs where an eligible employee works less time than their ordinary hours.
for a full-time employee, a maximum of 22 hours and 30 minutes flex debit can be
accumulated and carried over to the next settlement period. for a part-time employee, a
maximum flex debit that is equivalent to 60 per cent of their weekly ordinary hours can be
accumulated and carried over to the next settlement period.
130.
any flex debit will be deducted from a person’s final monies if they cease to work for the
agency in accordance with the fair work act and the agency's accountable authority
instructions.
131.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1216 | overtime | overtime
137.
where operational requirements make it necessary, the chief executive officer may direct
an employee to work outside the standard day or in excess of their ordinary hours on any
given day.
138.
an employee directed to work outside the standard day or in excess of their ordinary
hours on any given day is entitled to overtime payment, or where agreed, equivalent flex
time. if the employee receives payment of overtime in their salary, this is instead of, not in
addition to, an accrual of flex credits for the purposes of flex time.
139.
where a period of overtime is not continuous with the employee's ordinary hours, not
including emergency duty, the base period of overtime payment for such work will be
calculated as if the employee had worked for four hours. when determining whether a
period is continuous with ordinary hours, meal breaks should not be regarded as breaking
continuity.
page 23 of 53
140.
141.
overtime payments will be calculated as follows:
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1226 | overtime | hours on any given day is entitled to overtime payment, or where agreed, equivalent flex
time. if the employee receives payment of overtime in their salary, this is instead of, not in
addition to, an accrual of flex credits for the purposes of flex time.
139.
where a period of overtime is not continuous with the employee's ordinary hours, not
including emergency duty, the base period of overtime payment for such work will be
calculated as if the employee had worked for four hours. when determining whether a
period is continuous with ordinary hours, meal breaks should not be regarded as breaking
continuity.
page 23 of 53
140.
141.
overtime payments will be calculated as follows:
monday to saturday: one and a half times the employee’s hourly rate for the first
three hours each day and double the hourly rate thereafter.
sunday: double the employee’s hourly rate.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1227 | overtime | time. if the employee receives payment of overtime in their salary, this is instead of, not in
addition to, an accrual of flex credits for the purposes of flex time.
139.
where a period of overtime is not continuous with the employee's ordinary hours, not
including emergency duty, the base period of overtime payment for such work will be
calculated as if the employee had worked for four hours. when determining whether a
period is continuous with ordinary hours, meal breaks should not be regarded as breaking
continuity.
page 23 of 53
140.
141.
overtime payments will be calculated as follows:
monday to saturday: one and a half times the employee’s hourly rate for the first
three hours each day and double the hourly rate thereafter.
sunday: double the employee’s hourly rate.
public holiday: two and a half times the employee’s hourly rate. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1232 | overtime | where a period of overtime is not continuous with the employee's ordinary hours, not
including emergency duty, the base period of overtime payment for such work will be
calculated as if the employee had worked for four hours. when determining whether a
period is continuous with ordinary hours, meal breaks should not be regarded as breaking
continuity.
page 23 of 53
140.
141.
overtime payments will be calculated as follows:
monday to saturday: one and a half times the employee’s hourly rate for the first
three hours each day and double the hourly rate thereafter.
sunday: double the employee’s hourly rate.
public holiday: two and a half times the employee’s hourly rate.
for employees at or below the aps 6 classification, agreed flex time in lieu of overtime
may be taken as follows:
combination - where the employee and the chief executive officer agree, flex
time on an “hour for hour” basis with an entitlement to a residual payment (for |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1233 | overtime | including emergency duty, the base period of overtime payment for such work will be
calculated as if the employee had worked for four hours. when determining whether a
period is continuous with ordinary hours, meal breaks should not be regarded as breaking
continuity.
page 23 of 53
140.
141.
overtime payments will be calculated as follows:
monday to saturday: one and a half times the employee’s hourly rate for the first
three hours each day and double the hourly rate thereafter.
sunday: double the employee’s hourly rate.
public holiday: two and a half times the employee’s hourly rate.
for employees at or below the aps 6 classification, agreed flex time in lieu of overtime
may be taken as follows:
combination - where the employee and the chief executive officer agree, flex
time on an “hour for hour” basis with an entitlement to a residual payment (for
example - three hours' time off plus three hours pay at half the employees’ |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1244 | overtime | overtime payments will be calculated as follows:
monday to saturday: one and a half times the employee’s hourly rate for the first
three hours each day and double the hourly rate thereafter.
sunday: double the employee’s hourly rate.
public holiday: two and a half times the employee’s hourly rate.
for employees at or below the aps 6 classification, agreed flex time in lieu of overtime
may be taken as follows:
combination - where the employee and the chief executive officer agree, flex
time on an “hour for hour” basis with an entitlement to a residual payment (for
example - three hours' time off plus three hours pay at half the employees’
hourly rate, instead of three hours overtime at time and a half); or
flex time only - on an overtime rate basis (for example, four and a half hours'
flex time instead of three hours overtime payment at time and a half).
142.
where flex time has been agreed instead of overtime payment and the employee has not
been granted flex leave in four weeks or another agreed period, due to operational
requirements, payment of the overtime entitlement will be made.
143. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1258 | overtime | for employees at or below the aps 6 classification, agreed flex time in lieu of overtime
may be taken as follows:
combination - where the employee and the chief executive officer agree, flex
time on an “hour for hour” basis with an entitlement to a residual payment (for
example - three hours' time off plus three hours pay at half the employees’
hourly rate, instead of three hours overtime at time and a half); or
flex time only - on an overtime rate basis (for example, four and a half hours'
flex time instead of three hours overtime payment at time and a half).
142.
where flex time has been agreed instead of overtime payment and the employee has not
been granted flex leave in four weeks or another agreed period, due to operational
requirements, payment of the overtime entitlement will be made.
143.
executive level employees will only be entitled to receive overtime in special
circumstances and with the approval of the chief executive officer. the employee may be
compensated for additional hours worked in the form of toil but there is no entitlement to
compensation on an hour-for-hour basis.
overtime meal allowance
144.
where an employee at or below the aps 6 classification is directed to work at least three
hours outside the standard day or in excess of their ordinary hours they will receive a meal
allowance of $27.50. where such an employee works a further five hours on a saturday,
sunday or public holiday, they will receive an additional meal allowance of $27.50.
overtime meal allowance is payable regardless of whether the directed overtime is |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1263 | overtime | hourly rate, instead of three hours overtime at time and a half); or
flex time only - on an overtime rate basis (for example, four and a half hours'
flex time instead of three hours overtime payment at time and a half).
142.
where flex time has been agreed instead of overtime payment and the employee has not
been granted flex leave in four weeks or another agreed period, due to operational
requirements, payment of the overtime entitlement will be made.
143.
executive level employees will only be entitled to receive overtime in special
circumstances and with the approval of the chief executive officer. the employee may be
compensated for additional hours worked in the form of toil but there is no entitlement to
compensation on an hour-for-hour basis.
overtime meal allowance
144.
where an employee at or below the aps 6 classification is directed to work at least three
hours outside the standard day or in excess of their ordinary hours they will receive a meal
allowance of $27.50. where such an employee works a further five hours on a saturday,
sunday or public holiday, they will receive an additional meal allowance of $27.50.
overtime meal allowance is payable regardless of whether the directed overtime is
compensated as paid overtime or as flex time at overtime rates.
145.
where special circumstances exist and an executive level employee is entitled to paid |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1264 | overtime | flex time only - on an overtime rate basis (for example, four and a half hours'
flex time instead of three hours overtime payment at time and a half).
142.
where flex time has been agreed instead of overtime payment and the employee has not
been granted flex leave in four weeks or another agreed period, due to operational
requirements, payment of the overtime entitlement will be made.
143.
executive level employees will only be entitled to receive overtime in special
circumstances and with the approval of the chief executive officer. the employee may be
compensated for additional hours worked in the form of toil but there is no entitlement to
compensation on an hour-for-hour basis.
overtime meal allowance
144.
where an employee at or below the aps 6 classification is directed to work at least three
hours outside the standard day or in excess of their ordinary hours they will receive a meal
allowance of $27.50. where such an employee works a further five hours on a saturday,
sunday or public holiday, they will receive an additional meal allowance of $27.50.
overtime meal allowance is payable regardless of whether the directed overtime is
compensated as paid overtime or as flex time at overtime rates.
145.
where special circumstances exist and an executive level employee is entitled to paid
overtime, they may also receive a meal allowance of $27.50 but only where they have been |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1265 | overtime | flex time instead of three hours overtime payment at time and a half).
142.
where flex time has been agreed instead of overtime payment and the employee has not
been granted flex leave in four weeks or another agreed period, due to operational
requirements, payment of the overtime entitlement will be made.
143.
executive level employees will only be entitled to receive overtime in special
circumstances and with the approval of the chief executive officer. the employee may be
compensated for additional hours worked in the form of toil but there is no entitlement to
compensation on an hour-for-hour basis.
overtime meal allowance
144.
where an employee at or below the aps 6 classification is directed to work at least three
hours outside the standard day or in excess of their ordinary hours they will receive a meal
allowance of $27.50. where such an employee works a further five hours on a saturday,
sunday or public holiday, they will receive an additional meal allowance of $27.50.
overtime meal allowance is payable regardless of whether the directed overtime is
compensated as paid overtime or as flex time at overtime rates.
145.
where special circumstances exist and an executive level employee is entitled to paid
overtime, they may also receive a meal allowance of $27.50 but only where they have been
directed to work at least three continuous additional hours outside their ordinary hours. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1269 | overtime | where flex time has been agreed instead of overtime payment and the employee has not
been granted flex leave in four weeks or another agreed period, due to operational
requirements, payment of the overtime entitlement will be made.
143.
executive level employees will only be entitled to receive overtime in special
circumstances and with the approval of the chief executive officer. the employee may be
compensated for additional hours worked in the form of toil but there is no entitlement to
compensation on an hour-for-hour basis.
overtime meal allowance
144.
where an employee at or below the aps 6 classification is directed to work at least three
hours outside the standard day or in excess of their ordinary hours they will receive a meal
allowance of $27.50. where such an employee works a further five hours on a saturday,
sunday or public holiday, they will receive an additional meal allowance of $27.50.
overtime meal allowance is payable regardless of whether the directed overtime is
compensated as paid overtime or as flex time at overtime rates.
145.
where special circumstances exist and an executive level employee is entitled to paid
overtime, they may also receive a meal allowance of $27.50 but only where they have been
directed to work at least three continuous additional hours outside their ordinary hours.
where an executive level employee is supervising employees on overtime who are
entitled to the payment of a meal allowance, the executive level employee will also be
entitled to the payment of a meal allowance.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1271 | overtime | requirements, payment of the overtime entitlement will be made.
143.
executive level employees will only be entitled to receive overtime in special
circumstances and with the approval of the chief executive officer. the employee may be
compensated for additional hours worked in the form of toil but there is no entitlement to
compensation on an hour-for-hour basis.
overtime meal allowance
144.
where an employee at or below the aps 6 classification is directed to work at least three
hours outside the standard day or in excess of their ordinary hours they will receive a meal
allowance of $27.50. where such an employee works a further five hours on a saturday,
sunday or public holiday, they will receive an additional meal allowance of $27.50.
overtime meal allowance is payable regardless of whether the directed overtime is
compensated as paid overtime or as flex time at overtime rates.
145.
where special circumstances exist and an executive level employee is entitled to paid
overtime, they may also receive a meal allowance of $27.50 but only where they have been
directed to work at least three continuous additional hours outside their ordinary hours.
where an executive level employee is supervising employees on overtime who are
entitled to the payment of a meal allowance, the executive level employee will also be
entitled to the payment of a meal allowance.
working from home or another location
146. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1275 | overtime | executive level employees will only be entitled to receive overtime in special
circumstances and with the approval of the chief executive officer. the employee may be
compensated for additional hours worked in the form of toil but there is no entitlement to
compensation on an hour-for-hour basis.
overtime meal allowance
144.
where an employee at or below the aps 6 classification is directed to work at least three
hours outside the standard day or in excess of their ordinary hours they will receive a meal
allowance of $27.50. where such an employee works a further five hours on a saturday,
sunday or public holiday, they will receive an additional meal allowance of $27.50.
overtime meal allowance is payable regardless of whether the directed overtime is
compensated as paid overtime or as flex time at overtime rates.
145.
where special circumstances exist and an executive level employee is entitled to paid
overtime, they may also receive a meal allowance of $27.50 but only where they have been
directed to work at least three continuous additional hours outside their ordinary hours.
where an executive level employee is supervising employees on overtime who are
entitled to the payment of a meal allowance, the executive level employee will also be
entitled to the payment of a meal allowance.
working from home or another location
146.
the chief executive officer may approve an employee working from home or another
location.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1280 | overtime | overtime meal allowance
144.
where an employee at or below the aps 6 classification is directed to work at least three
hours outside the standard day or in excess of their ordinary hours they will receive a meal
allowance of $27.50. where such an employee works a further five hours on a saturday,
sunday or public holiday, they will receive an additional meal allowance of $27.50.
overtime meal allowance is payable regardless of whether the directed overtime is
compensated as paid overtime or as flex time at overtime rates.
145.
where special circumstances exist and an executive level employee is entitled to paid
overtime, they may also receive a meal allowance of $27.50 but only where they have been
directed to work at least three continuous additional hours outside their ordinary hours.
where an executive level employee is supervising employees on overtime who are
entitled to the payment of a meal allowance, the executive level employee will also be
entitled to the payment of a meal allowance.
working from home or another location
146.
the chief executive officer may approve an employee working from home or another
location.
147.
where an employee has a regular approved working from home arrangement, assistance
to maintain home based it equipment and internet access may be approved by the chief
executive officer, up to a maximum value of $3,000 per annum. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1287 | overtime | overtime meal allowance is payable regardless of whether the directed overtime is
compensated as paid overtime or as flex time at overtime rates.
145.
where special circumstances exist and an executive level employee is entitled to paid
overtime, they may also receive a meal allowance of $27.50 but only where they have been
directed to work at least three continuous additional hours outside their ordinary hours.
where an executive level employee is supervising employees on overtime who are
entitled to the payment of a meal allowance, the executive level employee will also be
entitled to the payment of a meal allowance.
working from home or another location
146.
the chief executive officer may approve an employee working from home or another
location.
147.
where an employee has a regular approved working from home arrangement, assistance
to maintain home based it equipment and internet access may be approved by the chief
executive officer, up to a maximum value of $3,000 per annum.
page 24 of 53
workplace health and wellbeing
148.
the agency will have a health and wellbeing strategy. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1288 | overtime | compensated as paid overtime or as flex time at overtime rates.
145.
where special circumstances exist and an executive level employee is entitled to paid
overtime, they may also receive a meal allowance of $27.50 but only where they have been
directed to work at least three continuous additional hours outside their ordinary hours.
where an executive level employee is supervising employees on overtime who are
entitled to the payment of a meal allowance, the executive level employee will also be
entitled to the payment of a meal allowance.
working from home or another location
146.
the chief executive officer may approve an employee working from home or another
location.
147.
where an employee has a regular approved working from home arrangement, assistance
to maintain home based it equipment and internet access may be approved by the chief
executive officer, up to a maximum value of $3,000 per annum.
page 24 of 53
workplace health and wellbeing
148.
the agency will have a health and wellbeing strategy.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1293 | overtime | overtime, they may also receive a meal allowance of $27.50 but only where they have been
directed to work at least three continuous additional hours outside their ordinary hours.
where an executive level employee is supervising employees on overtime who are
entitled to the payment of a meal allowance, the executive level employee will also be
entitled to the payment of a meal allowance.
working from home or another location
146.
the chief executive officer may approve an employee working from home or another
location.
147.
where an employee has a regular approved working from home arrangement, assistance
to maintain home based it equipment and internet access may be approved by the chief
executive officer, up to a maximum value of $3,000 per annum.
page 24 of 53
workplace health and wellbeing
148.
the agency will have a health and wellbeing strategy.
emergency duty and additional childcare costs
149.
the chief executive officer may direct an employee who has worked their ordinary hours
and ceased duty on a given day to return to duty. this is known as emergency duty. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1295 | overtime | where an executive level employee is supervising employees on overtime who are
entitled to the payment of a meal allowance, the executive level employee will also be
entitled to the payment of a meal allowance.
working from home or another location
146.
the chief executive officer may approve an employee working from home or another
location.
147.
where an employee has a regular approved working from home arrangement, assistance
to maintain home based it equipment and internet access may be approved by the chief
executive officer, up to a maximum value of $3,000 per annum.
page 24 of 53
workplace health and wellbeing
148.
the agency will have a health and wellbeing strategy.
emergency duty and additional childcare costs
149.
the chief executive officer may direct an employee who has worked their ordinary hours
and ceased duty on a given day to return to duty. this is known as emergency duty.
150. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1313 | health and wellbeing | workplace health and wellbeing
148.
the agency will have a health and wellbeing strategy.
emergency duty and additional childcare costs
149.
the chief executive officer may direct an employee who has worked their ordinary hours
and ceased duty on a given day to return to duty. this is known as emergency duty.
150.
an employee engaged at or below the aps 6 classification who undertakes emergency
duty and who has not received overtime under clause 139 or 140, will be entitled to a base
payment of two hours (which includes reasonable travel time) at double the hourly rate. an
executive level employee who undertakes emergency duty will be entitled to a base
payment of two hours (which includes reasonable travel time) at double the hourly rate in
special circumstances with the approval of the chief executive officer.
151.
employees who undertake emergency duty are also entitled to reimbursement for child
care costs where those costs are incurred as a necessary consequence of undertaking
emergency duty and could not reasonably have been avoided by the employee.
christmas closedown
152.
the agency will close its normal operations from 12:30 pm on the last working day before |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1316 | health and wellbeing | the agency will have a health and wellbeing strategy.
emergency duty and additional childcare costs
149.
the chief executive officer may direct an employee who has worked their ordinary hours
and ceased duty on a given day to return to duty. this is known as emergency duty.
150.
an employee engaged at or below the aps 6 classification who undertakes emergency
duty and who has not received overtime under clause 139 or 140, will be entitled to a base
payment of two hours (which includes reasonable travel time) at double the hourly rate. an
executive level employee who undertakes emergency duty will be entitled to a base
payment of two hours (which includes reasonable travel time) at double the hourly rate in
special circumstances with the approval of the chief executive officer.
151.
employees who undertake emergency duty are also entitled to reimbursement for child
care costs where those costs are incurred as a necessary consequence of undertaking
emergency duty and could not reasonably have been avoided by the employee.
christmas closedown
152.
the agency will close its normal operations from 12:30 pm on the last working day before
christmas day with operations resuming on the first working day following the first day of
january; this is christmas closedown.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1327 | overtime | duty and who has not received overtime under clause 139 or 140, will be entitled to a base
payment of two hours (which includes reasonable travel time) at double the hourly rate. an
executive level employee who undertakes emergency duty will be entitled to a base
payment of two hours (which includes reasonable travel time) at double the hourly rate in
special circumstances with the approval of the chief executive officer.
151.
employees who undertake emergency duty are also entitled to reimbursement for child
care costs where those costs are incurred as a necessary consequence of undertaking
emergency duty and could not reasonably have been avoided by the employee.
christmas closedown
152.
the agency will close its normal operations from 12:30 pm on the last working day before
christmas day with operations resuming on the first working day following the first day of
january; this is christmas closedown.
153.
an employee is not required to work during christmas closedown, unless directed
otherwise by the chief executive officer.
154.
payment for absences on working days during christmas closedown will be made in
accordance with employees’ ordinary hours, unless the employee is absent on long
service leave or maternity leave. in that case, payment for christmas closedown will be in
accordance with the entitlement, if any, for that form of leave |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1328 | travel | payment of two hours (which includes reasonable travel time) at double the hourly rate. an
executive level employee who undertakes emergency duty will be entitled to a base
payment of two hours (which includes reasonable travel time) at double the hourly rate in
special circumstances with the approval of the chief executive officer.
151.
employees who undertake emergency duty are also entitled to reimbursement for child
care costs where those costs are incurred as a necessary consequence of undertaking
emergency duty and could not reasonably have been avoided by the employee.
christmas closedown
152.
the agency will close its normal operations from 12:30 pm on the last working day before
christmas day with operations resuming on the first working day following the first day of
january; this is christmas closedown.
153.
an employee is not required to work during christmas closedown, unless directed
otherwise by the chief executive officer.
154.
payment for absences on working days during christmas closedown will be made in
accordance with employees’ ordinary hours, unless the employee is absent on long
service leave or maternity leave. in that case, payment for christmas closedown will be in
accordance with the entitlement, if any, for that form of leave
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1330 | travel | payment of two hours (which includes reasonable travel time) at double the hourly rate in
special circumstances with the approval of the chief executive officer.
151.
employees who undertake emergency duty are also entitled to reimbursement for child
care costs where those costs are incurred as a necessary consequence of undertaking
emergency duty and could not reasonably have been avoided by the employee.
christmas closedown
152.
the agency will close its normal operations from 12:30 pm on the last working day before
christmas day with operations resuming on the first working day following the first day of
january; this is christmas closedown.
153.
an employee is not required to work during christmas closedown, unless directed
otherwise by the chief executive officer.
154.
payment for absences on working days during christmas closedown will be made in
accordance with employees’ ordinary hours, unless the employee is absent on long
service leave or maternity leave. in that case, payment for christmas closedown will be in
accordance with the entitlement, if any, for that form of leave
155.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1355 | maternity leave | service leave or maternity leave. in that case, payment for christmas closedown will be in
accordance with the entitlement, if any, for that form of leave
155.
with the exception of long service leave and maternity leave, there will be no deduction
from leave credits during christmas closedown.
156.
if an employee is directed by the chief executive officer to work during christmas
closedown, they will entitled to overtime, or where agreed, equivalent flex time for those
working hours, or if they are an executive level employee, toil on an hour-for-hour basis.
157.
an absence during christmas closedown by an employee who would normally be working
their ordinary hours will count as service for all purposes.
public holidays
158.
employees are entitled to the following public holidays:
new year's day (1 january)
australia day (26 january)
good friday
page 25 of 53
easter monday |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1360 | maternity leave | with the exception of long service leave and maternity leave, there will be no deduction
from leave credits during christmas closedown.
156.
if an employee is directed by the chief executive officer to work during christmas
closedown, they will entitled to overtime, or where agreed, equivalent flex time for those
working hours, or if they are an executive level employee, toil on an hour-for-hour basis.
157.
an absence during christmas closedown by an employee who would normally be working
their ordinary hours will count as service for all purposes.
public holidays
158.
employees are entitled to the following public holidays:
new year's day (1 january)
australia day (26 january)
good friday
page 25 of 53
easter monday
anzac day (25 april)
the queen's birthday holiday (on the day which it is celebrated in a state or
territory or region of a state or territory)
christmas day (25 december)
boxing day (26 december), and |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1360 | long service leave | with the exception of long service leave and maternity leave, there will be no deduction
from leave credits during christmas closedown.
156.
if an employee is directed by the chief executive officer to work during christmas
closedown, they will entitled to overtime, or where agreed, equivalent flex time for those
working hours, or if they are an executive level employee, toil on an hour-for-hour basis.
157.
an absence during christmas closedown by an employee who would normally be working
their ordinary hours will count as service for all purposes.
public holidays
158.
employees are entitled to the following public holidays:
new year's day (1 january)
australia day (26 january)
good friday
page 25 of 53
easter monday
anzac day (25 april)
the queen's birthday holiday (on the day which it is celebrated in a state or
territory or region of a state or territory)
christmas day (25 december)
boxing day (26 december), and |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1366 | overtime | closedown, they will entitled to overtime, or where agreed, equivalent flex time for those
working hours, or if they are an executive level employee, toil on an hour-for-hour basis.
157.
an absence during christmas closedown by an employee who would normally be working
their ordinary hours will count as service for all purposes.
public holidays
158.
employees are entitled to the following public holidays:
new year's day (1 january)
australia day (26 january)
good friday
page 25 of 53
easter monday
anzac day (25 april)
the queen's birthday holiday (on the day which it is celebrated in a state or
territory or region of a state or territory)
christmas day (25 december)
boxing day (26 december), and
any other day, or part-day, declared or prescribed by or under a law of a state
or territory to be observed generally within the state or territory, or a region of
the state or territory, as a public holiday, other than a day, or part-day, or a
kind of day or part-day, that is excluded by the fair work regulations as
counting as a public holiday.
159. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1420 | travel | part e - travel
163.
an employee must have prior approval from the chief executive officer to undertake travel
for official business and to commit expenditure in relation to that travel.
164.
for more information, refer to the safe work australia travel policy.
recognition of travel time
165.
an employee travelling for official business is entitled to have travel time recognised as
ordinary hours.
166.
the chief executive officer may approve the adjustment of the bandwidth to another 12
hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am –
5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or
another bandwidth approved by the chief executive officer under this clause.
167.
for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1423 | travel | an employee must have prior approval from the chief executive officer to undertake travel
for official business and to commit expenditure in relation to that travel.
164.
for more information, refer to the safe work australia travel policy.
recognition of travel time
165.
an employee travelling for official business is entitled to have travel time recognised as
ordinary hours.
166.
the chief executive officer may approve the adjustment of the bandwidth to another 12
hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am –
5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or
another bandwidth approved by the chief executive officer under this clause.
167.
for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1424 | travel | for official business and to commit expenditure in relation to that travel.
164.
for more information, refer to the safe work australia travel policy.
recognition of travel time
165.
an employee travelling for official business is entitled to have travel time recognised as
ordinary hours.
166.
the chief executive officer may approve the adjustment of the bandwidth to another 12
hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am –
5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or
another bandwidth approved by the chief executive officer under this clause.
167.
for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1428 | travel | for more information, refer to the safe work australia travel policy.
recognition of travel time
165.
an employee travelling for official business is entitled to have travel time recognised as
ordinary hours.
166.
the chief executive officer may approve the adjustment of the bandwidth to another 12
hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am –
5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or
another bandwidth approved by the chief executive officer under this clause.
167.
for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1430 | travel | recognition of travel time
165.
an employee travelling for official business is entitled to have travel time recognised as
ordinary hours.
166.
the chief executive officer may approve the adjustment of the bandwidth to another 12
hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am –
5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or
another bandwidth approved by the chief executive officer under this clause.
167.
for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1430 | recognition of travel time | recognition of travel time
165.
an employee travelling for official business is entitled to have travel time recognised as
ordinary hours.
166.
the chief executive officer may approve the adjustment of the bandwidth to another 12
hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am –
5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or
another bandwidth approved by the chief executive officer under this clause.
167.
for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1433 | travel | an employee travelling for official business is entitled to have travel time recognised as
ordinary hours.
166.
the chief executive officer may approve the adjustment of the bandwidth to another 12
hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am –
5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or
another bandwidth approved by the chief executive officer under this clause.
167.
for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1438 | bandwidth | the chief executive officer may approve the adjustment of the bandwidth to another 12
hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am –
5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or
another bandwidth approved by the chief executive officer under this clause.
167.
for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1439 | travel | hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am –
5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or
another bandwidth approved by the chief executive officer under this clause.
167.
for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1440 | bandwidth | 5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or
another bandwidth approved by the chief executive officer under this clause.
167.
for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1441 | bandwidth | another bandwidth approved by the chief executive officer under this clause.
167.
for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1445 | travel | for employees at or below the aps 6 classification, travel for official business undertaken
during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1446 | bandwidth | during the bandwidth may be recorded as flex time, subject to any directions from the
chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1447 | travel | chief executive officer as to how travel time is recorded.
168.
travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1451 | travel | travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1451 | overtime | travel time will not be paid as overtime.
part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1453 | travel | part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance
173.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1453 | travel allowance | part day travel allowance
169.
where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance
173.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1456 | travel | where an employee is required to travel for official business for a period of 10 hours or
more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance
173.
where the chief executive officer authorises an employee to use a private vehicle for
official business, the employee is entitled to a motor vehicle allowance, payable in
accordance with the relevant australian taxation office determination. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1457 | travel | more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance
173.
where the chief executive officer authorises an employee to use a private vehicle for
official business, the employee is entitled to a motor vehicle allowance, payable in
accordance with the relevant australian taxation office determination.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1457 | travel allowance | more but no overnight stay, the employee will be entitled to a part day travel allowance of
$44.
travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance
173.
where the chief executive officer authorises an employee to use a private vehicle for
official business, the employee is entitled to a motor vehicle allowance, payable in
accordance with the relevant australian taxation office determination.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1460 | travel | travel expenditure
170.
an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance
173.
where the chief executive officer authorises an employee to use a private vehicle for
official business, the employee is entitled to a motor vehicle allowance, payable in
accordance with the relevant australian taxation office determination.
page 27 of 53
living away from home allowance |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1463 | travel | an employee who undertakes travel for official business and is required to be away from
home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance
173.
where the chief executive officer authorises an employee to use a private vehicle for
official business, the employee is entitled to a motor vehicle allowance, payable in
accordance with the relevant australian taxation office determination.
page 27 of 53
living away from home allowance
174.
where an employee, undertaking travel for official business, is required to reside in one |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1464 | travel | home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance
173.
where the chief executive officer authorises an employee to use a private vehicle for
official business, the employee is entitled to a motor vehicle allowance, payable in
accordance with the relevant australian taxation office determination.
page 27 of 53
living away from home allowance
174.
where an employee, undertaking travel for official business, is required to reside in one
locality for a period of at least 21 days, the chief executive officer may determine an |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1464 | travel allowance | home overnight will have travel expenses met, and travel allowances paid, up to the
indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance
173.
where the chief executive officer authorises an employee to use a private vehicle for
official business, the employee is entitled to a motor vehicle allowance, payable in
accordance with the relevant australian taxation office determination.
page 27 of 53
living away from home allowance
174.
where an employee, undertaking travel for official business, is required to reside in one
locality for a period of at least 21 days, the chief executive officer may determine an |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1465 | travel | indicative daily cap set out in the safe work australia travel policy.
171.
the chief executive officer may approve the payment or reimbursement for expenditure
incurred in excess of the indicative daily cap.
non-commercial accommodation allowance
172.
where an employee is required to be away from home overnight and chooses to stay in
non-commercial accommodation, the employee may access a non-commercial
accommodation allowance of up to $60 per night. no other amount for accommodation will
be paid or reimbursed by the agency.
motor vehicle allowance
173.
where the chief executive officer authorises an employee to use a private vehicle for
official business, the employee is entitled to a motor vehicle allowance, payable in
accordance with the relevant australian taxation office determination.
page 27 of 53
living away from home allowance
174.
where an employee, undertaking travel for official business, is required to reside in one
locality for a period of at least 21 days, the chief executive officer may determine an
alternative living away from home allowance that is reasonable in the circumstances. trips |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1492 | travel | where an employee, undertaking travel for official business, is required to reside in one
locality for a period of at least 21 days, the chief executive officer may determine an
alternative living away from home allowance that is reasonable in the circumstances. trips
home will not be regarded as a break for the purposes of determining whether an employee
is residing in one locality for a period of at least 21 days.
page 28 of 53
part f - leave
annual leave
175.
a full-time employee is entitled to four weeks’ paid annual leave for each year of service.
176.
annual leave accrues progressively during a year of service according to the employee's
ordinary hours, and accumulates from year to year.
177.
annual leave may be taken at full or half pay. annual leave including at half pay counts as
service for all purposes. where an employee takes leave at half pay, deductions from leave
credits will also be halved for the duration of the leave.
178.
annual leave may be accessed at any time, subject to operational requirements and the
approval of the employee’s manager.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1750 | long service leave | long service leave
212.
an employee will be entitled to long service leave as provided for in the long service
leave act.
213.
the minimum period for which long service leave will be granted is seven calendar days
at full pay (or 14 days at half pay). long service leave cannot be broken with other periods
of leave, except as otherwise provided by legislation.
miscellaneous leave
214.
the chief executive officer may approve miscellaneous leave with full pay, part pay or
without pay for a purpose that the chief executive officer considers to be in the interest of
the agency or the aps, or where the employee is not otherwise entitled to leave under the
national employment standards or this agreement. unpaid miscellaneous leave will not
count as service unless the chief executive officer determines otherwise or if required by
legislation.
page 32 of 53
maternity and parental leave
215.
employees are entitled to maternity leave (paid and/or unpaid) in accordance with the
maternity leave act.
216. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1753 | long service leave | an employee will be entitled to long service leave as provided for in the long service
leave act.
213.
the minimum period for which long service leave will be granted is seven calendar days
at full pay (or 14 days at half pay). long service leave cannot be broken with other periods
of leave, except as otherwise provided by legislation.
miscellaneous leave
214.
the chief executive officer may approve miscellaneous leave with full pay, part pay or
without pay for a purpose that the chief executive officer considers to be in the interest of
the agency or the aps, or where the employee is not otherwise entitled to leave under the
national employment standards or this agreement. unpaid miscellaneous leave will not
count as service unless the chief executive officer determines otherwise or if required by
legislation.
page 32 of 53
maternity and parental leave
215.
employees are entitled to maternity leave (paid and/or unpaid) in accordance with the
maternity leave act.
216.
an employee who is entitled to paid maternity leave under the maternity leave act is
entitled to access an additional four weeks of paid leave immediately following the paid |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1758 | long service leave | the minimum period for which long service leave will be granted is seven calendar days
at full pay (or 14 days at half pay). long service leave cannot be broken with other periods
of leave, except as otherwise provided by legislation.
miscellaneous leave
214.
the chief executive officer may approve miscellaneous leave with full pay, part pay or
without pay for a purpose that the chief executive officer considers to be in the interest of
the agency or the aps, or where the employee is not otherwise entitled to leave under the
national employment standards or this agreement. unpaid miscellaneous leave will not
count as service unless the chief executive officer determines otherwise or if required by
legislation.
page 32 of 53
maternity and parental leave
215.
employees are entitled to maternity leave (paid and/or unpaid) in accordance with the
maternity leave act.
216.
an employee who is entitled to paid maternity leave under the maternity leave act is
entitled to access an additional four weeks of paid leave immediately following the paid
maternity leave. these four weeks will count as service for all purposes.
217.
employees, including casual employees with regular and systematic service of at least 12 |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1759 | long service leave | at full pay (or 14 days at half pay). long service leave cannot be broken with other periods
of leave, except as otherwise provided by legislation.
miscellaneous leave
214.
the chief executive officer may approve miscellaneous leave with full pay, part pay or
without pay for a purpose that the chief executive officer considers to be in the interest of
the agency or the aps, or where the employee is not otherwise entitled to leave under the
national employment standards or this agreement. unpaid miscellaneous leave will not
count as service unless the chief executive officer determines otherwise or if required by
legislation.
page 32 of 53
maternity and parental leave
215.
employees are entitled to maternity leave (paid and/or unpaid) in accordance with the
maternity leave act.
216.
an employee who is entitled to paid maternity leave under the maternity leave act is
entitled to access an additional four weeks of paid leave immediately following the paid
maternity leave. these four weeks will count as service for all purposes.
217.
employees, including casual employees with regular and systematic service of at least 12
months, are also covered by the parental leave provisions of the fair work act. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1773 | parental leave | maternity and parental leave
215.
employees are entitled to maternity leave (paid and/or unpaid) in accordance with the
maternity leave act.
216.
an employee who is entitled to paid maternity leave under the maternity leave act is
entitled to access an additional four weeks of paid leave immediately following the paid
maternity leave. these four weeks will count as service for all purposes.
217.
employees, including casual employees with regular and systematic service of at least 12
months, are also covered by the parental leave provisions of the fair work act.
218.
an employee who adopts or permanently fosters a child is entitled to up to 12 months of
parental leave when that child:
is under 16 years
has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
is not (otherwise than because of the adoption) a child of the employee or the
employee's partner.
219.
an employee who adopts or permanently fosters a child and who is the primary carer of the |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1776 | maternity leave | employees are entitled to maternity leave (paid and/or unpaid) in accordance with the
maternity leave act.
216.
an employee who is entitled to paid maternity leave under the maternity leave act is
entitled to access an additional four weeks of paid leave immediately following the paid
maternity leave. these four weeks will count as service for all purposes.
217.
employees, including casual employees with regular and systematic service of at least 12
months, are also covered by the parental leave provisions of the fair work act.
218.
an employee who adopts or permanently fosters a child is entitled to up to 12 months of
parental leave when that child:
is under 16 years
has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
is not (otherwise than because of the adoption) a child of the employee or the
employee's partner.
219.
an employee who adopts or permanently fosters a child and who is the primary carer of the
child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the
placement of the child, provided the employee satisfies the equivalent qualifying service
requirements to paid maternity leave under the maternity leave act. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1777 | maternity leave | maternity leave act.
216.
an employee who is entitled to paid maternity leave under the maternity leave act is
entitled to access an additional four weeks of paid leave immediately following the paid
maternity leave. these four weeks will count as service for all purposes.
217.
employees, including casual employees with regular and systematic service of at least 12
months, are also covered by the parental leave provisions of the fair work act.
218.
an employee who adopts or permanently fosters a child is entitled to up to 12 months of
parental leave when that child:
is under 16 years
has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
is not (otherwise than because of the adoption) a child of the employee or the
employee's partner.
219.
an employee who adopts or permanently fosters a child and who is the primary carer of the
child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the
placement of the child, provided the employee satisfies the equivalent qualifying service
requirements to paid maternity leave under the maternity leave act.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1781 | maternity leave | an employee who is entitled to paid maternity leave under the maternity leave act is
entitled to access an additional four weeks of paid leave immediately following the paid
maternity leave. these four weeks will count as service for all purposes.
217.
employees, including casual employees with regular and systematic service of at least 12
months, are also covered by the parental leave provisions of the fair work act.
218.
an employee who adopts or permanently fosters a child is entitled to up to 12 months of
parental leave when that child:
is under 16 years
has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
is not (otherwise than because of the adoption) a child of the employee or the
employee's partner.
219.
an employee who adopts or permanently fosters a child and who is the primary carer of the
child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the
placement of the child, provided the employee satisfies the equivalent qualifying service
requirements to paid maternity leave under the maternity leave act.
220.
documentary evidence of approval for adoption or enduring parental responsibilities under
formal fostering arrangements must be submitted when applying for parental leave for |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1783 | maternity leave | maternity leave. these four weeks will count as service for all purposes.
217.
employees, including casual employees with regular and systematic service of at least 12
months, are also covered by the parental leave provisions of the fair work act.
218.
an employee who adopts or permanently fosters a child is entitled to up to 12 months of
parental leave when that child:
is under 16 years
has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
is not (otherwise than because of the adoption) a child of the employee or the
employee's partner.
219.
an employee who adopts or permanently fosters a child and who is the primary carer of the
child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the
placement of the child, provided the employee satisfies the equivalent qualifying service
requirements to paid maternity leave under the maternity leave act.
220.
documentary evidence of approval for adoption or enduring parental responsibilities under
formal fostering arrangements must be submitted when applying for parental leave for
adoption or permanent foster carer purposes.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1788 | parental leave | months, are also covered by the parental leave provisions of the fair work act.
218.
an employee who adopts or permanently fosters a child is entitled to up to 12 months of
parental leave when that child:
is under 16 years
has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
is not (otherwise than because of the adoption) a child of the employee or the
employee's partner.
219.
an employee who adopts or permanently fosters a child and who is the primary carer of the
child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the
placement of the child, provided the employee satisfies the equivalent qualifying service
requirements to paid maternity leave under the maternity leave act.
220.
documentary evidence of approval for adoption or enduring parental responsibilities under
formal fostering arrangements must be submitted when applying for parental leave for
adoption or permanent foster carer purposes.
221.
an employee who is entitled to paid maternity leave or paid parental leave may elect to
spread the payment for leave over a maximum period of 32 weeks at a rate of no less than
half pay. a maximum of 16 weeks of the leave will count as service. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1793 | parental leave | parental leave when that child:
is under 16 years
has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
is not (otherwise than because of the adoption) a child of the employee or the
employee's partner.
219.
an employee who adopts or permanently fosters a child and who is the primary carer of the
child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the
placement of the child, provided the employee satisfies the equivalent qualifying service
requirements to paid maternity leave under the maternity leave act.
220.
documentary evidence of approval for adoption or enduring parental responsibilities under
formal fostering arrangements must be submitted when applying for parental leave for
adoption or permanent foster carer purposes.
221.
an employee who is entitled to paid maternity leave or paid parental leave may elect to
spread the payment for leave over a maximum period of 32 weeks at a rate of no less than
half pay. a maximum of 16 weeks of the leave will count as service.
222.
unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period
counts as service and taking this leave does not break continuity of service. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1803 | parental leave | child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the
placement of the child, provided the employee satisfies the equivalent qualifying service
requirements to paid maternity leave under the maternity leave act.
220.
documentary evidence of approval for adoption or enduring parental responsibilities under
formal fostering arrangements must be submitted when applying for parental leave for
adoption or permanent foster carer purposes.
221.
an employee who is entitled to paid maternity leave or paid parental leave may elect to
spread the payment for leave over a maximum period of 32 weeks at a rate of no less than
half pay. a maximum of 16 weeks of the leave will count as service.
222.
unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period
counts as service and taking this leave does not break continuity of service.
223.
unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period
does not count as service for any purpose.
224.
any days of unpaid maternity leave and parental leave that fall on a public holiday or
during christmas closedown are included as part of the employee’s leave entitlement and |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1805 | maternity leave | requirements to paid maternity leave under the maternity leave act.
220.
documentary evidence of approval for adoption or enduring parental responsibilities under
formal fostering arrangements must be submitted when applying for parental leave for
adoption or permanent foster carer purposes.
221.
an employee who is entitled to paid maternity leave or paid parental leave may elect to
spread the payment for leave over a maximum period of 32 weeks at a rate of no less than
half pay. a maximum of 16 weeks of the leave will count as service.
222.
unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period
counts as service and taking this leave does not break continuity of service.
223.
unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period
does not count as service for any purpose.
224.
any days of unpaid maternity leave and parental leave that fall on a public holiday or
during christmas closedown are included as part of the employee’s leave entitlement and
the employee’s leave entitlement will not be extended.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1810 | parental leave | formal fostering arrangements must be submitted when applying for parental leave for
adoption or permanent foster carer purposes.
221.
an employee who is entitled to paid maternity leave or paid parental leave may elect to
spread the payment for leave over a maximum period of 32 weeks at a rate of no less than
half pay. a maximum of 16 weeks of the leave will count as service.
222.
unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period
counts as service and taking this leave does not break continuity of service.
223.
unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period
does not count as service for any purpose.
224.
any days of unpaid maternity leave and parental leave that fall on a public holiday or
during christmas closedown are included as part of the employee’s leave entitlement and
the employee’s leave entitlement will not be extended.
225.
on ending the initial 12 months of maternity leave or parental leave, an employee may
request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1815 | maternity leave | an employee who is entitled to paid maternity leave or paid parental leave may elect to
spread the payment for leave over a maximum period of 32 weeks at a rate of no less than
half pay. a maximum of 16 weeks of the leave will count as service.
222.
unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period
counts as service and taking this leave does not break continuity of service.
223.
unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period
does not count as service for any purpose.
224.
any days of unpaid maternity leave and parental leave that fall on a public holiday or
during christmas closedown are included as part of the employee’s leave entitlement and
the employee’s leave entitlement will not be extended.
225.
on ending the initial 12 months of maternity leave or parental leave, an employee may
request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month
leave period.
226.
on ending maternity leave or parental leave, an employee has the return to work |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1815 | parental leave | an employee who is entitled to paid maternity leave or paid parental leave may elect to
spread the payment for leave over a maximum period of 32 weeks at a rate of no less than
half pay. a maximum of 16 weeks of the leave will count as service.
222.
unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period
counts as service and taking this leave does not break continuity of service.
223.
unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period
does not count as service for any purpose.
224.
any days of unpaid maternity leave and parental leave that fall on a public holiday or
during christmas closedown are included as part of the employee’s leave entitlement and
the employee’s leave entitlement will not be extended.
225.
on ending the initial 12 months of maternity leave or parental leave, an employee may
request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month
leave period.
226.
on ending maternity leave or parental leave, an employee has the return to work |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1821 | maternity leave | unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period
counts as service and taking this leave does not break continuity of service.
223.
unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period
does not count as service for any purpose.
224.
any days of unpaid maternity leave and parental leave that fall on a public holiday or
during christmas closedown are included as part of the employee’s leave entitlement and
the employee’s leave entitlement will not be extended.
225.
on ending the initial 12 months of maternity leave or parental leave, an employee may
request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month
leave period.
226.
on ending maternity leave or parental leave, an employee has the return to work
guarantee and the right to request flexible working arrangements that are provided in this
agreement and by the fair work act.
page 33 of 53
227.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1821 | parental leave | unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period
counts as service and taking this leave does not break continuity of service.
223.
unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period
does not count as service for any purpose.
224.
any days of unpaid maternity leave and parental leave that fall on a public holiday or
during christmas closedown are included as part of the employee’s leave entitlement and
the employee’s leave entitlement will not be extended.
225.
on ending the initial 12 months of maternity leave or parental leave, an employee may
request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month
leave period.
226.
on ending maternity leave or parental leave, an employee has the return to work
guarantee and the right to request flexible working arrangements that are provided in this
agreement and by the fair work act.
page 33 of 53
227.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1826 | maternity leave | unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period
does not count as service for any purpose.
224.
any days of unpaid maternity leave and parental leave that fall on a public holiday or
during christmas closedown are included as part of the employee’s leave entitlement and
the employee’s leave entitlement will not be extended.
225.
on ending the initial 12 months of maternity leave or parental leave, an employee may
request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month
leave period.
226.
on ending maternity leave or parental leave, an employee has the return to work
guarantee and the right to request flexible working arrangements that are provided in this
agreement and by the fair work act.
page 33 of 53
227.
an employee returning from maternity leave or parental leave may access part-time
hours.
supporting partner leave
228. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1826 | parental leave | unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period
does not count as service for any purpose.
224.
any days of unpaid maternity leave and parental leave that fall on a public holiday or
during christmas closedown are included as part of the employee’s leave entitlement and
the employee’s leave entitlement will not be extended.
225.
on ending the initial 12 months of maternity leave or parental leave, an employee may
request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month
leave period.
226.
on ending maternity leave or parental leave, an employee has the return to work
guarantee and the right to request flexible working arrangements that are provided in this
agreement and by the fair work act.
page 33 of 53
227.
an employee returning from maternity leave or parental leave may access part-time
hours.
supporting partner leave
228. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1831 | maternity leave | any days of unpaid maternity leave and parental leave that fall on a public holiday or
during christmas closedown are included as part of the employee’s leave entitlement and
the employee’s leave entitlement will not be extended.
225.
on ending the initial 12 months of maternity leave or parental leave, an employee may
request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month
leave period.
226.
on ending maternity leave or parental leave, an employee has the return to work
guarantee and the right to request flexible working arrangements that are provided in this
agreement and by the fair work act.
page 33 of 53
227.
an employee returning from maternity leave or parental leave may access part-time
hours.
supporting partner leave
228.
an employee, other than a casual employee, who is not otherwise entitled to paid
maternity leave or parental leave under the maternity leave act or this agreement is
entitled to four weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner's child. this leave will not be extended if a public |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1831 | parental leave | any days of unpaid maternity leave and parental leave that fall on a public holiday or
during christmas closedown are included as part of the employee’s leave entitlement and
the employee’s leave entitlement will not be extended.
225.
on ending the initial 12 months of maternity leave or parental leave, an employee may
request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month
leave period.
226.
on ending maternity leave or parental leave, an employee has the return to work
guarantee and the right to request flexible working arrangements that are provided in this
agreement and by the fair work act.
page 33 of 53
227.
an employee returning from maternity leave or parental leave may access part-time
hours.
supporting partner leave
228.
an employee, other than a casual employee, who is not otherwise entitled to paid
maternity leave or parental leave under the maternity leave act or this agreement is
entitled to four weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner's child. this leave will not be extended if a public |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1837 | maternity leave | on ending the initial 12 months of maternity leave or parental leave, an employee may
request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month
leave period.
226.
on ending maternity leave or parental leave, an employee has the return to work
guarantee and the right to request flexible working arrangements that are provided in this
agreement and by the fair work act.
page 33 of 53
227.
an employee returning from maternity leave or parental leave may access part-time
hours.
supporting partner leave
228.
an employee, other than a casual employee, who is not otherwise entitled to paid
maternity leave or parental leave under the maternity leave act or this agreement is
entitled to four weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner's child. this leave will not be extended if a public
holiday or christmas closedown falls during the period of leave.
229.
supporting partner leave is to be commenced in four weeks of the birth/placement of the
child. this period will not be extended if a public holiday or christmas closedown falls |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1837 | parental leave | on ending the initial 12 months of maternity leave or parental leave, an employee may
request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month
leave period.
226.
on ending maternity leave or parental leave, an employee has the return to work
guarantee and the right to request flexible working arrangements that are provided in this
agreement and by the fair work act.
page 33 of 53
227.
an employee returning from maternity leave or parental leave may access part-time
hours.
supporting partner leave
228.
an employee, other than a casual employee, who is not otherwise entitled to paid
maternity leave or parental leave under the maternity leave act or this agreement is
entitled to four weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner's child. this leave will not be extended if a public
holiday or christmas closedown falls during the period of leave.
229.
supporting partner leave is to be commenced in four weeks of the birth/placement of the
child. this period will not be extended if a public holiday or christmas closedown falls |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1838 | parental leave | request an extension of unpaid parental leave for a further period of up to 12 months. the
second period of unpaid leave is to commence immediately following the initial 12 month
leave period.
226.
on ending maternity leave or parental leave, an employee has the return to work
guarantee and the right to request flexible working arrangements that are provided in this
agreement and by the fair work act.
page 33 of 53
227.
an employee returning from maternity leave or parental leave may access part-time
hours.
supporting partner leave
228.
an employee, other than a casual employee, who is not otherwise entitled to paid
maternity leave or parental leave under the maternity leave act or this agreement is
entitled to four weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner's child. this leave will not be extended if a public
holiday or christmas closedown falls during the period of leave.
229.
supporting partner leave is to be commenced in four weeks of the birth/placement of the
child. this period will not be extended if a public holiday or christmas closedown falls
during the period. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1844 | maternity leave | on ending maternity leave or parental leave, an employee has the return to work
guarantee and the right to request flexible working arrangements that are provided in this
agreement and by the fair work act.
page 33 of 53
227.
an employee returning from maternity leave or parental leave may access part-time
hours.
supporting partner leave
228.
an employee, other than a casual employee, who is not otherwise entitled to paid
maternity leave or parental leave under the maternity leave act or this agreement is
entitled to four weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner's child. this leave will not be extended if a public
holiday or christmas closedown falls during the period of leave.
229.
supporting partner leave is to be commenced in four weeks of the birth/placement of the
child. this period will not be extended if a public holiday or christmas closedown falls
during the period.
230.
documentary evidence or a birth certificate following the birth of a child must be submitted
when applying for supporting partner leave.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1844 | parental leave | on ending maternity leave or parental leave, an employee has the return to work
guarantee and the right to request flexible working arrangements that are provided in this
agreement and by the fair work act.
page 33 of 53
227.
an employee returning from maternity leave or parental leave may access part-time
hours.
supporting partner leave
228.
an employee, other than a casual employee, who is not otherwise entitled to paid
maternity leave or parental leave under the maternity leave act or this agreement is
entitled to four weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner's child. this leave will not be extended if a public
holiday or christmas closedown falls during the period of leave.
229.
supporting partner leave is to be commenced in four weeks of the birth/placement of the
child. this period will not be extended if a public holiday or christmas closedown falls
during the period.
230.
documentary evidence or a birth certificate following the birth of a child must be submitted
when applying for supporting partner leave.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1851 | maternity leave | an employee returning from maternity leave or parental leave may access part-time
hours.
supporting partner leave
228.
an employee, other than a casual employee, who is not otherwise entitled to paid
maternity leave or parental leave under the maternity leave act or this agreement is
entitled to four weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner's child. this leave will not be extended if a public
holiday or christmas closedown falls during the period of leave.
229.
supporting partner leave is to be commenced in four weeks of the birth/placement of the
child. this period will not be extended if a public holiday or christmas closedown falls
during the period.
230.
documentary evidence or a birth certificate following the birth of a child must be submitted
when applying for supporting partner leave.
231.
supporting partner leave will count as service for all purposes.
232.
an employee may elect to take supporting partner leave at half pay over a maximum |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1851 | parental leave | an employee returning from maternity leave or parental leave may access part-time
hours.
supporting partner leave
228.
an employee, other than a casual employee, who is not otherwise entitled to paid
maternity leave or parental leave under the maternity leave act or this agreement is
entitled to four weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner's child. this leave will not be extended if a public
holiday or christmas closedown falls during the period of leave.
229.
supporting partner leave is to be commenced in four weeks of the birth/placement of the
child. this period will not be extended if a public holiday or christmas closedown falls
during the period.
230.
documentary evidence or a birth certificate following the birth of a child must be submitted
when applying for supporting partner leave.
231.
supporting partner leave will count as service for all purposes.
232.
an employee may elect to take supporting partner leave at half pay over a maximum |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1858 | maternity leave | maternity leave or parental leave under the maternity leave act or this agreement is
entitled to four weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner's child. this leave will not be extended if a public
holiday or christmas closedown falls during the period of leave.
229.
supporting partner leave is to be commenced in four weeks of the birth/placement of the
child. this period will not be extended if a public holiday or christmas closedown falls
during the period.
230.
documentary evidence or a birth certificate following the birth of a child must be submitted
when applying for supporting partner leave.
231.
supporting partner leave will count as service for all purposes.
232.
an employee may elect to take supporting partner leave at half pay over a maximum
period of eight weeks. a maximum of four weeks of the leave period will count as service.
defence reserve leave
233.
an employee may be granted leave (with or without pay) to enable the employee to fulfil
australian defence force (adf) reserve and continuous full time service (cfts) or |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 1858 | parental leave | maternity leave or parental leave under the maternity leave act or this agreement is
entitled to four weeks of paid leave on the birth, adoption or permanent foster care
placement of a child or their partner's child. this leave will not be extended if a public
holiday or christmas closedown falls during the period of leave.
229.
supporting partner leave is to be commenced in four weeks of the birth/placement of the
child. this period will not be extended if a public holiday or christmas closedown falls
during the period.
230.
documentary evidence or a birth certificate following the birth of a child must be submitted
when applying for supporting partner leave.
231.
supporting partner leave will count as service for all purposes.
232.
an employee may elect to take supporting partner leave at half pay over a maximum
period of eight weeks. a maximum of four weeks of the leave period will count as service.
defence reserve leave
233.
an employee may be granted leave (with or without pay) to enable the employee to fulfil
australian defence force (adf) reserve and continuous full time service (cfts) or |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2010 | travel | the chief executive officer may authorise reimbursement of reasonable travel
costs and other incidental or unavoidable costs or expenses not otherwise
recoverable under insurance or from another source,
the chief executive officer may authorise the recognition of travel time as
ordinary hours, and
all untaken leave will be re-credited.
re-crediting of annual leave
251.
if, during a period of annual leave or long service leave, an employee becomes eligible
for another type of leave that is required by legislation or this agreement to be granted, the
employee will be taken not to be on annual leave or long service leave for the affected
period. this is subject to the employee producing satisfactory evidence. annual leave or
long service leave will be re-credited to the extent of other leave granted.
252.
an example of such leave includes, but may not be limited to, personal/carer’s leave,
compassionate leave, maternity leave and community service leave.
more information on leave entitlements
253.
for more information on leave entitlements relating to each section refer to the safe work
australia leave policy.
page 36 of 53
part g - performance management, learning and |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2013 | travel | the chief executive officer may authorise the recognition of travel time as
ordinary hours, and
all untaken leave will be re-credited.
re-crediting of annual leave
251.
if, during a period of annual leave or long service leave, an employee becomes eligible
for another type of leave that is required by legislation or this agreement to be granted, the
employee will be taken not to be on annual leave or long service leave for the affected
period. this is subject to the employee producing satisfactory evidence. annual leave or
long service leave will be re-credited to the extent of other leave granted.
252.
an example of such leave includes, but may not be limited to, personal/carer’s leave,
compassionate leave, maternity leave and community service leave.
more information on leave entitlements
253.
for more information on leave entitlements relating to each section refer to the safe work
australia leave policy.
page 36 of 53
part g - performance management, learning and
development
performance management
254. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2013 | recognition of travel time | the chief executive officer may authorise the recognition of travel time as
ordinary hours, and
all untaken leave will be re-credited.
re-crediting of annual leave
251.
if, during a period of annual leave or long service leave, an employee becomes eligible
for another type of leave that is required by legislation or this agreement to be granted, the
employee will be taken not to be on annual leave or long service leave for the affected
period. this is subject to the employee producing satisfactory evidence. annual leave or
long service leave will be re-credited to the extent of other leave granted.
252.
an example of such leave includes, but may not be limited to, personal/carer’s leave,
compassionate leave, maternity leave and community service leave.
more information on leave entitlements
253.
for more information on leave entitlements relating to each section refer to the safe work
australia leave policy.
page 36 of 53
part g - performance management, learning and
development
performance management
254. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2020 | long service leave | if, during a period of annual leave or long service leave, an employee becomes eligible
for another type of leave that is required by legislation or this agreement to be granted, the
employee will be taken not to be on annual leave or long service leave for the affected
period. this is subject to the employee producing satisfactory evidence. annual leave or
long service leave will be re-credited to the extent of other leave granted.
252.
an example of such leave includes, but may not be limited to, personal/carer’s leave,
compassionate leave, maternity leave and community service leave.
more information on leave entitlements
253.
for more information on leave entitlements relating to each section refer to the safe work
australia leave policy.
page 36 of 53
part g - performance management, learning and
development
performance management
254.
all employees are required to participate in the performance and development scheme.
255.
for more information about the performance and development scheme, refer to the safe
work australia performance and development policy. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2022 | long service leave | employee will be taken not to be on annual leave or long service leave for the affected
period. this is subject to the employee producing satisfactory evidence. annual leave or
long service leave will be re-credited to the extent of other leave granted.
252.
an example of such leave includes, but may not be limited to, personal/carer’s leave,
compassionate leave, maternity leave and community service leave.
more information on leave entitlements
253.
for more information on leave entitlements relating to each section refer to the safe work
australia leave policy.
page 36 of 53
part g - performance management, learning and
development
performance management
254.
all employees are required to participate in the performance and development scheme.
255.
for more information about the performance and development scheme, refer to the safe
work australia performance and development policy.
learning and development |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2024 | long service leave | long service leave will be re-credited to the extent of other leave granted.
252.
an example of such leave includes, but may not be limited to, personal/carer’s leave,
compassionate leave, maternity leave and community service leave.
more information on leave entitlements
253.
for more information on leave entitlements relating to each section refer to the safe work
australia leave policy.
page 36 of 53
part g - performance management, learning and
development
performance management
254.
all employees are required to participate in the performance and development scheme.
255.
for more information about the performance and development scheme, refer to the safe
work australia performance and development policy.
learning and development
256.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2029 | maternity leave | compassionate leave, maternity leave and community service leave.
more information on leave entitlements
253.
for more information on leave entitlements relating to each section refer to the safe work
australia leave policy.
page 36 of 53
part g - performance management, learning and
development
performance management
254.
all employees are required to participate in the performance and development scheme.
255.
for more information about the performance and development scheme, refer to the safe
work australia performance and development policy.
learning and development
256.
the agency may fund professional development that relates to an essential qualification
that an employee requires to perform their duties or which meet the employee’s career
development needs. the approval of funding is at the discretion of the chief executive
officer.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2054 | professional development | the agency may fund professional development that relates to an essential qualification
that an employee requires to perform their duties or which meet the employee’s career
development needs. the approval of funding is at the discretion of the chief executive
officer.
257.
the agency may fund formal study in a field which supports the agency’s strategic goals or
which meets the employee’s career development needs. the approval of funding is at the
discretion of the chief executive officer.
study leave
258.
employees on an approved course of study may also be entitled to study leave. study
leave may be granted by the chief executive officer for:
study funded by the agency, or
study funded by the employee provided that the study is in a field which
supports the agency’s strategic goals or which meets the employee’s career
development needs.
259.
for more about study assistance, refer to the study assistance guidelines.
page 37 of 53
part h – employee separation
employee initiated separation from the aps
260. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2065 | study leave | study leave
258.
employees on an approved course of study may also be entitled to study leave. study
leave may be granted by the chief executive officer for:
study funded by the agency, or
study funded by the employee provided that the study is in a field which
supports the agency’s strategic goals or which meets the employee’s career
development needs.
259.
for more about study assistance, refer to the study assistance guidelines.
page 37 of 53
part h – employee separation
employee initiated separation from the aps
260.
an employee will, where practicable, give a minimum of two weeks’ notice of their intention
to resign or retire from the aps, except where a lesser period is agreed with the chief
executive officer.
261.
all resignations will be deemed to take effect at the close of business on the day the
employee’s notice states will be their last day of work (resignation date). where an
employee’s notice states that their last day of work would be a public holiday, the
resignation will be deemed to take effect from close of business on the working day |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2068 | study leave | employees on an approved course of study may also be entitled to study leave. study
leave may be granted by the chief executive officer for:
study funded by the agency, or
study funded by the employee provided that the study is in a field which
supports the agency’s strategic goals or which meets the employee’s career
development needs.
259.
for more about study assistance, refer to the study assistance guidelines.
page 37 of 53
part h – employee separation
employee initiated separation from the aps
260.
an employee will, where practicable, give a minimum of two weeks’ notice of their intention
to resign or retire from the aps, except where a lesser period is agreed with the chief
executive officer.
261.
all resignations will be deemed to take effect at the close of business on the day the
employee’s notice states will be their last day of work (resignation date). where an
employee’s notice states that their last day of work would be a public holiday, the
resignation will be deemed to take effect from close of business on the working day
immediately prior to the public holiday.
death of employee |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2077 | study assistance | for more about study assistance, refer to the study assistance guidelines.
page 37 of 53
part h – employee separation
employee initiated separation from the aps
260.
an employee will, where practicable, give a minimum of two weeks’ notice of their intention
to resign or retire from the aps, except where a lesser period is agreed with the chief
executive officer.
261.
all resignations will be deemed to take effect at the close of business on the day the
employee’s notice states will be their last day of work (resignation date). where an
employee’s notice states that their last day of work would be a public holiday, the
resignation will be deemed to take effect from close of business on the working day
immediately prior to the public holiday.
death of employee
262.
where an employee dies, or the chief executive officer has determined that an employee
is presumed to have died on a particular date, the chief executive officer will, subject to
any legal requirements, authorise the payment of the amount to which the former employee
would have been entitled had the employee resigned or retired from employment on that
date. long service leave credits will be paid out in accordance with the long service
leave act.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2104 | long service leave | date. long service leave credits will be paid out in accordance with the long service
leave act.
263.
payment will be made at the chief executive officer’s discretion to the dependants or the
partner of the former employee or the former employee’s legal representative. if a payment
has not been made within 12 months of the former employee’s death or presumed date of
death, it will be paid to the employee’s legal representative.
excess employees
264.
clauses 265 to 301 apply to all employees covered by this agreement excluding:
an employee who is still serving a probationary period, and
non-ongoing employees.
definition of ‘excess’
265.
an employee will be considered excess where:
the employee is part of a class of employees that is larger in size than is
necessary for the efficient and economical working of the agency
the services of an employee cannot be effectively used because of
technological or other changes in the work methods of the agency, or structural
or other changes in the nature, extent or organisation of the functions of the
agency, or
the duties usually performed by the employee are to be performed in a different
locality, the employee is not willing to perform the duties at the other locality and
the chief executive officer has determined that these provisions will apply to |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2156 | long service leave | leave and long service leave credits
information about superannuation (including amounts of accumulated
superannuation contributions where available)
the taxation rules applicable to the various payments, and
the availability of financial assistance, on a reimbursement basis, towards
obtaining independent financial advice up to the value of $1,200.
268.
the voluntary redundancy information is provided for guidance purposes only, and is not an
offer capable of forming a binding contract.
269.
only one invitation to express interest in a voluntary redundancy will be provided to an
employee in a potentially excess situation.
consideration period
270.
the employee will have two months to consider the voluntary redundancy from the date the
chief executive officer provides the employee with the voluntary redundancy information.
this period is known as the consideration period.
271.
the employee must advise the chief executive officer, in writing, by the end of the
consideration period whether they wish to be considered for voluntary redundancy or if they
wish to be considered for reassignment of duties.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2192 | long service leave | annual leave and long service leave entitlements that would have been accrued by the
employee had they been employed throughout the entire consideration period.
273.
if the employee neither accepts the voluntary redundancy, nor expresses a preference for
reassignment of duties by the end of the consideration period, it will be taken that the
page 39 of 53
employee’s preference is to be considered for reassignment of duties and their retention
period will commence in accordance with clause 286.
career transition assistance
274.
within one month of being offered a voluntary redundancy, the employee will be offered
career transition assistance which will include:
advice on the re-assignment and redundancy process
a point of contact for individual queries
assistance with identifying re-assignment opportunities, and
training/redeployment assistance.
notice of termination of employment
275.
where an employee advises that they wish to be considered for a voluntary redundancy,
the chief executive officer may determine that the employee is excess and terminate the
employee’s employment under section 29 of the public service act. termination of
employment will not take effect before the end of the consideration period without the
written agreement of the employee.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2262 | long service leave | government service as defined in section 10 of the long service leave act,
service with a commonwealth body (other than service with a joint
commonwealth-state body corporate in which the commonwealth does not
have a controlling interest) which is recognised for long service leave
purposes,
service with the australian defence force,
aps service immediately preceding deemed resignation under repealed
section 49 of the public service act 1922, if the service has not previously been
recognised for severance pay purposes, and
service in another organisation where an employee was transferred from that
organisation with a transfer of function; or an employee engaged by that
organisation on work within a function is appointed as a result of the transfer of
that function to the aps and such service is recognised for long service leave
purposes.
281.
for earlier periods of service to count, there must be no breaks between the periods of
service, except where:
the break in service is less than one month and occurs where an offer of
employment with the new employer was made and accepted by the employee
before ceasing employment with the preceding employer, or
the earlier period of service was with the aps and ceased because the
employee was deemed to have resigned from the aps on marriage under the
repealed section 49 of the public service act 1922.
service not to count for severance pay purposes
282.
periods of service that will not count as service for redundancy pay purposes are periods of |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2265 | long service leave | have a controlling interest) which is recognised for long service leave
purposes,
service with the australian defence force,
aps service immediately preceding deemed resignation under repealed
section 49 of the public service act 1922, if the service has not previously been
recognised for severance pay purposes, and
service in another organisation where an employee was transferred from that
organisation with a transfer of function; or an employee engaged by that
organisation on work within a function is appointed as a result of the transfer of
that function to the aps and such service is recognised for long service leave
purposes.
281.
for earlier periods of service to count, there must be no breaks between the periods of
service, except where:
the break in service is less than one month and occurs where an offer of
employment with the new employer was made and accepted by the employee
before ceasing employment with the preceding employer, or
the earlier period of service was with the aps and ceased because the
employee was deemed to have resigned from the aps on marriage under the
repealed section 49 of the public service act 1922.
service not to count for severance pay purposes
282.
periods of service that will not count as service for redundancy pay purposes are periods of
service that ceased by way of:
termination under section 29 of the public service act,
prior to the commencement of the public service act, by way of redundancy, |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2274 | long service leave | that function to the aps and such service is recognised for long service leave
purposes.
281.
for earlier periods of service to count, there must be no breaks between the periods of
service, except where:
the break in service is less than one month and occurs where an offer of
employment with the new employer was made and accepted by the employee
before ceasing employment with the preceding employer, or
the earlier period of service was with the aps and ceased because the
employee was deemed to have resigned from the aps on marriage under the
repealed section 49 of the public service act 1922.
service not to count for severance pay purposes
282.
periods of service that will not count as service for redundancy pay purposes are periods of
service that ceased by way of:
termination under section 29 of the public service act,
prior to the commencement of the public service act, by way of redundancy,
forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of
qualifications or dismissal or termination of probationary appointment for
reasons of unsatisfactory service,
voluntary retirement at or above the minimum retiring age applicable to the
employee, or
payment of a redundancy benefit or a similar payment or an employer-financed
retirement benefit.
page 41 of 53 |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2307 | long service leave | absences from duty which do not count as service for long service leave purposes will
also not count for severance pay purposes.
salary for redundancy calculations
284.
for an excess employee, ‘salary’ includes:
the employee’s substantive salary on the date of termination of their
employment
tpl where the employee has received tpl for a continuous period of at least
12 months immediately preceding the date on which the employee is offered a
voluntary redundancy, and
allowances in the nature of salary which are paid during periods of annual
leave and on a regular basis, excluding allowances which are a reimbursement
for expenses incurred, or a payment for disabilities associated with the
performance of duty.
transfer with another employee (job swap)
285.
where an employee does not wish to be considered for a voluntary redundancy, the
employee may agree to transfer with another employee from the agency or with an
employee from another agency. the other employee must not already be excess, but
wishes to be excess. transfers with another employee are subject to the approval of the
chief executive officer and are considered on a case-by-case basis.
286.
the transfer with another employee must be completed and in effect prior to end of the
consideration period. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2398 | travel | reasonable assistance in meeting reasonable travel costs and incidental
expenses incurred in seeking alternative employment, on request.
293.
if a suitable vacancy does not exist at the same classification in the agency, or where the
chief executive officer proposes to reduce the employee’s classification as a means of
securing alternative employment, the employee will be given four weeks' notice before the
reduction in classification occurs.
294.
if a reduction in classification occurs after the consideration period and before the end of the
retention period, the employee will receive payments to maintain the employee’s salary for
the balance of the retention period, after which the employee’s salary will be paid at the
highest pay point at the reduced classification.
extension of the retention period
295.
the retention period will only be extended by certified leave for personal illness or injury,
mandatory maternity leave or where the chief executive officer is satisfied that an
employee is substantially incapacitated and unfit for work. the retention period will not be
extended for any other absences except where the chief executive officer is satisfied that
special circumstances exist.
page 43 of 53
296.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2419 | maternity leave | mandatory maternity leave or where the chief executive officer is satisfied that an
employee is substantially incapacitated and unfit for work. the retention period will not be
extended for any other absences except where the chief executive officer is satisfied that
special circumstances exist.
page 43 of 53
296.
in any circumstances, the retention period will not be extended beyond an additional eight
weeks.
involuntary redundancy
297.
if an employee is unsuccessful in obtaining permanent reassignment of duties at the end of
the retention period, their employment will be terminated under section 29 of the public
service act on the ground of excess to the requirements of the agency.
298.
where an employee’s employment is to be terminated, the employee will be given four
weeks' notice of termination of employment, or five weeks for an employee over 45 years of
age with at least five years of continuous aps service. the notice of termination of
employment period will be served, as far as reasonably practicable, concurrently with the
retention period.
299.
in deciding whether to terminate the employment of an employee, the chief executive |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2552 | bandwidth | bandwidth means 7:00am to 7:00pm from monday to friday, except on a public holiday or
where a different start time is approved for travel purposes.
broadband means the allocation of more than one classification to a group of duties to be
performed in the agency where the work value of that group of duties involves more than one
classification.
cadet means an employee allocated the classification of cadet aps in accordance with the
public service classification rules 2000. cadets undertake a cadetship with the agency
involving a combination of full time study and work placement throughout the duration of their
studies.
canberra region includes:
anywhere within the australian capital territory
anywhere within a 150km radius of the canberra gpo, and
anywhere within a 150km radius of the agency's premises.
casual employee/s means a person engaged as a casual, and includes an aps employee
engaged for duties that are irregular or intermittent.
chief executive officer means the agency head of safe work australia and their delegate.
de facto partner has the same meaning as in the fair work act.
dependant/s means:
the partner of the employee, and/or
a child or parent of the employee, or of the partner of the employee, being a
child or parent who ordinarily resides with the employee and who is wholly or
substantially dependent on the employee.
employee/s means an employee of the agency covered by this agreement (whether fulltime or part-time) and includes non-ongoing and intermittent employees.
fair work act means the fair work act 2009.
family means a person who:
is a partner of the employee
is a parent, grandparent, grandchild or sibling of the employee or of the partner
of the employee
is a child, adopted child or a foster child, including an adult child of the
employee |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2553 | travel | where a different start time is approved for travel purposes.
broadband means the allocation of more than one classification to a group of duties to be
performed in the agency where the work value of that group of duties involves more than one
classification.
cadet means an employee allocated the classification of cadet aps in accordance with the
public service classification rules 2000. cadets undertake a cadetship with the agency
involving a combination of full time study and work placement throughout the duration of their
studies.
canberra region includes:
anywhere within the australian capital territory
anywhere within a 150km radius of the canberra gpo, and
anywhere within a 150km radius of the agency's premises.
casual employee/s means a person engaged as a casual, and includes an aps employee
engaged for duties that are irregular or intermittent.
chief executive officer means the agency head of safe work australia and their delegate.
de facto partner has the same meaning as in the fair work act.
dependant/s means:
the partner of the employee, and/or
a child or parent of the employee, or of the partner of the employee, being a
child or parent who ordinarily resides with the employee and who is wholly or
substantially dependent on the employee.
employee/s means an employee of the agency covered by this agreement (whether fulltime or part-time) and includes non-ongoing and intermittent employees.
fair work act means the fair work act 2009.
family means a person who:
is a partner of the employee
is a parent, grandparent, grandchild or sibling of the employee or of the partner
of the employee
is a child, adopted child or a foster child, including an adult child of the
employee
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2616 | travel | the day on which the employee starts any travel that is reasonably
necessary to take custody of the child.
full-time employee means an employee whose ordinary hours are 37 hours and 30
minutes each week.
general broadband means the group of duties allocated to one or more aps classifications.
i.e. aps 1-3 and aps 4-6 as reflected in appendix 2 – general salary rates.
government lawyer broadband means the group of duties allocated to one or more
government lawyer classifications. i.e. aps 3-el 1 as reflected in appendix 3 – government
lawyer salary rates.
graduate means an employee allocated the classification of graduate aps in accordance
with the public service classification rules 2000. graduates undertake a structured program
of training and work placements.
graduate program means an entry level program aimed at building the leadership and
capability of the agency and developing the knowledge and skills of graduate within the
australian public service (aps).
hard barrier means a break between two classifications where the only mechanism for
advancement is through an open merit based selection process.
page 48 of 53
long service leave act means the long service leave (commonwealth employees) act
1976.
manager is authorised by the chief executive officer to exercise the powers and
responsibilities of a manager or supervisor in relation to an employee. a manager for the
purposes of this agreement is an employee at or above the executive level 1 classification,
unless otherwise specified.
maternity leave act means the maternity leave (commonwealth employees) act 1973.
medical appointments means an appointment with a registered medical professional for the
purposes of seeking treatment of personal illness or injury or other preventative health
consultations for the employee and/or those in the employees’ family and care. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2636 | long service leave | long service leave act means the long service leave (commonwealth employees) act
1976.
manager is authorised by the chief executive officer to exercise the powers and
responsibilities of a manager or supervisor in relation to an employee. a manager for the
purposes of this agreement is an employee at or above the executive level 1 classification,
unless otherwise specified.
maternity leave act means the maternity leave (commonwealth employees) act 1973.
medical appointments means an appointment with a registered medical professional for the
purposes of seeking treatment of personal illness or injury or other preventative health
consultations for the employee and/or those in the employees’ family and care.
official travel means travel that an employee is requested to undertake on behalf of safe
work australia. official travel requires formal approval by the chief executive officer.
ordinary hours means those hours and times, within the bandwidth, that the employee
works on a regular basis or has an agreement in place to work on a regular basis.
parliamentary service means the australian parliamentary service.
parliamentary service act means the parliamentary service act 1999.
partner, where an employee is a member of a couple means the other member of the couple
and includes:
a spouse, including a former spouse,
a de facto partner.
part-time employee means an employee whose ordinary hours are less than 37.5 hours
each week.
performance assessment cycle means the period commencing on 1 july and ending on 30
june each year.
public service act means the public service act 1999.
senior executive service (ses) means a senior executive level employee as defined
under the public service act.
settlement period means the 28 day period beginning on a pay thursday.
soft barrier means a point within a broadband where successful assessment against
relevant criteria is required prior to advancement to another classification within the |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2642 | maternity leave | maternity leave act means the maternity leave (commonwealth employees) act 1973.
medical appointments means an appointment with a registered medical professional for the
purposes of seeking treatment of personal illness or injury or other preventative health
consultations for the employee and/or those in the employees’ family and care.
official travel means travel that an employee is requested to undertake on behalf of safe
work australia. official travel requires formal approval by the chief executive officer.
ordinary hours means those hours and times, within the bandwidth, that the employee
works on a regular basis or has an agreement in place to work on a regular basis.
parliamentary service means the australian parliamentary service.
parliamentary service act means the parliamentary service act 1999.
partner, where an employee is a member of a couple means the other member of the couple
and includes:
a spouse, including a former spouse,
a de facto partner.
part-time employee means an employee whose ordinary hours are less than 37.5 hours
each week.
performance assessment cycle means the period commencing on 1 july and ending on 30
june each year.
public service act means the public service act 1999.
senior executive service (ses) means a senior executive level employee as defined
under the public service act.
settlement period means the 28 day period beginning on a pay thursday.
soft barrier means a point within a broadband where successful assessment against
relevant criteria is required prior to advancement to another classification within the
broadband.
standard day means 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm monday to friday, except
where a public holiday occurs.
temporary performance loading (tpl) means an allowance that is paid to an employee
who is performing duties at a higher classification for three continuous weeks or more.
trainee means an employee allocated the classification of trainee aps (administrative) in |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2646 | travel | official travel means travel that an employee is requested to undertake on behalf of safe
work australia. official travel requires formal approval by the chief executive officer.
ordinary hours means those hours and times, within the bandwidth, that the employee
works on a regular basis or has an agreement in place to work on a regular basis.
parliamentary service means the australian parliamentary service.
parliamentary service act means the parliamentary service act 1999.
partner, where an employee is a member of a couple means the other member of the couple
and includes:
a spouse, including a former spouse,
a de facto partner.
part-time employee means an employee whose ordinary hours are less than 37.5 hours
each week.
performance assessment cycle means the period commencing on 1 july and ending on 30
june each year.
public service act means the public service act 1999.
senior executive service (ses) means a senior executive level employee as defined
under the public service act.
settlement period means the 28 day period beginning on a pay thursday.
soft barrier means a point within a broadband where successful assessment against
relevant criteria is required prior to advancement to another classification within the
broadband.
standard day means 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm monday to friday, except
where a public holiday occurs.
temporary performance loading (tpl) means an allowance that is paid to an employee
who is performing duties at a higher classification for three continuous weeks or more.
trainee means an employee allocated the classification of trainee aps (administrative) in
accordance with the public service classification rules 2000. trainees undertake a training
program for a period of 12 months which combines time at work with training, and can be fulltime, part-time or school-based.
training broadband means the group of duties allocated to one or more training
classifications. i.e. aps1-4 as reflected in appendix 4 – training salary rates. |
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2647 | travel | work australia. official travel requires formal approval by the chief executive officer.
ordinary hours means those hours and times, within the bandwidth, that the employee
works on a regular basis or has an agreement in place to work on a regular basis.
parliamentary service means the australian parliamentary service.
parliamentary service act means the parliamentary service act 1999.
partner, where an employee is a member of a couple means the other member of the couple
and includes:
a spouse, including a former spouse,
a de facto partner.
part-time employee means an employee whose ordinary hours are less than 37.5 hours
each week.
performance assessment cycle means the period commencing on 1 july and ending on 30
june each year.
public service act means the public service act 1999.
senior executive service (ses) means a senior executive level employee as defined
under the public service act.
settlement period means the 28 day period beginning on a pay thursday.
soft barrier means a point within a broadband where successful assessment against
relevant criteria is required prior to advancement to another classification within the
broadband.
standard day means 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm monday to friday, except
where a public holiday occurs.
temporary performance loading (tpl) means an allowance that is paid to an employee
who is performing duties at a higher classification for three continuous weeks or more.
trainee means an employee allocated the classification of trainee aps (administrative) in
accordance with the public service classification rules 2000. trainees undertake a training
program for a period of 12 months which combines time at work with training, and can be fulltime, part-time or school-based.
training broadband means the group of duties allocated to one or more training
classifications. i.e. aps1-4 as reflected in appendix 4 – training salary rates.
|
| safe-work-australia-enterprise-agreement-2019-2022.txt | 2648 | bandwidth | ordinary hours means those hours and times, within the bandwidth, that the employee
works on a regular basis or has an agreement in place to work on a regular basis.
parliamentary service means the australian parliamentary service.
parliamentary service act means the parliamentary service act 1999.
partner, where an employee is a member of a couple means the other member of the couple
and includes:
a spouse, including a former spouse,
a de facto partner.
part-time employee means an employee whose ordinary hours are less than 37.5 hours
each week.
performance assessment cycle means the period commencing on 1 july and ending on 30
june each year.
public service act means the public service act 1999.
senior executive service (ses) means a senior executive level employee as defined
under the public service act.
settlement period means the 28 day period beginning on a pay thursday.
soft barrier means a point within a broadband where successful assessment against
relevant criteria is required prior to advancement to another classification within the
broadband.
standard day means 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm monday to friday, except
where a public holiday occurs.
temporary performance loading (tpl) means an allowance that is paid to an employee
who is performing duties at a higher classification for three continuous weeks or more.
trainee means an employee allocated the classification of trainee aps (administrative) in
accordance with the public service classification rules 2000. trainees undertake a training
program for a period of 12 months which combines time at work with training, and can be fulltime, part-time or school-based.
training broadband means the group of duties allocated to one or more training
classifications. i.e. aps1-4 as reflected in appendix 4 – training salary rates.
page 49 of 53 |
| acsqhc_enterprise_agreement_2019-2022.txt | 325 | overtime | ii. overtime rates;
iii. penalty rates;
iv. allowances;
v. remuneration;
vi. leave; and/or
vii. cashing out of annual leave; and
(b) the ifa meets the genuine needs of the ceo and employee in relation to one
or more of the matters in paragraph (a); and
(c) the ifa is genuinely agreed to by the ceo and employee.
6.2
the ceo must ensure that the terms of the ifa:
(a) are about permitted matters under section 172 of the fw act; and
australian commission on safety and quality in health care – enterprise agreement 2019–2022
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(b)
(c)
are not unlawful terms under section 194 of the fw act; and
result in the employee being better off overall than the employee would be if no
arrangement was made.
6.3
the ceo must ensure that the ifa:
(a) is in writing; and
(b) includes the name of the employer and employee; and
(c) is signed by the ceo and employee and if the employee is under 18 years of |
| acsqhc_enterprise_agreement_2019-2022.txt | 424 | long service leave | plus a 20% loading in lieu of all paid leave (excluding long service leave) and public
holidays on which they do not work.
11.
supported salary
eligibility criteria
11.1
employees covered by clause 11 will be those who are unable to perform the range of
duties to the competence level required within the class for which the employee is
engaged because of the effects of a disability on their productive capacity and who
meet the impairment criteria for receipt of a disability support pension.
11.2
this part does not apply to any existing employee who has a claim against the
acsqhc which is subject to the provisions of workers’ compensation legislation or any
provision of this agreement relating to the rehabilitation of employees who are injured
in the course of employment.
supported wage rates
(a) employees to whom clause 11 applies shall be paid the applicable percentage
of the relevant minimum wage according to the following schedule:
assessed capacity
% of prescribed rate
10% |
| acsqhc_enterprise_agreement_2019-2022.txt | 590 | salary advancement | the pay point attained through salary advancement in previous periods of hda at that
classification level will be at least maintained.
payment for partial performance
13.6
where the full duties of the position are not being undertaken the ceo may determine
a payment at a point in a classification below that of the higher duties position.
hda and ses positions
13.7
remuneration for temporary assignment of duties at a ses level will be consistent with
acsqhc ses terms and conditions.
public holidays or leave
13.8
an employee on hda who is granted paid leave or who observes a public holiday will
continue to receive hda during the employee’s absence. hda will not be paid beyond
the date on which the employee would have ceased the period of acting had he or she
not been absent. where the period of leave is paid at less than full pay, payment of
hda will be made on a pro-rata basis.
14.
salary advancement
within classifications
14.1 |
| acsqhc_enterprise_agreement_2019-2022.txt | 616 | salary advancement | salary advancement
within classifications
14.1
subject to clause 15, salary advancement within all classification levels will occur from
the beginning of the first full pay period commencing on or after 1 august each year
subject to:
(a) completion of the requirements of the pds; and
(b) performance of duties at the employee’s substantive level or above within
acsqhc, for an aggregate of three months or more within the pds cycle ended
30 june; and
(c) satisfactory performance or better at the end of the pds cycle; or
(d) the advancement provisions applying to specific groups of employees as
outlined in this section.
non-ongoing employees
14.2
non-ongoing employees, other than casual employees, will be eligible for salary
advancement where they have been engaged at the same classification to perform the
same duties continuously for six months during the pds cycle. non-ongoing
employees are subject to the same qualifying ratings under the pds as ongoing
employees.
14.3
this clause does not affect the ceo’s discretion to determine salary on the
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| acsqhc_enterprise_agreement_2019-2022.txt | 621 | salary advancement | subject to clause 15, salary advancement within all classification levels will occur from
the beginning of the first full pay period commencing on or after 1 august each year
subject to:
(a) completion of the requirements of the pds; and
(b) performance of duties at the employee’s substantive level or above within
acsqhc, for an aggregate of three months or more within the pds cycle ended
30 june; and
(c) satisfactory performance or better at the end of the pds cycle; or
(d) the advancement provisions applying to specific groups of employees as
outlined in this section.
non-ongoing employees
14.2
non-ongoing employees, other than casual employees, will be eligible for salary
advancement where they have been engaged at the same classification to perform the
same duties continuously for six months during the pds cycle. non-ongoing
employees are subject to the same qualifying ratings under the pds as ongoing
employees.
14.3
this clause does not affect the ceo’s discretion to determine salary on the
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page 11 of 43
commencement of each period of engagement.
junior employees
14.4
|
| acsqhc_enterprise_agreement_2019-2022.txt | 661 | salary advancement | employee will be eligible for salary advancement for the purposes of future or
continuing hda in accordance with clause 14.1. where hda periods have been at
different levels, progression will occur to the hda level closest to the employee’s
substantive level, unless the person has acted for six months or more at a higher
classification level.
14.6
employees on short term hda remain eligible for advancement within the employee’s
substantive classification level, subject to meeting the requirements of the pds.
15.
advancement not to occur
15.1
employees who either:
(a) do not complete and meet the requirements of the pds; or
(b) are ongoing and have not performed duties at the employee’s substantive
classification level or a higher position in acsqhc for at least three months of
the pds cycle; or
(c) are non-ongoing and have not met the requirements of clause 14.2; or
(d) are not eligible because of relevant administrative actions, including a sanction
under the ps act
will not move to the next pay point within that classification salary range. those
employees will then not be able to progress to another pay point within the
classification salary range until the salary review in the next year.
15.2 |
| acsqhc_enterprise_agreement_2019-2022.txt | 702 | salary advancement | and the review is subsequently upheld, salary advancement will occur from the
appropriate august advancement date.
17.
salary payable on engagement, promotion and movement
17.1
unless otherwise determined by the ceo (having regard to experience, qualifications
and skills) where a person is:
(a) promoted or engaged, salary will be payable at the minimum pay point of the
relevant salary range;
(b) transferred at level on an ongoing or temporary movement basis from another
aps agency and
i. the employee’s salary is above the top pay point of the relevant range
as stated at attachment a, the employee will be paid at the top pay
point; or
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ii.
18.
the employee’s salary is below the top pay point of the relevant range
as stated at attachment a, but not aligned with a pay point in the range,
the employee’s salary will be paid at the next highest pay point in that
range.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 748 | parental leave | through salary sacrifice arrangements or during a period of paid parental leave
(however described). this clause does not apply where a superannuation fund cannot
accept employer superannuation contributions (e.g. unable to accept contributions for
people aged over 75).
18.3
for the purposes of this clause ote is the salary paid for an employee’s regular hours
of work, not including overtime. it includes paid leave up to the maximum contributions
base for the quarter. for the purpose of the agreement where salary sacrifice
arrangements are in place or the employee is on paid maternity, adoption or foster
leave, employer contributions will be paid as if those arrangements had not been
entered into.
18.4
employer superannuation contributions will not be paid during periods of unpaid leave
that do not count as service, unless otherwise required under legislation.
18.5
the ceo may choose to limit superannuation choice to complying superannuation
funds that allow employee and/or employer contributions to be paid through fortnightly
electronic funds transfer.
treatment of allowances
18.6
a table indicating the treatment of allowances for superannuation purposes is at
attachment b. |
| acsqhc_enterprise_agreement_2019-2022.txt | 756 | overtime | of work, not including overtime. it includes paid leave up to the maximum contributions
base for the quarter. for the purpose of the agreement where salary sacrifice
arrangements are in place or the employee is on paid maternity, adoption or foster
leave, employer contributions will be paid as if those arrangements had not been
entered into.
18.4
employer superannuation contributions will not be paid during periods of unpaid leave
that do not count as service, unless otherwise required under legislation.
18.5
the ceo may choose to limit superannuation choice to complying superannuation
funds that allow employee and/or employer contributions to be paid through fortnightly
electronic funds transfer.
treatment of allowances
18.6
a table indicating the treatment of allowances for superannuation purposes is at
attachment b.
19.
salary packaging
19.1
acsqhc will provide access to salary packaging of superannuation and other matters |
| acsqhc_enterprise_agreement_2019-2022.txt | 781 | salary packaging | salary packaging
19.1
acsqhc will provide access to salary packaging of superannuation and other matters
as determined by the ceo.
19.2
if the ceo approves for establishment of other salary packaging options for
employees, the employee may access this benefit with ceo approval.
19.3
where an employee takes up the option of salary packaging, the employee's salary for
purposes of superannuation, redundancy and termination payments, and any other
purposes, will be determined as if the salary packaging arrangement had not occurred.
19.4
any fringe benefits tax incurred by individual employees as a result of salary packaging
arrangements will be met by the individual employee on a salary sacrifice basis.
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part d – allowances
20.
allowances |
| acsqhc_enterprise_agreement_2019-2022.txt | 785 | salary packaging | acsqhc will provide access to salary packaging of superannuation and other matters
as determined by the ceo.
19.2
if the ceo approves for establishment of other salary packaging options for
employees, the employee may access this benefit with ceo approval.
19.3
where an employee takes up the option of salary packaging, the employee's salary for
purposes of superannuation, redundancy and termination payments, and any other
purposes, will be determined as if the salary packaging arrangement had not occurred.
19.4
any fringe benefits tax incurred by individual employees as a result of salary packaging
arrangements will be met by the individual employee on a salary sacrifice basis.
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part d – allowances
20.
allowances
recognition of allowances
20.1
|
| acsqhc_enterprise_agreement_2019-2022.txt | 790 | salary packaging | if the ceo approves for establishment of other salary packaging options for
employees, the employee may access this benefit with ceo approval.
19.3
where an employee takes up the option of salary packaging, the employee's salary for
purposes of superannuation, redundancy and termination payments, and any other
purposes, will be determined as if the salary packaging arrangement had not occurred.
19.4
any fringe benefits tax incurred by individual employees as a result of salary packaging
arrangements will be met by the individual employee on a salary sacrifice basis.
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part d – allowances
20.
allowances
recognition of allowances
20.1
information on the recognition (for particular purposes) of allowances provided for in
the agreement is at attachment b.
21.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 795 | salary packaging | where an employee takes up the option of salary packaging, the employee's salary for
purposes of superannuation, redundancy and termination payments, and any other
purposes, will be determined as if the salary packaging arrangement had not occurred.
19.4
any fringe benefits tax incurred by individual employees as a result of salary packaging
arrangements will be met by the individual employee on a salary sacrifice basis.
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part d – allowances
20.
allowances
recognition of allowances
20.1
information on the recognition (for particular purposes) of allowances provided for in
the agreement is at attachment b.
21.
travel allowance
21.1
travel related allowances will be set in line with the department’s portfolio rates. |
| acsqhc_enterprise_agreement_2019-2022.txt | 797 | salary packaging | purposes, will be determined as if the salary packaging arrangement had not occurred.
19.4
any fringe benefits tax incurred by individual employees as a result of salary packaging
arrangements will be met by the individual employee on a salary sacrifice basis.
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part d – allowances
20.
allowances
recognition of allowances
20.1
information on the recognition (for particular purposes) of allowances provided for in
the agreement is at attachment b.
21.
travel allowance
21.1
travel related allowances will be set in line with the department’s portfolio rates.
21.2 |
| acsqhc_enterprise_agreement_2019-2022.txt | 801 | salary packaging | any fringe benefits tax incurred by individual employees as a result of salary packaging
arrangements will be met by the individual employee on a salary sacrifice basis.
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part d – allowances
20.
allowances
recognition of allowances
20.1
information on the recognition (for particular purposes) of allowances provided for in
the agreement is at attachment b.
21.
travel allowance
21.1
travel related allowances will be set in line with the department’s portfolio rates.
21.2
acsqhc will meet reasonable costs for employees on official overnight travel as
determined by the ceo.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 820 | travel | travel allowance
21.1
travel related allowances will be set in line with the department’s portfolio rates.
21.2
acsqhc will meet reasonable costs for employees on official overnight travel as
determined by the ceo.
21.3
the ceo will authorise an additional payment in circumstances where an employee
has incurred reasonable costs in excess of the allowance as determined by the ceo
and subject to the presentation of receipts. where possible, prior approval should be
obtained by the employee before incurring the expense.
overpayment of travel allowance
21.4
where a travel allowance overpayment occurs, the employee will repay the amount of
the overpaid allowance to acsqhc to reflect the travel actually undertaken.
part-day travel
21.5
an employee who is required to be absent from the employee’s usual place of work on
official business for a period of not less than 10 hours, but is not absent overnight, will
be paid an allowance of $49.44 for each absence. |
| acsqhc_enterprise_agreement_2019-2022.txt | 820 | travel allowance | travel allowance
21.1
travel related allowances will be set in line with the department’s portfolio rates.
21.2
acsqhc will meet reasonable costs for employees on official overnight travel as
determined by the ceo.
21.3
the ceo will authorise an additional payment in circumstances where an employee
has incurred reasonable costs in excess of the allowance as determined by the ceo
and subject to the presentation of receipts. where possible, prior approval should be
obtained by the employee before incurring the expense.
overpayment of travel allowance
21.4
where a travel allowance overpayment occurs, the employee will repay the amount of
the overpaid allowance to acsqhc to reflect the travel actually undertaken.
part-day travel
21.5
an employee who is required to be absent from the employee’s usual place of work on
official business for a period of not less than 10 hours, but is not absent overnight, will
be paid an allowance of $49.44 for each absence. |
| acsqhc_enterprise_agreement_2019-2022.txt | 824 | travel | travel related allowances will be set in line with the department’s portfolio rates.
21.2
acsqhc will meet reasonable costs for employees on official overnight travel as
determined by the ceo.
21.3
the ceo will authorise an additional payment in circumstances where an employee
has incurred reasonable costs in excess of the allowance as determined by the ceo
and subject to the presentation of receipts. where possible, prior approval should be
obtained by the employee before incurring the expense.
overpayment of travel allowance
21.4
where a travel allowance overpayment occurs, the employee will repay the amount of
the overpaid allowance to acsqhc to reflect the travel actually undertaken.
part-day travel
21.5
an employee who is required to be absent from the employee’s usual place of work on
official business for a period of not less than 10 hours, but is not absent overnight, will
be paid an allowance of $49.44 for each absence.
illness while travelling
21.6
|
| acsqhc_enterprise_agreement_2019-2022.txt | 828 | travel | acsqhc will meet reasonable costs for employees on official overnight travel as
determined by the ceo.
21.3
the ceo will authorise an additional payment in circumstances where an employee
has incurred reasonable costs in excess of the allowance as determined by the ceo
and subject to the presentation of receipts. where possible, prior approval should be
obtained by the employee before incurring the expense.
overpayment of travel allowance
21.4
where a travel allowance overpayment occurs, the employee will repay the amount of
the overpaid allowance to acsqhc to reflect the travel actually undertaken.
part-day travel
21.5
an employee who is required to be absent from the employee’s usual place of work on
official business for a period of not less than 10 hours, but is not absent overnight, will
be paid an allowance of $49.44 for each absence.
illness while travelling
21.6
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo will approve payment of return journey costs to the
employee.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 838 | travel | overpayment of travel allowance
21.4
where a travel allowance overpayment occurs, the employee will repay the amount of
the overpaid allowance to acsqhc to reflect the travel actually undertaken.
part-day travel
21.5
an employee who is required to be absent from the employee’s usual place of work on
official business for a period of not less than 10 hours, but is not absent overnight, will
be paid an allowance of $49.44 for each absence.
illness while travelling
21.6
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo will approve payment of return journey costs to the
employee.
recognition of travel time
21.7
where an aps 1–6 employee is required to undertake official travel, the time spent
travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as |
| acsqhc_enterprise_agreement_2019-2022.txt | 838 | travel allowance | overpayment of travel allowance
21.4
where a travel allowance overpayment occurs, the employee will repay the amount of
the overpaid allowance to acsqhc to reflect the travel actually undertaken.
part-day travel
21.5
an employee who is required to be absent from the employee’s usual place of work on
official business for a period of not less than 10 hours, but is not absent overnight, will
be paid an allowance of $49.44 for each absence.
illness while travelling
21.6
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo will approve payment of return journey costs to the
employee.
recognition of travel time
21.7
where an aps 1–6 employee is required to undertake official travel, the time spent
travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as |
| acsqhc_enterprise_agreement_2019-2022.txt | 841 | travel | where a travel allowance overpayment occurs, the employee will repay the amount of
the overpaid allowance to acsqhc to reflect the travel actually undertaken.
part-day travel
21.5
an employee who is required to be absent from the employee’s usual place of work on
official business for a period of not less than 10 hours, but is not absent overnight, will
be paid an allowance of $49.44 for each absence.
illness while travelling
21.6
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo will approve payment of return journey costs to the
employee.
recognition of travel time
21.7
where an aps 1–6 employee is required to undertake official travel, the time spent
travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance |
| acsqhc_enterprise_agreement_2019-2022.txt | 841 | travel allowance | where a travel allowance overpayment occurs, the employee will repay the amount of
the overpaid allowance to acsqhc to reflect the travel actually undertaken.
part-day travel
21.5
an employee who is required to be absent from the employee’s usual place of work on
official business for a period of not less than 10 hours, but is not absent overnight, will
be paid an allowance of $49.44 for each absence.
illness while travelling
21.6
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo will approve payment of return journey costs to the
employee.
recognition of travel time
21.7
where an aps 1–6 employee is required to undertake official travel, the time spent
travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance |
| acsqhc_enterprise_agreement_2019-2022.txt | 842 | travel | the overpaid allowance to acsqhc to reflect the travel actually undertaken.
part-day travel
21.5
an employee who is required to be absent from the employee’s usual place of work on
official business for a period of not less than 10 hours, but is not absent overnight, will
be paid an allowance of $49.44 for each absence.
illness while travelling
21.6
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo will approve payment of return journey costs to the
employee.
recognition of travel time
21.7
where an aps 1–6 employee is required to undertake official travel, the time spent
travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9 |
| acsqhc_enterprise_agreement_2019-2022.txt | 844 | travel | part-day travel
21.5
an employee who is required to be absent from the employee’s usual place of work on
official business for a period of not less than 10 hours, but is not absent overnight, will
be paid an allowance of $49.44 for each absence.
illness while travelling
21.6
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo will approve payment of return journey costs to the
employee.
recognition of travel time
21.7
where an aps 1–6 employee is required to undertake official travel, the time spent
travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to |
| acsqhc_enterprise_agreement_2019-2022.txt | 851 | travel | illness while travelling
21.6
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo will approve payment of return journey costs to the
employee.
recognition of travel time
21.7
where an aps 1–6 employee is required to undertake official travel, the time spent
travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
21.10 where an employee is approved to use a private vehicle instead of the most efficient
means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
australian commission on safety and quality in health care – enterprise agreement 2019–2022 |
| acsqhc_enterprise_agreement_2019-2022.txt | 854 | travel | where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo will approve payment of return journey costs to the
employee.
recognition of travel time
21.7
where an aps 1–6 employee is required to undertake official travel, the time spent
travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
21.10 where an employee is approved to use a private vehicle instead of the most efficient
means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
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22. |
| acsqhc_enterprise_agreement_2019-2022.txt | 858 | travel | recognition of travel time
21.7
where an aps 1–6 employee is required to undertake official travel, the time spent
travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
21.10 where an employee is approved to use a private vehicle instead of the most efficient
means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
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22.
relocation assistance
access for existing employees |
| acsqhc_enterprise_agreement_2019-2022.txt | 858 | recognition of travel time | recognition of travel time
21.7
where an aps 1–6 employee is required to undertake official travel, the time spent
travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
21.10 where an employee is approved to use a private vehicle instead of the most efficient
means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
australian commission on safety and quality in health care – enterprise agreement 2019–2022
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22.
relocation assistance
access for existing employees |
| acsqhc_enterprise_agreement_2019-2022.txt | 861 | travel | where an aps 1–6 employee is required to undertake official travel, the time spent
travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
21.10 where an employee is approved to use a private vehicle instead of the most efficient
means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
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22.
relocation assistance
access for existing employees
22.1
where the acsqhc initiates a permanent relocation (including transfer or promotion) |
| acsqhc_enterprise_agreement_2019-2022.txt | 862 | travel | travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
21.10 where an employee is approved to use a private vehicle instead of the most efficient
means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
australian commission on safety and quality in health care – enterprise agreement 2019–2022
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22.
relocation assistance
access for existing employees
22.1
where the acsqhc initiates a permanent relocation (including transfer or promotion)
of an employee, or the relocation is in the interest of the acsqhc, the ceo may |
| acsqhc_enterprise_agreement_2019-2022.txt | 862 | bandwidth | travelling within the bandwidth, excluding the usual time taken for the employee to
travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
21.10 where an employee is approved to use a private vehicle instead of the most efficient
means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
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22.
relocation assistance
access for existing employees
22.1
where the acsqhc initiates a permanent relocation (including transfer or promotion)
of an employee, or the relocation is in the interest of the acsqhc, the ceo may |
| acsqhc_enterprise_agreement_2019-2022.txt | 863 | travel | travel to and from the employee’s regular place of work, will be recorded as work hours.
21.8
travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
21.10 where an employee is approved to use a private vehicle instead of the most efficient
means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
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22.
relocation assistance
access for existing employees
22.1
where the acsqhc initiates a permanent relocation (including transfer or promotion)
of an employee, or the relocation is in the interest of the acsqhc, the ceo may
reimburse reasonable relocation costs. |
| acsqhc_enterprise_agreement_2019-2022.txt | 867 | travel | travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
21.10 where an employee is approved to use a private vehicle instead of the most efficient
means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
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22.
relocation assistance
access for existing employees
22.1
where the acsqhc initiates a permanent relocation (including transfer or promotion)
of an employee, or the relocation is in the interest of the acsqhc, the ceo may
reimburse reasonable relocation costs.
requested move
22.2
|
| acsqhc_enterprise_agreement_2019-2022.txt | 867 | bandwidth | travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
21.10 where an employee is approved to use a private vehicle instead of the most efficient
means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
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22.
relocation assistance
access for existing employees
22.1
where the acsqhc initiates a permanent relocation (including transfer or promotion)
of an employee, or the relocation is in the interest of the acsqhc, the ceo may
reimburse reasonable relocation costs.
requested move
22.2
|
| acsqhc_enterprise_agreement_2019-2022.txt | 868 | travel | travel time in lieu at single time rates.
motor vehicle allowance
21.9
motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
21.10 where an employee is approved to use a private vehicle instead of the most efficient
means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
australian commission on safety and quality in health care – enterprise agreement 2019–2022
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22.
relocation assistance
access for existing employees
22.1
where the acsqhc initiates a permanent relocation (including transfer or promotion)
of an employee, or the relocation is in the interest of the acsqhc, the ceo may
reimburse reasonable relocation costs.
requested move
22.2
relocation or temporary transfer at the request of the employee will only attract |
| acsqhc_enterprise_agreement_2019-2022.txt | 877 | travel | means of travel as determined by the ceo, the amount of mva paid to the employee
will not exceed the cost of the most efficient means of travel.
australian commission on safety and quality in health care – enterprise agreement 2019–2022
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22.
relocation assistance
access for existing employees
22.1
where the acsqhc initiates a permanent relocation (including transfer or promotion)
of an employee, or the relocation is in the interest of the acsqhc, the ceo may
reimburse reasonable relocation costs.
requested move
22.2
relocation or temporary transfer at the request of the employee will only attract
relocation assistance at the discretion of the ceo.
access for new employees
22.3
upon an employee’s engagement, relocation assistance for reasonable costs may be
granted by the manager.
23. |
| acsqhc_enterprise_agreement_2019-2022.txt | 878 | travel | will not exceed the cost of the most efficient means of travel.
australian commission on safety and quality in health care – enterprise agreement 2019–2022
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22.
relocation assistance
access for existing employees
22.1
where the acsqhc initiates a permanent relocation (including transfer or promotion)
of an employee, or the relocation is in the interest of the acsqhc, the ceo may
reimburse reasonable relocation costs.
requested move
22.2
relocation or temporary transfer at the request of the employee will only attract
relocation assistance at the discretion of the ceo.
access for new employees
22.3
upon an employee’s engagement, relocation assistance for reasonable costs may be
granted by the manager.
23.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 908 | overtime | overtime meal break allowance
23.1
where an employee is required to work overtime for a continuous period of at least one
hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $26.82. for the purposes of this clause a meal period is:
monday to friday:
6.30 am
7.00 pm
–
–
7.00 am
7.30 pm
saturday, sunday and public
holidays:
6.30 am
12.30 pm
7.00 pm
–
–
–
7.00 am |
| acsqhc_enterprise_agreement_2019-2022.txt | 912 | overtime | where an employee is required to work overtime for a continuous period of at least one
hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $26.82. for the purposes of this clause a meal period is:
monday to friday:
6.30 am
7.00 pm
–
–
7.00 am
7.30 pm
saturday, sunday and public
holidays:
6.30 am
12.30 pm
7.00 pm
–
–
–
7.00 am
1.30 pm
7.30 pm
23.2 |
| acsqhc_enterprise_agreement_2019-2022.txt | 913 | bandwidth | hour outside the bandwidth which extends over a meal period, they will be paid a meal
allowance of $26.82. for the purposes of this clause a meal period is:
monday to friday:
6.30 am
7.00 pm
–
–
7.00 am
7.30 pm
saturday, sunday and public
holidays:
6.30 am
12.30 pm
7.00 pm
–
–
–
7.00 am
1.30 pm
7.30 pm
23.2
|
| acsqhc_enterprise_agreement_2019-2022.txt | 943 | overtime | where overtime is worked for long periods and does not coincide with designated meal
periods, the manager has the discretion to authorise payment of a meal allowance.
24.
workplace responsibility allowance
24.1
first aid officers will be paid a workplace responsibility allowance (wra) at the rate of
$15.73 per week.
24.2
fire wardens will be paid a wra at the rate of $10.67 per week.
24.3
workplace harassment contact officers will be paid a wra at the rate of $10.67 per
week.
24.4
health and safety representatives will be paid a wra at the rate of $10.67 per week.
australian commission on safety and quality in health care – enterprise agreement 2019–2022
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part e – hours of work and working flexibly
25. |
| acsqhc_enterprise_agreement_2019-2022.txt | 990 | overtime | ii. determining overtime entitlements;
iii. accrual and deduction of leave, including deduction of part-day
absences; and
iv. calculating hours over the flextime settlement period.
(c) bandwidth: the bandwidth of hours in which an employee will work their
ordinary hours is 7.00 am to 7.00 pm, monday to friday.
(d) maximum hours per day: an employee shall not normally be required to work
more than 10 hours ordinary time in any one day. where this does occur, the
overtime and time in lieu provisions at clause 28 and/or meal allowance
provisions at clause 23 may apply.
(e) meal break: an employee must not work more than five consecutive hours
without a break of at least 30 minutes.
(f)
minimum break between days: an employee will not normally be required to
commence work on any day without having at least 10 hours minimum break
from the previous day’s work, without specific approval from their manager.
where this does occur, the overtime and time in lieu provisions at clause 28
and/or meal allowance provisions at clause 23 may apply.
(g) settlement period: means a four-week period commencing on payday
thursdays.
(h) flextime: means flexible hours for aps 1–6 employees in accordance with the
formal flextime scheme set out in clause 26.
(i)
executive level (el) time off: means variations in attendance times and short
term absences, including full days, in accordance with clause 27.
(j)
overtime: means work performed at the direction of an employee’s manager
and on the approval of the coo that constitutes overtime in accordance with
clause 28.
(k) time in lieu (til): is a form of recompense for overtime duty as an alternative |
| acsqhc_enterprise_agreement_2019-2022.txt | 993 | flextime | iv. calculating hours over the flextime settlement period.
(c) bandwidth: the bandwidth of hours in which an employee will work their
ordinary hours is 7.00 am to 7.00 pm, monday to friday.
(d) maximum hours per day: an employee shall not normally be required to work
more than 10 hours ordinary time in any one day. where this does occur, the
overtime and time in lieu provisions at clause 28 and/or meal allowance
provisions at clause 23 may apply.
(e) meal break: an employee must not work more than five consecutive hours
without a break of at least 30 minutes.
(f)
minimum break between days: an employee will not normally be required to
commence work on any day without having at least 10 hours minimum break
from the previous day’s work, without specific approval from their manager.
where this does occur, the overtime and time in lieu provisions at clause 28
and/or meal allowance provisions at clause 23 may apply.
(g) settlement period: means a four-week period commencing on payday
thursdays.
(h) flextime: means flexible hours for aps 1–6 employees in accordance with the
formal flextime scheme set out in clause 26.
(i)
executive level (el) time off: means variations in attendance times and short
term absences, including full days, in accordance with clause 27.
(j)
overtime: means work performed at the direction of an employee’s manager
and on the approval of the coo that constitutes overtime in accordance with
clause 28.
(k) time in lieu (til): is a form of recompense for overtime duty as an alternative
to overtime payment, subject to the provisions of clause 28.
work outside bandwidth |
| acsqhc_enterprise_agreement_2019-2022.txt | 994 | bandwidth | (c) bandwidth: the bandwidth of hours in which an employee will work their
ordinary hours is 7.00 am to 7.00 pm, monday to friday.
(d) maximum hours per day: an employee shall not normally be required to work
more than 10 hours ordinary time in any one day. where this does occur, the
overtime and time in lieu provisions at clause 28 and/or meal allowance
provisions at clause 23 may apply.
(e) meal break: an employee must not work more than five consecutive hours
without a break of at least 30 minutes.
(f)
minimum break between days: an employee will not normally be required to
commence work on any day without having at least 10 hours minimum break
from the previous day’s work, without specific approval from their manager.
where this does occur, the overtime and time in lieu provisions at clause 28
and/or meal allowance provisions at clause 23 may apply.
(g) settlement period: means a four-week period commencing on payday
thursdays.
(h) flextime: means flexible hours for aps 1–6 employees in accordance with the
formal flextime scheme set out in clause 26.
(i)
executive level (el) time off: means variations in attendance times and short
term absences, including full days, in accordance with clause 27.
(j)
overtime: means work performed at the direction of an employee’s manager
and on the approval of the coo that constitutes overtime in accordance with
clause 28.
(k) time in lieu (til): is a form of recompense for overtime duty as an alternative
to overtime payment, subject to the provisions of clause 28.
work outside bandwidth
25.3 |
| acsqhc_enterprise_agreement_2019-2022.txt | 998 | overtime | overtime and time in lieu provisions at clause 28 and/or meal allowance
provisions at clause 23 may apply.
(e) meal break: an employee must not work more than five consecutive hours
without a break of at least 30 minutes.
(f)
minimum break between days: an employee will not normally be required to
commence work on any day without having at least 10 hours minimum break
from the previous day’s work, without specific approval from their manager.
where this does occur, the overtime and time in lieu provisions at clause 28
and/or meal allowance provisions at clause 23 may apply.
(g) settlement period: means a four-week period commencing on payday
thursdays.
(h) flextime: means flexible hours for aps 1–6 employees in accordance with the
formal flextime scheme set out in clause 26.
(i)
executive level (el) time off: means variations in attendance times and short
term absences, including full days, in accordance with clause 27.
(j)
overtime: means work performed at the direction of an employee’s manager
and on the approval of the coo that constitutes overtime in accordance with
clause 28.
(k) time in lieu (til): is a form of recompense for overtime duty as an alternative
to overtime payment, subject to the provisions of clause 28.
work outside bandwidth
25.3
where an employee requests to work their ordinary hours outside the bandwidth e.g.
on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered |
| acsqhc_enterprise_agreement_2019-2022.txt | 1006 | overtime | where this does occur, the overtime and time in lieu provisions at clause 28
and/or meal allowance provisions at clause 23 may apply.
(g) settlement period: means a four-week period commencing on payday
thursdays.
(h) flextime: means flexible hours for aps 1–6 employees in accordance with the
formal flextime scheme set out in clause 26.
(i)
executive level (el) time off: means variations in attendance times and short
term absences, including full days, in accordance with clause 27.
(j)
overtime: means work performed at the direction of an employee’s manager
and on the approval of the coo that constitutes overtime in accordance with
clause 28.
(k) time in lieu (til): is a form of recompense for overtime duty as an alternative
to overtime payment, subject to the provisions of clause 28.
work outside bandwidth
25.3
where an employee requests to work their ordinary hours outside the bandwidth e.g.
on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
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recording attendance
25.4
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1010 | flextime | (h) flextime: means flexible hours for aps 1–6 employees in accordance with the
formal flextime scheme set out in clause 26.
(i)
executive level (el) time off: means variations in attendance times and short
term absences, including full days, in accordance with clause 27.
(j)
overtime: means work performed at the direction of an employee’s manager
and on the approval of the coo that constitutes overtime in accordance with
clause 28.
(k) time in lieu (til): is a form of recompense for overtime duty as an alternative
to overtime payment, subject to the provisions of clause 28.
work outside bandwidth
25.3
where an employee requests to work their ordinary hours outside the bandwidth e.g.
on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
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recording attendance
25.4
all employees are required to record their working hours.
26.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1011 | flextime | formal flextime scheme set out in clause 26.
(i)
executive level (el) time off: means variations in attendance times and short
term absences, including full days, in accordance with clause 27.
(j)
overtime: means work performed at the direction of an employee’s manager
and on the approval of the coo that constitutes overtime in accordance with
clause 28.
(k) time in lieu (til): is a form of recompense for overtime duty as an alternative
to overtime payment, subject to the provisions of clause 28.
work outside bandwidth
25.3
where an employee requests to work their ordinary hours outside the bandwidth e.g.
on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
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recording attendance
25.4
all employees are required to record their working hours.
26.
flextime scheme |
| acsqhc_enterprise_agreement_2019-2022.txt | 1016 | overtime | overtime: means work performed at the direction of an employee’s manager
and on the approval of the coo that constitutes overtime in accordance with
clause 28.
(k) time in lieu (til): is a form of recompense for overtime duty as an alternative
to overtime payment, subject to the provisions of clause 28.
work outside bandwidth
25.3
where an employee requests to work their ordinary hours outside the bandwidth e.g.
on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
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recording attendance
25.4
all employees are required to record their working hours.
26.
flextime scheme
26.1
aps 1–6 employees, including part-time employees, are eligible to accumulate flextime
for duty performed in excess of their ordinary hours of work (over the settlement |
| acsqhc_enterprise_agreement_2019-2022.txt | 1017 | overtime | and on the approval of the coo that constitutes overtime in accordance with
clause 28.
(k) time in lieu (til): is a form of recompense for overtime duty as an alternative
to overtime payment, subject to the provisions of clause 28.
work outside bandwidth
25.3
where an employee requests to work their ordinary hours outside the bandwidth e.g.
on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
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recording attendance
25.4
all employees are required to record their working hours.
26.
flextime scheme
26.1
aps 1–6 employees, including part-time employees, are eligible to accumulate flextime
for duty performed in excess of their ordinary hours of work (over the settlement
period), but which does not attract overtime. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1019 | overtime | (k) time in lieu (til): is a form of recompense for overtime duty as an alternative
to overtime payment, subject to the provisions of clause 28.
work outside bandwidth
25.3
where an employee requests to work their ordinary hours outside the bandwidth e.g.
on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
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recording attendance
25.4
all employees are required to record their working hours.
26.
flextime scheme
26.1
aps 1–6 employees, including part-time employees, are eligible to accumulate flextime
for duty performed in excess of their ordinary hours of work (over the settlement
period), but which does not attract overtime.
26.2 |
| acsqhc_enterprise_agreement_2019-2022.txt | 1020 | overtime | to overtime payment, subject to the provisions of clause 28.
work outside bandwidth
25.3
where an employee requests to work their ordinary hours outside the bandwidth e.g.
on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
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recording attendance
25.4
all employees are required to record their working hours.
26.
flextime scheme
26.1
aps 1–6 employees, including part-time employees, are eligible to accumulate flextime
for duty performed in excess of their ordinary hours of work (over the settlement
period), but which does not attract overtime.
26.2
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1022 | bandwidth | work outside bandwidth
25.3
where an employee requests to work their ordinary hours outside the bandwidth e.g.
on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
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recording attendance
25.4
all employees are required to record their working hours.
26.
flextime scheme
26.1
aps 1–6 employees, including part-time employees, are eligible to accumulate flextime
for duty performed in excess of their ordinary hours of work (over the settlement
period), but which does not attract overtime.
26.2
an employee may choose to vary their pattern of attendance from time to time in order
to meet personal needs and subject to operational requirements. as part of this |
| acsqhc_enterprise_agreement_2019-2022.txt | 1025 | bandwidth | where an employee requests to work their ordinary hours outside the bandwidth e.g.
on saturday or sunday, the employee may do so, subject to operational requirements,
with the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
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recording attendance
25.4
all employees are required to record their working hours.
26.
flextime scheme
26.1
aps 1–6 employees, including part-time employees, are eligible to accumulate flextime
for duty performed in excess of their ordinary hours of work (over the settlement
period), but which does not attract overtime.
26.2
an employee may choose to vary their pattern of attendance from time to time in order
to meet personal needs and subject to operational requirements. as part of this
process, employees may take flextime as a part or whole day absence, subject to
approval by their manager.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1028 | overtime | ordinary hours and will not attract overtime.
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recording attendance
25.4
all employees are required to record their working hours.
26.
flextime scheme
26.1
aps 1–6 employees, including part-time employees, are eligible to accumulate flextime
for duty performed in excess of their ordinary hours of work (over the settlement
period), but which does not attract overtime.
26.2
an employee may choose to vary their pattern of attendance from time to time in order
to meet personal needs and subject to operational requirements. as part of this
process, employees may take flextime as a part or whole day absence, subject to
approval by their manager.
insufficient work and flextime
26.3
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1040 | flextime | flextime scheme
26.1
aps 1–6 employees, including part-time employees, are eligible to accumulate flextime
for duty performed in excess of their ordinary hours of work (over the settlement
period), but which does not attract overtime.
26.2
an employee may choose to vary their pattern of attendance from time to time in order
to meet personal needs and subject to operational requirements. as part of this
process, employees may take flextime as a part or whole day absence, subject to
approval by their manager.
insufficient work and flextime
26.3
a manager may require an employee not to work hours in addition to ordinary hours
and to not accumulate flextime where there is insufficient work.
excess flex credits
26.4
at the end of a settlement period, where the employee’s flex credit exceeds 20 hours
credit, the employee in consultation with their manager will discuss and mutually agree
a plan to reduce flex credits.
cash out of credits exceeding one week
26.5 |
| acsqhc_enterprise_agreement_2019-2022.txt | 1044 | flextime | aps 1–6 employees, including part-time employees, are eligible to accumulate flextime
for duty performed in excess of their ordinary hours of work (over the settlement
period), but which does not attract overtime.
26.2
an employee may choose to vary their pattern of attendance from time to time in order
to meet personal needs and subject to operational requirements. as part of this
process, employees may take flextime as a part or whole day absence, subject to
approval by their manager.
insufficient work and flextime
26.3
a manager may require an employee not to work hours in addition to ordinary hours
and to not accumulate flextime where there is insufficient work.
excess flex credits
26.4
at the end of a settlement period, where the employee’s flex credit exceeds 20 hours
credit, the employee in consultation with their manager will discuss and mutually agree
a plan to reduce flex credits.
cash out of credits exceeding one week
26.5
at the end of a settlement period, flex credits exceeding one week (37.5 hours or the
part-time equivalent) may be cashed out at ordinary time rates where, due to
organisational requirements, the employee’s manager determines that the employee |
| acsqhc_enterprise_agreement_2019-2022.txt | 1046 | overtime | period), but which does not attract overtime.
26.2
an employee may choose to vary their pattern of attendance from time to time in order
to meet personal needs and subject to operational requirements. as part of this
process, employees may take flextime as a part or whole day absence, subject to
approval by their manager.
insufficient work and flextime
26.3
a manager may require an employee not to work hours in addition to ordinary hours
and to not accumulate flextime where there is insufficient work.
excess flex credits
26.4
at the end of a settlement period, where the employee’s flex credit exceeds 20 hours
credit, the employee in consultation with their manager will discuss and mutually agree
a plan to reduce flex credits.
cash out of credits exceeding one week
26.5
at the end of a settlement period, flex credits exceeding one week (37.5 hours or the
part-time equivalent) may be cashed out at ordinary time rates where, due to
organisational requirements, the employee’s manager determines that the employee
will be unable to use those credits in the settlement period.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1052 | flextime | process, employees may take flextime as a part or whole day absence, subject to
approval by their manager.
insufficient work and flextime
26.3
a manager may require an employee not to work hours in addition to ordinary hours
and to not accumulate flextime where there is insufficient work.
excess flex credits
26.4
at the end of a settlement period, where the employee’s flex credit exceeds 20 hours
credit, the employee in consultation with their manager will discuss and mutually agree
a plan to reduce flex credits.
cash out of credits exceeding one week
26.5
at the end of a settlement period, flex credits exceeding one week (37.5 hours or the
part-time equivalent) may be cashed out at ordinary time rates where, due to
organisational requirements, the employee’s manager determines that the employee
will be unable to use those credits in the settlement period.
flex debit balance
26.6
employees may carry over a maximum of 10 hours flex debit accumulated in any
settlement period into the next settlement period.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1055 | flextime | insufficient work and flextime
26.3
a manager may require an employee not to work hours in addition to ordinary hours
and to not accumulate flextime where there is insufficient work.
excess flex credits
26.4
at the end of a settlement period, where the employee’s flex credit exceeds 20 hours
credit, the employee in consultation with their manager will discuss and mutually agree
a plan to reduce flex credits.
cash out of credits exceeding one week
26.5
at the end of a settlement period, flex credits exceeding one week (37.5 hours or the
part-time equivalent) may be cashed out at ordinary time rates where, due to
organisational requirements, the employee’s manager determines that the employee
will be unable to use those credits in the settlement period.
flex debit balance
26.6
employees may carry over a maximum of 10 hours flex debit accumulated in any
settlement period into the next settlement period.
26.7
in circumstances where the maximum debit is exceeded at the end of a settlement |
| acsqhc_enterprise_agreement_2019-2022.txt | 1059 | flextime | and to not accumulate flextime where there is insufficient work.
excess flex credits
26.4
at the end of a settlement period, where the employee’s flex credit exceeds 20 hours
credit, the employee in consultation with their manager will discuss and mutually agree
a plan to reduce flex credits.
cash out of credits exceeding one week
26.5
at the end of a settlement period, flex credits exceeding one week (37.5 hours or the
part-time equivalent) may be cashed out at ordinary time rates where, due to
organisational requirements, the employee’s manager determines that the employee
will be unable to use those credits in the settlement period.
flex debit balance
26.6
employees may carry over a maximum of 10 hours flex debit accumulated in any
settlement period into the next settlement period.
26.7
in circumstances where the maximum debit is exceeded at the end of a settlement
period, the employee will reduce the debit to 10 hours or less over the next settlement
period.
deduction of flex debit from salary |
| acsqhc_enterprise_agreement_2019-2022.txt | 1102 | flextime | 26.10 where an employee has failed to comply with the provisions of flextime, their manager
may remove the employee from flextime for a specified period and the employee will
revert to working the standard day. access to flexible working arrangements including
flextime will be restored where the manager is satisfied that the employee will maintain
satisfactory attendance patterns.
australian commission on safety and quality in health care – enterprise agreement 2019–2022
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27.
executive level time off
27.1
el employees do not have access to flextime. el remuneration recognises that el
employees may have to work reasonable additional hours.
27.2
where operational needs require an el employee to work additional hours in excess of
their ordinary hours for a sustained period, the employee and their manager may agree
on arrangements for time off to recognise the additional effort.
27.3
el time off should be taken as soon as practical, subject to operational requirements.
27.4
el time off will not be on an hour for hour basis. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1103 | flextime | may remove the employee from flextime for a specified period and the employee will
revert to working the standard day. access to flexible working arrangements including
flextime will be restored where the manager is satisfied that the employee will maintain
satisfactory attendance patterns.
australian commission on safety and quality in health care – enterprise agreement 2019–2022
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27.
executive level time off
27.1
el employees do not have access to flextime. el remuneration recognises that el
employees may have to work reasonable additional hours.
27.2
where operational needs require an el employee to work additional hours in excess of
their ordinary hours for a sustained period, the employee and their manager may agree
on arrangements for time off to recognise the additional effort.
27.3
el time off should be taken as soon as practical, subject to operational requirements.
27.4
el time off will not be on an hour for hour basis.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1105 | flextime | flextime will be restored where the manager is satisfied that the employee will maintain
satisfactory attendance patterns.
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27.
executive level time off
27.1
el employees do not have access to flextime. el remuneration recognises that el
employees may have to work reasonable additional hours.
27.2
where operational needs require an el employee to work additional hours in excess of
their ordinary hours for a sustained period, the employee and their manager may agree
on arrangements for time off to recognise the additional effort.
27.3
el time off should be taken as soon as practical, subject to operational requirements.
27.4
el time off will not be on an hour for hour basis.
27.5
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1116 | flextime | el employees do not have access to flextime. el remuneration recognises that el
employees may have to work reasonable additional hours.
27.2
where operational needs require an el employee to work additional hours in excess of
their ordinary hours for a sustained period, the employee and their manager may agree
on arrangements for time off to recognise the additional effort.
27.3
el time off should be taken as soon as practical, subject to operational requirements.
27.4
el time off will not be on an hour for hour basis.
27.5
el employees are not eligible for overtime payments except in exceptional
circumstances.
time off for official travel for el employees
27.6
el employees may receive el time off where it is agreed in advance, for the period
where the time spent travelling on official domestic travel exceeds the standard day,
excluding the usual time taken for the employee to travel to and from their regular place
of work.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1135 | overtime | el employees are not eligible for overtime payments except in exceptional
circumstances.
time off for official travel for el employees
27.6
el employees may receive el time off where it is agreed in advance, for the period
where the time spent travelling on official domestic travel exceeds the standard day,
excluding the usual time taken for the employee to travel to and from their regular place
of work.
28.
overtime
aps 1–6
28.1
aps 1–6 employees are eligible for an overtime payment where they are required by
their manager on the approval of the coo to:
(a) perform work outside the bandwidth (inclusive of weekends and public
holidays); or
(b) work in excess of 10 hours on any one day (monday to friday inclusive);
whichever occurs first.
part-time employees
28.2
part-time aps 1–6 employees are eligible for overtime for work performed at the
direction of the employee’s manager on approval of the coo which is: |
| acsqhc_enterprise_agreement_2019-2022.txt | 1138 | travel | time off for official travel for el employees
27.6
el employees may receive el time off where it is agreed in advance, for the period
where the time spent travelling on official domestic travel exceeds the standard day,
excluding the usual time taken for the employee to travel to and from their regular place
of work.
28.
overtime
aps 1–6
28.1
aps 1–6 employees are eligible for an overtime payment where they are required by
their manager on the approval of the coo to:
(a) perform work outside the bandwidth (inclusive of weekends and public
holidays); or
(b) work in excess of 10 hours on any one day (monday to friday inclusive);
whichever occurs first.
part-time employees
28.2
part-time aps 1–6 employees are eligible for overtime for work performed at the
direction of the employee’s manager on approval of the coo which is:
(a) not continuous with the employee’s agreed or specified hours of work; and/or
(b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1142 | travel | where the time spent travelling on official domestic travel exceeds the standard day,
excluding the usual time taken for the employee to travel to and from their regular place
of work.
28.
overtime
aps 1–6
28.1
aps 1–6 employees are eligible for an overtime payment where they are required by
their manager on the approval of the coo to:
(a) perform work outside the bandwidth (inclusive of weekends and public
holidays); or
(b) work in excess of 10 hours on any one day (monday to friday inclusive);
whichever occurs first.
part-time employees
28.2
part-time aps 1–6 employees are eligible for overtime for work performed at the
direction of the employee’s manager on approval of the coo which is:
(a) not continuous with the employee’s agreed or specified hours of work; and/or
(b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
time in lieu
28.3
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1143 | travel | excluding the usual time taken for the employee to travel to and from their regular place
of work.
28.
overtime
aps 1–6
28.1
aps 1–6 employees are eligible for an overtime payment where they are required by
their manager on the approval of the coo to:
(a) perform work outside the bandwidth (inclusive of weekends and public
holidays); or
(b) work in excess of 10 hours on any one day (monday to friday inclusive);
whichever occurs first.
part-time employees
28.2
part-time aps 1–6 employees are eligible for overtime for work performed at the
direction of the employee’s manager on approval of the coo which is:
(a) not continuous with the employee’s agreed or specified hours of work; and/or
(b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
time in lieu
28.3
if an employee chooses, the employee’s manager may allow the employee to take time |
| acsqhc_enterprise_agreement_2019-2022.txt | 1148 | overtime | overtime
aps 1–6
28.1
aps 1–6 employees are eligible for an overtime payment where they are required by
their manager on the approval of the coo to:
(a) perform work outside the bandwidth (inclusive of weekends and public
holidays); or
(b) work in excess of 10 hours on any one day (monday to friday inclusive);
whichever occurs first.
part-time employees
28.2
part-time aps 1–6 employees are eligible for overtime for work performed at the
direction of the employee’s manager on approval of the coo which is:
(a) not continuous with the employee’s agreed or specified hours of work; and/or
(b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
time in lieu
28.3
if an employee chooses, the employee’s manager may allow the employee to take time
in lieu (til) as a form of recompense for overtime duty as an alternative to overtime
payment, subject to the provisions of this clause.
calculation
28.4 |
| acsqhc_enterprise_agreement_2019-2022.txt | 1153 | overtime | aps 1–6 employees are eligible for an overtime payment where they are required by
their manager on the approval of the coo to:
(a) perform work outside the bandwidth (inclusive of weekends and public
holidays); or
(b) work in excess of 10 hours on any one day (monday to friday inclusive);
whichever occurs first.
part-time employees
28.2
part-time aps 1–6 employees are eligible for overtime for work performed at the
direction of the employee’s manager on approval of the coo which is:
(a) not continuous with the employee’s agreed or specified hours of work; and/or
(b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
time in lieu
28.3
if an employee chooses, the employee’s manager may allow the employee to take time
in lieu (til) as a form of recompense for overtime duty as an alternative to overtime
payment, subject to the provisions of this clause.
calculation
28.4
where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
(a) monday to saturday: time and one half;
(b) sunday: double time. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1155 | bandwidth | (a) perform work outside the bandwidth (inclusive of weekends and public
holidays); or
(b) work in excess of 10 hours on any one day (monday to friday inclusive);
whichever occurs first.
part-time employees
28.2
part-time aps 1–6 employees are eligible for overtime for work performed at the
direction of the employee’s manager on approval of the coo which is:
(a) not continuous with the employee’s agreed or specified hours of work; and/or
(b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
time in lieu
28.3
if an employee chooses, the employee’s manager may allow the employee to take time
in lieu (til) as a form of recompense for overtime duty as an alternative to overtime
payment, subject to the provisions of this clause.
calculation
28.4
where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
(a) monday to saturday: time and one half;
(b) sunday: double time.
hourly divisor |
| acsqhc_enterprise_agreement_2019-2022.txt | 1163 | overtime | part-time aps 1–6 employees are eligible for overtime for work performed at the
direction of the employee’s manager on approval of the coo which is:
(a) not continuous with the employee’s agreed or specified hours of work; and/or
(b) beyond the total ordinary hours of work over the settlement period specified in
the employee’s part-time work agreement.
time in lieu
28.3
if an employee chooses, the employee’s manager may allow the employee to take time
in lieu (til) as a form of recompense for overtime duty as an alternative to overtime
payment, subject to the provisions of this clause.
calculation
28.4
where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
(a) monday to saturday: time and one half;
(b) sunday: double time.
hourly divisor
28.5
calculations for an employee’s overtime entitlement will use a divisor of 37.5 hours to
determine the employee’s hourly rate.
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public holidays |
| acsqhc_enterprise_agreement_2019-2022.txt | 1173 | overtime | in lieu (til) as a form of recompense for overtime duty as an alternative to overtime
payment, subject to the provisions of this clause.
calculation
28.4
where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
(a) monday to saturday: time and one half;
(b) sunday: double time.
hourly divisor
28.5
calculations for an employee’s overtime entitlement will use a divisor of 37.5 hours to
determine the employee’s hourly rate.
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public holidays
28.6
an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for full
time employees) or the agreed pattern of hours (for part-time employees). for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime
will be paid at single-time as employees are already being paid for the public holiday.
28.7
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1179 | overtime | where overtime is worked, the rate of payment (or til, if the employee elects) is
calculated at the following rates:
(a) monday to saturday: time and one half;
(b) sunday: double time.
hourly divisor
28.5
calculations for an employee’s overtime entitlement will use a divisor of 37.5 hours to
determine the employee’s hourly rate.
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public holidays
28.6
an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for full
time employees) or the agreed pattern of hours (for part-time employees). for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime
will be paid at single-time as employees are already being paid for the public holiday.
28.7
employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time and a half.
non-continuous overtime and multiple occurrences of overtime
28.8
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1187 | overtime | calculations for an employee’s overtime entitlement will use a divisor of 37.5 hours to
determine the employee’s hourly rate.
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public holidays
28.6
an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for full
time employees) or the agreed pattern of hours (for part-time employees). for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime
will be paid at single-time as employees are already being paid for the public holiday.
28.7
employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time and a half.
non-continuous overtime and multiple occurrences of overtime
28.8
where there is a break, other than a meal break, between the periods of ordinary duty
and overtime performed, the minimum overtime payment is four hours at the relevant
rate. where the period of overtime performed is greater than four hours, payment will
be made for the total overtime performed at the relevant rate.
28.9
where multiple overtime occurrences are required, the minimum overtime payment |
| acsqhc_enterprise_agreement_2019-2022.txt | 1195 | overtime | an employee who is directed to work overtime on a public holiday which falls on a
weekday, will be paid overtime at double-time for duty outside of a standard day (for full
time employees) or the agreed pattern of hours (for part-time employees). for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime
will be paid at single-time as employees are already being paid for the public holiday.
28.7
employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time and a half.
non-continuous overtime and multiple occurrences of overtime
28.8
where there is a break, other than a meal break, between the periods of ordinary duty
and overtime performed, the minimum overtime payment is four hours at the relevant
rate. where the period of overtime performed is greater than four hours, payment will
be made for the total overtime performed at the relevant rate.
28.9
where multiple overtime occurrences are required, the minimum overtime payment
provision in clause 28.8 will not operate to increase an employee’s overtime payment
beyond that which they would have received had they remained on duty from the
commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays |
| acsqhc_enterprise_agreement_2019-2022.txt | 1196 | overtime | weekday, will be paid overtime at double-time for duty outside of a standard day (for full
time employees) or the agreed pattern of hours (for part-time employees). for duty
within a standard day (or agreed pattern of hours for part-time employees), overtime
will be paid at single-time as employees are already being paid for the public holiday.
28.7
employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time and a half.
non-continuous overtime and multiple occurrences of overtime
28.8
where there is a break, other than a meal break, between the periods of ordinary duty
and overtime performed, the minimum overtime payment is four hours at the relevant
rate. where the period of overtime performed is greater than four hours, payment will
be made for the total overtime performed at the relevant rate.
28.9
where multiple overtime occurrences are required, the minimum overtime payment
provision in clause 28.8 will not operate to increase an employee’s overtime payment
beyond that which they would have received had they remained on duty from the
commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1198 | overtime | within a standard day (or agreed pattern of hours for part-time employees), overtime
will be paid at single-time as employees are already being paid for the public holiday.
28.7
employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time and a half.
non-continuous overtime and multiple occurrences of overtime
28.8
where there is a break, other than a meal break, between the periods of ordinary duty
and overtime performed, the minimum overtime payment is four hours at the relevant
rate. where the period of overtime performed is greater than four hours, payment will
be made for the total overtime performed at the relevant rate.
28.9
where multiple overtime occurrences are required, the minimum overtime payment
provision in clause 28.8 will not operate to increase an employee’s overtime payment
beyond that which they would have received had they remained on duty from the
commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays
29.1
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1203 | overtime | employees required to perform overtime during the annual closedown will be
recompensed with overtime calculated at time and a half.
non-continuous overtime and multiple occurrences of overtime
28.8
where there is a break, other than a meal break, between the periods of ordinary duty
and overtime performed, the minimum overtime payment is four hours at the relevant
rate. where the period of overtime performed is greater than four hours, payment will
be made for the total overtime performed at the relevant rate.
28.9
where multiple overtime occurrences are required, the minimum overtime payment
provision in clause 28.8 will not operate to increase an employee’s overtime payment
beyond that which they would have received had they remained on duty from the
commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays
29.1
employees are entitled to the following public holidays:
(a) new year's day (1 january)
(b) australia day (26 january)
(c) good friday
(d) easter monday |
| acsqhc_enterprise_agreement_2019-2022.txt | 1204 | overtime | recompensed with overtime calculated at time and a half.
non-continuous overtime and multiple occurrences of overtime
28.8
where there is a break, other than a meal break, between the periods of ordinary duty
and overtime performed, the minimum overtime payment is four hours at the relevant
rate. where the period of overtime performed is greater than four hours, payment will
be made for the total overtime performed at the relevant rate.
28.9
where multiple overtime occurrences are required, the minimum overtime payment
provision in clause 28.8 will not operate to increase an employee’s overtime payment
beyond that which they would have received had they remained on duty from the
commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays
29.1
employees are entitled to the following public holidays:
(a) new year's day (1 january)
(b) australia day (26 january)
(c) good friday
(d) easter monday
(e) anzac day (25 april) |
| acsqhc_enterprise_agreement_2019-2022.txt | 1206 | overtime | non-continuous overtime and multiple occurrences of overtime
28.8
where there is a break, other than a meal break, between the periods of ordinary duty
and overtime performed, the minimum overtime payment is four hours at the relevant
rate. where the period of overtime performed is greater than four hours, payment will
be made for the total overtime performed at the relevant rate.
28.9
where multiple overtime occurrences are required, the minimum overtime payment
provision in clause 28.8 will not operate to increase an employee’s overtime payment
beyond that which they would have received had they remained on duty from the
commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays
29.1
employees are entitled to the following public holidays:
(a) new year's day (1 january)
(b) australia day (26 january)
(c) good friday
(d) easter monday
(e) anzac day (25 april)
(f)
the queen's birthday holiday (on the day on which it is celebrated in a state or |
| acsqhc_enterprise_agreement_2019-2022.txt | 1210 | overtime | and overtime performed, the minimum overtime payment is four hours at the relevant
rate. where the period of overtime performed is greater than four hours, payment will
be made for the total overtime performed at the relevant rate.
28.9
where multiple overtime occurrences are required, the minimum overtime payment
provision in clause 28.8 will not operate to increase an employee’s overtime payment
beyond that which they would have received had they remained on duty from the
commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays
29.1
employees are entitled to the following public holidays:
(a) new year's day (1 january)
(b) australia day (26 january)
(c) good friday
(d) easter monday
(e) anzac day (25 april)
(f)
the queen's birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
(g) christmas day (25 december)
(h) boxing day (26 december)
(i) |
| acsqhc_enterprise_agreement_2019-2022.txt | 1211 | overtime | rate. where the period of overtime performed is greater than four hours, payment will
be made for the total overtime performed at the relevant rate.
28.9
where multiple overtime occurrences are required, the minimum overtime payment
provision in clause 28.8 will not operate to increase an employee’s overtime payment
beyond that which they would have received had they remained on duty from the
commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays
29.1
employees are entitled to the following public holidays:
(a) new year's day (1 january)
(b) australia day (26 january)
(c) good friday
(d) easter monday
(e) anzac day (25 april)
(f)
the queen's birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
(g) christmas day (25 december)
(h) boxing day (26 december)
(i)
any other day, or part-day, declared or prescribed by or under a law of a state |
| acsqhc_enterprise_agreement_2019-2022.txt | 1212 | overtime | be made for the total overtime performed at the relevant rate.
28.9
where multiple overtime occurrences are required, the minimum overtime payment
provision in clause 28.8 will not operate to increase an employee’s overtime payment
beyond that which they would have received had they remained on duty from the
commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays
29.1
employees are entitled to the following public holidays:
(a) new year's day (1 january)
(b) australia day (26 january)
(c) good friday
(d) easter monday
(e) anzac day (25 april)
(f)
the queen's birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
(g) christmas day (25 december)
(h) boxing day (26 december)
(i)
any other day, or part-day, declared or prescribed by or under a law of a state
or territory to be observed generally within the state or territory, or a region of |
| acsqhc_enterprise_agreement_2019-2022.txt | 1216 | overtime | where multiple overtime occurrences are required, the minimum overtime payment
provision in clause 28.8 will not operate to increase an employee’s overtime payment
beyond that which they would have received had they remained on duty from the
commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays
29.1
employees are entitled to the following public holidays:
(a) new year's day (1 january)
(b) australia day (26 january)
(c) good friday
(d) easter monday
(e) anzac day (25 april)
(f)
the queen's birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
(g) christmas day (25 december)
(h) boxing day (26 december)
(i)
any other day, or part-day, declared or prescribed by or under a law of a state
or territory to be observed generally within the state or territory, or a region of
the state or territory, as a public holiday, other than a day or part-day, or a kind
of day or part-day, that is excluded by the fair work regulations 2009 from
counting as a public holiday.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1217 | overtime | provision in clause 28.8 will not operate to increase an employee’s overtime payment
beyond that which they would have received had they remained on duty from the
commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays
29.1
employees are entitled to the following public holidays:
(a) new year's day (1 january)
(b) australia day (26 january)
(c) good friday
(d) easter monday
(e) anzac day (25 april)
(f)
the queen's birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
(g) christmas day (25 december)
(h) boxing day (26 december)
(i)
any other day, or part-day, declared or prescribed by or under a law of a state
or territory to be observed generally within the state or territory, or a region of
the state or territory, as a public holiday, other than a day or part-day, or a kind
of day or part-day, that is excluded by the fair work regulations 2009 from
counting as a public holiday.
29.2 |
| acsqhc_enterprise_agreement_2019-2022.txt | 1219 | overtime | commencing time of duty on the first overtime occurrence, to the ceasing time of the
final overtime occurrence.
29.
public holidays
29.1
employees are entitled to the following public holidays:
(a) new year's day (1 january)
(b) australia day (26 january)
(c) good friday
(d) easter monday
(e) anzac day (25 april)
(f)
the queen's birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
(g) christmas day (25 december)
(h) boxing day (26 december)
(i)
any other day, or part-day, declared or prescribed by or under a law of a state
or territory to be observed generally within the state or territory, or a region of
the state or territory, as a public holiday, other than a day or part-day, or a kind
of day or part-day, that is excluded by the fair work regulations 2009 from
counting as a public holiday.
29.2
if under a state or territory law, a day or part-day is substituted for one of the public |
| acsqhc_enterprise_agreement_2019-2022.txt | 1220 | overtime | final overtime occurrence.
29.
public holidays
29.1
employees are entitled to the following public holidays:
(a) new year's day (1 january)
(b) australia day (26 january)
(c) good friday
(d) easter monday
(e) anzac day (25 april)
(f)
the queen's birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
(g) christmas day (25 december)
(h) boxing day (26 december)
(i)
any other day, or part-day, declared or prescribed by or under a law of a state
or territory to be observed generally within the state or territory, or a region of
the state or territory, as a public holiday, other than a day or part-day, or a kind
of day or part-day, that is excluded by the fair work regulations 2009 from
counting as a public holiday.
29.2
if under a state or territory law, a day or part-day is substituted for one of the public
holidays listed in clause 29.1, then the substituted day or part-day is the public holiday. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1268 | long service leave | entitlement for that form of leave (e.g. if on long service leave on half pay, payment is
australian commission on safety and quality in health care – enterprise agreement 2019–2022
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on half pay).
30.
annual closedown
30.1
acsqhc will be closed for normal business and employees will not be required to
perform normal duty on the working days between christmas day and new year’s day.
employees will be paid for closedown as if the days were public holidays.
30.2
where an employee is absent on leave, payment for the christmas closedown
provision will be in accordance with the entitlement for that form of leave, (e.g. if on
long service leave half pay, payment is at half pay).
30.3
there will be no deduction from annual or personal/carer’s leave credits for the annual
closedown days.
early stand down
30.4
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1288 | long service leave | long service leave half pay, payment is at half pay).
30.3
there will be no deduction from annual or personal/carer’s leave credits for the annual
closedown days.
early stand down
30.4
the acsqhc will be closed for normal business and employees will not be required to
perform normal duty from 3.00 pm on the working day prior to christmas and from 3.00
pm on the working day prior to good friday. eligible employees will be paid for early
stand down. payment eligibility will be treated in the same manner as a normal working
day.
part-time employees
30.5
part-time employees normally not working on the days of the week on which annual
closedown occur will not be entitled to alternative time off duty.
31.
flexible work arrangements
31.1
employees have the right to request flexible working arrangements in accordance with
the nes. examples of flexible working arrangements include part-time work and |
| acsqhc_enterprise_agreement_2019-2022.txt | 1312 | flexible work arrangements | flexible work arrangements
31.1
employees have the right to request flexible working arrangements in accordance with
the nes. examples of flexible working arrangements include part-time work and
working from home.
31.2
unless otherwise determined by the ceo, an approved flexible work arrangement will
be subject to an annual review.
32.
part-time work
hours of work
32.1
a part-time employee is one who has a part-time agreement with their manager and
who:
(a) regularly works less than full-time ordinary hours; and
(b) has reasonably predictable hours of work.
32.2
remuneration and conditions (except long service leave which is provided and
administered in accordance with the long service leave (commonwealth employees)
act 1976 (lsl act)) for part-time employees will be calculated on a pro-rata basis |
| acsqhc_enterprise_agreement_2019-2022.txt | 1339 | long service leave | remuneration and conditions (except long service leave which is provided and
administered in accordance with the long service leave (commonwealth employees)
act 1976 (lsl act)) for part-time employees will be calculated on a pro-rata basis
based on the proportion of hours worked in comparison to full time hours. expense
related allowances are not calculated on a pro-rata basis and will be paid at the same
amount as a full-time employee.
32.3
a part-time agreement must not include daily hours of work greater than eight hours.
variation in hours
32.4
a part-time employee may not vary their part-time agreement hours without agreement
from their manager.
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32.5
details of the operation of the flextime provisions for part-time employees are provided
at clause 26.
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part f – leave
33.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1340 | long service leave | administered in accordance with the long service leave (commonwealth employees)
act 1976 (lsl act)) for part-time employees will be calculated on a pro-rata basis
based on the proportion of hours worked in comparison to full time hours. expense
related allowances are not calculated on a pro-rata basis and will be paid at the same
amount as a full-time employee.
32.3
a part-time agreement must not include daily hours of work greater than eight hours.
variation in hours
32.4
a part-time employee may not vary their part-time agreement hours without agreement
from their manager.
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32.5
details of the operation of the flextime provisions for part-time employees are provided
at clause 26.
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part f – leave
33.
general conditions |
| acsqhc_enterprise_agreement_2019-2022.txt | 1360 | flextime | details of the operation of the flextime provisions for part-time employees are provided
at clause 26.
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part f – leave
33.
general conditions
33.1
all accrued leave entitlements will be expressed and deducted in hours and minutes.
donating blood
33.2
acsqhc recognises the importance of, and supports, employees in donating blood.
employees donating blood during working hours are not required to complete a leave
application or to utilise flextime.
recall to duty
33.3
acsqhc will not unreasonably cancel approved leave or unreasonably recall
employees to duty while on leave. if an employee is recalled, the ceo will approve
reimbursement toward travel expenses, incidental expenses or family care costs not
otherwise recoverable under insurance or from another source, provided that the
employee took reasonable precautions to avoid such expenses. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1360 | flextime provisions | details of the operation of the flextime provisions for part-time employees are provided
at clause 26.
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part f – leave
33.
general conditions
33.1
all accrued leave entitlements will be expressed and deducted in hours and minutes.
donating blood
33.2
acsqhc recognises the importance of, and supports, employees in donating blood.
employees donating blood during working hours are not required to complete a leave
application or to utilise flextime.
recall to duty
33.3
acsqhc will not unreasonably cancel approved leave or unreasonably recall
employees to duty while on leave. if an employee is recalled, the ceo will approve
reimbursement toward travel expenses, incidental expenses or family care costs not
otherwise recoverable under insurance or from another source, provided that the
employee took reasonable precautions to avoid such expenses. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1375 | donating blood | donating blood
33.2
acsqhc recognises the importance of, and supports, employees in donating blood.
employees donating blood during working hours are not required to complete a leave
application or to utilise flextime.
recall to duty
33.3
acsqhc will not unreasonably cancel approved leave or unreasonably recall
employees to duty while on leave. if an employee is recalled, the ceo will approve
reimbursement toward travel expenses, incidental expenses or family care costs not
otherwise recoverable under insurance or from another source, provided that the
employee took reasonable precautions to avoid such expenses.
non-approval of leave
33.4
where a manager refuses a formal application for leave, the manager will advise the
employee of the reason(s) for the decision. the manager, the employee and, where the
employee requests, a support person may meet to consider alternative arrangements if
required.
34.
portability of leave
34.1
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1378 | donating blood | acsqhc recognises the importance of, and supports, employees in donating blood.
employees donating blood during working hours are not required to complete a leave
application or to utilise flextime.
recall to duty
33.3
acsqhc will not unreasonably cancel approved leave or unreasonably recall
employees to duty while on leave. if an employee is recalled, the ceo will approve
reimbursement toward travel expenses, incidental expenses or family care costs not
otherwise recoverable under insurance or from another source, provided that the
employee took reasonable precautions to avoid such expenses.
non-approval of leave
33.4
where a manager refuses a formal application for leave, the manager will advise the
employee of the reason(s) for the decision. the manager, the employee and, where the
employee requests, a support person may meet to consider alternative arrangements if
required.
34.
portability of leave
34.1
where an ongoing aps employee moves (including on promotion or for an agreed
period) from another agency, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be transferred, provided there is no |
| acsqhc_enterprise_agreement_2019-2022.txt | 1379 | donating blood | employees donating blood during working hours are not required to complete a leave
application or to utilise flextime.
recall to duty
33.3
acsqhc will not unreasonably cancel approved leave or unreasonably recall
employees to duty while on leave. if an employee is recalled, the ceo will approve
reimbursement toward travel expenses, incidental expenses or family care costs not
otherwise recoverable under insurance or from another source, provided that the
employee took reasonable precautions to avoid such expenses.
non-approval of leave
33.4
where a manager refuses a formal application for leave, the manager will advise the
employee of the reason(s) for the decision. the manager, the employee and, where the
employee requests, a support person may meet to consider alternative arrangements if
required.
34.
portability of leave
34.1
where an ongoing aps employee moves (including on promotion or for an agreed
period) from another agency, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be transferred, provided there is no
break in continuity of service. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1380 | flextime | application or to utilise flextime.
recall to duty
33.3
acsqhc will not unreasonably cancel approved leave or unreasonably recall
employees to duty while on leave. if an employee is recalled, the ceo will approve
reimbursement toward travel expenses, incidental expenses or family care costs not
otherwise recoverable under insurance or from another source, provided that the
employee took reasonable precautions to avoid such expenses.
non-approval of leave
33.4
where a manager refuses a formal application for leave, the manager will advise the
employee of the reason(s) for the decision. the manager, the employee and, where the
employee requests, a support person may meet to consider alternative arrangements if
required.
34.
portability of leave
34.1
where an ongoing aps employee moves (including on promotion or for an agreed
period) from another agency, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be transferred, provided there is no
break in continuity of service.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1387 | travel | reimbursement toward travel expenses, incidental expenses or family care costs not
otherwise recoverable under insurance or from another source, provided that the
employee took reasonable precautions to avoid such expenses.
non-approval of leave
33.4
where a manager refuses a formal application for leave, the manager will advise the
employee of the reason(s) for the decision. the manager, the employee and, where the
employee requests, a support person may meet to consider alternative arrangements if
required.
34.
portability of leave
34.1
where an ongoing aps employee moves (including on promotion or for an agreed
period) from another agency, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be transferred, provided there is no
break in continuity of service.
34.2
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment under the parliamentary service
act 1999 or the act government service, the employee’s unused accrued annual
leave and personal/carer’s leave (however described) will be recognised unless the
employee received payment in lieu of those entitlements on termination of employment. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1646 | parental leave | 36.19 an employee is unable to access personal/carer’s leave while on paid parental leave
under this agreement or the ml act.
payment on termination
36.20 unused personal/carer’s leave will not be paid out on termination of employment.
37.
miscellaneous leave
37.1
miscellaneous leave may be granted by the ceo, having regard to any exceptional
circumstances affecting an employee and the operational needs of acsqhc, including
for purposes that the ceo considers to be in the interests of acsqhc.
37.2
leave may be granted:
(a) for the period requested or for another period;
(b) with or without pay; and
(c) subject to conditions.
38.
leave for aboriginal and torres strait islander employees
38.1
to allow aboriginal and torres strait islander employees to meet cultural obligations
and participate in ceremonial activities, the following leave provisions are provided: |
| acsqhc_enterprise_agreement_2019-2022.txt | 1689 | flextime | under the agreement (e.g. flextime) will cease to be available until the employee
resumes duty or is granted leave. where flextime no longer applies, the employee will
revert to the standard day.
40.
war service sick leave
40.1
eligible employees will generally be granted war service sick leave while unfit for duty
because of a war-caused condition.
40.2
a war-caused condition means an injury or disease of an employee that has been
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determined under the relevant legislation to be war-caused or defence-caused.
40.3
eligible employees will accrue a credit of nine weeks on commencement in the aps
and an annual credit of three weeks for each year of aps service. unused credits will
accumulate to a maximum of nine weeks.
41.
compassionate leave
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1690 | flextime | resumes duty or is granted leave. where flextime no longer applies, the employee will
revert to the standard day.
40.
war service sick leave
40.1
eligible employees will generally be granted war service sick leave while unfit for duty
because of a war-caused condition.
40.2
a war-caused condition means an injury or disease of an employee that has been
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determined under the relevant legislation to be war-caused or defence-caused.
40.3
eligible employees will accrue a credit of nine weeks on commencement in the aps
and an annual credit of three weeks for each year of aps service. unused credits will
accumulate to a maximum of nine weeks.
41.
compassionate leave
41.1 |
| acsqhc_enterprise_agreement_2019-2022.txt | 1844 | long service leave | long service leave
46.1
an employee is eligible for long service leave in accordance with the lsl act.
46.2
the minimum period for which long service leave will be granted is seven calendar
days at full pay (or 14 days at half pay). long service leave cannot be broken with other
periods of leave, except as otherwise provided by legislation.
47.
maternity and parental leave
maternity leave
47.1
employees (other than casual employees) who are pregnant, or who have given birth,
are covered by the provisions of the maternity leave (commonwealth employees) act
1973 (ml act).
47.2
employees with an entitlement to paid leave under the ml act are provided with an
additional two weeks of paid leave, to be taken continuous with an entitlement to paid
maternity leave provided by the ml act.
47.3 |
| acsqhc_enterprise_agreement_2019-2022.txt | 1848 | long service leave | an employee is eligible for long service leave in accordance with the lsl act.
46.2
the minimum period for which long service leave will be granted is seven calendar
days at full pay (or 14 days at half pay). long service leave cannot be broken with other
periods of leave, except as otherwise provided by legislation.
47.
maternity and parental leave
maternity leave
47.1
employees (other than casual employees) who are pregnant, or who have given birth,
are covered by the provisions of the maternity leave (commonwealth employees) act
1973 (ml act).
47.2
employees with an entitlement to paid leave under the ml act are provided with an
additional two weeks of paid leave, to be taken continuous with an entitlement to paid
maternity leave provided by the ml act.
47.3
employees who adopt or permanently foster a child and who have, or will have,
responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if
an employee is the primary caregiver to that child, up to 14 weeks of the leave will be |
| acsqhc_enterprise_agreement_2019-2022.txt | 1852 | long service leave | the minimum period for which long service leave will be granted is seven calendar
days at full pay (or 14 days at half pay). long service leave cannot be broken with other
periods of leave, except as otherwise provided by legislation.
47.
maternity and parental leave
maternity leave
47.1
employees (other than casual employees) who are pregnant, or who have given birth,
are covered by the provisions of the maternity leave (commonwealth employees) act
1973 (ml act).
47.2
employees with an entitlement to paid leave under the ml act are provided with an
additional two weeks of paid leave, to be taken continuous with an entitlement to paid
maternity leave provided by the ml act.
47.3
employees who adopt or permanently foster a child and who have, or will have,
responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if
an employee is the primary caregiver to that child, up to 14 weeks of the leave will be
paid leave, commencing from the time of placement of the child, provided the employee
satisfies the same qualifying requirements as those required of a pregnant employee to
receive paid leave in accordance with the ml act.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1853 | long service leave | days at full pay (or 14 days at half pay). long service leave cannot be broken with other
periods of leave, except as otherwise provided by legislation.
47.
maternity and parental leave
maternity leave
47.1
employees (other than casual employees) who are pregnant, or who have given birth,
are covered by the provisions of the maternity leave (commonwealth employees) act
1973 (ml act).
47.2
employees with an entitlement to paid leave under the ml act are provided with an
additional two weeks of paid leave, to be taken continuous with an entitlement to paid
maternity leave provided by the ml act.
47.3
employees who adopt or permanently foster a child and who have, or will have,
responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if
an employee is the primary caregiver to that child, up to 14 weeks of the leave will be
paid leave, commencing from the time of placement of the child, provided the employee
satisfies the same qualifying requirements as those required of a pregnant employee to
receive paid leave in accordance with the ml act.
47.4 |
| acsqhc_enterprise_agreement_2019-2022.txt | 1858 | parental leave | maternity and parental leave
maternity leave
47.1
employees (other than casual employees) who are pregnant, or who have given birth,
are covered by the provisions of the maternity leave (commonwealth employees) act
1973 (ml act).
47.2
employees with an entitlement to paid leave under the ml act are provided with an
additional two weeks of paid leave, to be taken continuous with an entitlement to paid
maternity leave provided by the ml act.
47.3
employees who adopt or permanently foster a child and who have, or will have,
responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if
an employee is the primary caregiver to that child, up to 14 weeks of the leave will be
paid leave, commencing from the time of placement of the child, provided the employee
satisfies the same qualifying requirements as those required of a pregnant employee to
receive paid leave in accordance with the ml act.
47.4
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age;
(b) has not, or will not have, lived continuously with the employee for a period of six |
| acsqhc_enterprise_agreement_2019-2022.txt | 1860 | maternity leave | maternity leave
47.1
employees (other than casual employees) who are pregnant, or who have given birth,
are covered by the provisions of the maternity leave (commonwealth employees) act
1973 (ml act).
47.2
employees with an entitlement to paid leave under the ml act are provided with an
additional two weeks of paid leave, to be taken continuous with an entitlement to paid
maternity leave provided by the ml act.
47.3
employees who adopt or permanently foster a child and who have, or will have,
responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if
an employee is the primary caregiver to that child, up to 14 weeks of the leave will be
paid leave, commencing from the time of placement of the child, provided the employee
satisfies the same qualifying requirements as those required of a pregnant employee to
receive paid leave in accordance with the ml act.
47.4
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age;
(b) has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement; and
(c) is not (otherwise than because of the adoption) a child of the employee or the |
| acsqhc_enterprise_agreement_2019-2022.txt | 1864 | maternity leave | are covered by the provisions of the maternity leave (commonwealth employees) act
1973 (ml act).
47.2
employees with an entitlement to paid leave under the ml act are provided with an
additional two weeks of paid leave, to be taken continuous with an entitlement to paid
maternity leave provided by the ml act.
47.3
employees who adopt or permanently foster a child and who have, or will have,
responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if
an employee is the primary caregiver to that child, up to 14 weeks of the leave will be
paid leave, commencing from the time of placement of the child, provided the employee
satisfies the same qualifying requirements as those required of a pregnant employee to
receive paid leave in accordance with the ml act.
47.4
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age;
(b) has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement; and
(c) is not (otherwise than because of the adoption) a child of the employee or the
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employee’s spouse. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1871 | maternity leave | maternity leave provided by the ml act.
47.3
employees who adopt or permanently foster a child and who have, or will have,
responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if
an employee is the primary caregiver to that child, up to 14 weeks of the leave will be
paid leave, commencing from the time of placement of the child, provided the employee
satisfies the same qualifying requirements as those required of a pregnant employee to
receive paid leave in accordance with the ml act.
47.4
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age;
(b) has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement; and
(c) is not (otherwise than because of the adoption) a child of the employee or the
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employee’s spouse.
47.5
documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster care purposes.
47.6 |
| acsqhc_enterprise_agreement_2019-2022.txt | 1876 | parental leave | responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if
an employee is the primary caregiver to that child, up to 14 weeks of the leave will be
paid leave, commencing from the time of placement of the child, provided the employee
satisfies the same qualifying requirements as those required of a pregnant employee to
receive paid leave in accordance with the ml act.
47.4
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age;
(b) has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement; and
(c) is not (otherwise than because of the adoption) a child of the employee or the
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employee’s spouse.
47.5
documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster care purposes.
47.6
employees who are eligible for paid maternity or parental leave may elect to have the
payment for the leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
of the leave will count as service. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1884 | parental leave | employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age;
(b) has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement; and
(c) is not (otherwise than because of the adoption) a child of the employee or the
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employee’s spouse.
47.5
documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster care purposes.
47.6
employees who are eligible for paid maternity or parental leave may elect to have the
payment for the leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
of the leave will count as service.
47.7
on ending the initial 52 weeks of maternity or parental leave, employees may request
an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial leave
period.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1902 | parental leave | employees who are eligible for paid maternity or parental leave may elect to have the
payment for the leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
of the leave will count as service.
47.7
on ending the initial 52 weeks of maternity or parental leave, employees may request
an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial leave
period.
47.8
unpaid maternity or parental leave will not count as service for any purpose, except for
any unpaid leave taken during the first 14 weeks.
47.9
this leave is inclusive of public holidays and will not be extended because a public
holiday (or annual closedown) falls during a period of paid or unpaid maternity or
parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are
provided by the fw act.
pre-adoption and foster leave
47.10 employees in the process of adopting or fostering of a child may take up to two days
paid leave to attend any interviews or examinations required to obtain adoption or
foster care approval.
special maternity leave |
| acsqhc_enterprise_agreement_2019-2022.txt | 1909 | parental leave | on ending the initial 52 weeks of maternity or parental leave, employees may request
an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial leave
period.
47.8
unpaid maternity or parental leave will not count as service for any purpose, except for
any unpaid leave taken during the first 14 weeks.
47.9
this leave is inclusive of public holidays and will not be extended because a public
holiday (or annual closedown) falls during a period of paid or unpaid maternity or
parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are
provided by the fw act.
pre-adoption and foster leave
47.10 employees in the process of adopting or fostering of a child may take up to two days
paid leave to attend any interviews or examinations required to obtain adoption or
foster care approval.
special maternity leave
47.11 where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy related illness, or if her pregnancy ends within 28 weeks of
the expected birth, she will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the
remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid
special maternity leave will count as service for all purposes.
47.12 special maternity leave will operate in conjunction with entitlements under the ml act. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1910 | parental leave | an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial leave
period.
47.8
unpaid maternity or parental leave will not count as service for any purpose, except for
any unpaid leave taken during the first 14 weeks.
47.9
this leave is inclusive of public holidays and will not be extended because a public
holiday (or annual closedown) falls during a period of paid or unpaid maternity or
parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are
provided by the fw act.
pre-adoption and foster leave
47.10 employees in the process of adopting or fostering of a child may take up to two days
paid leave to attend any interviews or examinations required to obtain adoption or
foster care approval.
special maternity leave
47.11 where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy related illness, or if her pregnancy ends within 28 weeks of
the expected birth, she will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the
remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid
special maternity leave will count as service for all purposes.
47.12 special maternity leave will operate in conjunction with entitlements under the ml act.
parental (partner) leave |
| acsqhc_enterprise_agreement_2019-2022.txt | 1916 | parental leave | unpaid maternity or parental leave will not count as service for any purpose, except for
any unpaid leave taken during the first 14 weeks.
47.9
this leave is inclusive of public holidays and will not be extended because a public
holiday (or annual closedown) falls during a period of paid or unpaid maternity or
parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are
provided by the fw act.
pre-adoption and foster leave
47.10 employees in the process of adopting or fostering of a child may take up to two days
paid leave to attend any interviews or examinations required to obtain adoption or
foster care approval.
special maternity leave
47.11 where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy related illness, or if her pregnancy ends within 28 weeks of
the expected birth, she will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the
remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid
special maternity leave will count as service for all purposes.
47.12 special maternity leave will operate in conjunction with entitlements under the ml act.
parental (partner) leave
47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this agreement are entitled to four weeks of paid leave and may
also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent
foster care placement of a child or their spouse’s child. to be eligible for this leave, the
employee must be the child’s non-primary care giver and stand in a domestic or
household relationship with the child. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1923 | parental leave | parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are
provided by the fw act.
pre-adoption and foster leave
47.10 employees in the process of adopting or fostering of a child may take up to two days
paid leave to attend any interviews or examinations required to obtain adoption or
foster care approval.
special maternity leave
47.11 where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy related illness, or if her pregnancy ends within 28 weeks of
the expected birth, she will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the
remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid
special maternity leave will count as service for all purposes.
47.12 special maternity leave will operate in conjunction with entitlements under the ml act.
parental (partner) leave
47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this agreement are entitled to four weeks of paid leave and may
also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent
foster care placement of a child or their spouse’s child. to be eligible for this leave, the
employee must be the child’s non-primary care giver and stand in a domestic or
household relationship with the child.
47.14 this leave is to be taken within 12 months of the birth/placement of the child and is
inclusive of public holidays and annual closedown.
47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of
a child, must be submitted when applying for this leave.
47.16 paid leave will count as service for all purposes. employees may elect to have the
payment for this leave spread over a maximum of eight weeks at a rate no less than
half normal salary. where payment is spread over a longer period, only half of the total |
| acsqhc_enterprise_agreement_2019-2022.txt | 1931 | maternity leave | special maternity leave
47.11 where an employee who has at least 12 months continuous service with the aps
experiences a pregnancy related illness, or if her pregnancy ends within 28 weeks of
the expected birth, she will be granted paid personal leave for any period of leave
supported by a medical certificate. if personal leave credits are exhausted, the
remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid
special maternity leave will count as service for all purposes.
47.12 special maternity leave will operate in conjunction with entitlements under the ml act.
parental (partner) leave
47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this agreement are entitled to four weeks of paid leave and may
also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent
foster care placement of a child or their spouse’s child. to be eligible for this leave, the
employee must be the child’s non-primary care giver and stand in a domestic or
household relationship with the child.
47.14 this leave is to be taken within 12 months of the birth/placement of the child and is
inclusive of public holidays and annual closedown.
47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of
a child, must be submitted when applying for this leave.
47.16 paid leave will count as service for all purposes. employees may elect to have the
payment for this leave spread over a maximum of eight weeks at a rate no less than
half normal salary. where payment is spread over a longer period, only half of the total
weeks of the leave period will count as service.
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47.17 the ceo may approve leave for a non-primary care giver not residing with the child.
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| acsqhc_enterprise_agreement_2019-2022.txt | 1937 | maternity leave | special maternity leave will count as service for all purposes.
47.12 special maternity leave will operate in conjunction with entitlements under the ml act.
parental (partner) leave
47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this agreement are entitled to four weeks of paid leave and may
also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent
foster care placement of a child or their spouse’s child. to be eligible for this leave, the
employee must be the child’s non-primary care giver and stand in a domestic or
household relationship with the child.
47.14 this leave is to be taken within 12 months of the birth/placement of the child and is
inclusive of public holidays and annual closedown.
47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of
a child, must be submitted when applying for this leave.
47.16 paid leave will count as service for all purposes. employees may elect to have the
payment for this leave spread over a maximum of eight weeks at a rate no less than
half normal salary. where payment is spread over a longer period, only half of the total
weeks of the leave period will count as service.
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47.17 the ceo may approve leave for a non-primary care giver not residing with the child.
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part g – general conditions
48.
performance development scheme (pds)
|
| acsqhc_enterprise_agreement_2019-2022.txt | 1938 | maternity leave | 47.12 special maternity leave will operate in conjunction with entitlements under the ml act.
parental (partner) leave
47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this agreement are entitled to four weeks of paid leave and may
also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent
foster care placement of a child or their spouse’s child. to be eligible for this leave, the
employee must be the child’s non-primary care giver and stand in a domestic or
household relationship with the child.
47.14 this leave is to be taken within 12 months of the birth/placement of the child and is
inclusive of public holidays and annual closedown.
47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of
a child, must be submitted when applying for this leave.
47.16 paid leave will count as service for all purposes. employees may elect to have the
payment for this leave spread over a maximum of eight weeks at a rate no less than
half normal salary. where payment is spread over a longer period, only half of the total
weeks of the leave period will count as service.
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47.17 the ceo may approve leave for a non-primary care giver not residing with the child.
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part g – general conditions
48.
performance development scheme (pds)
48.1 |
| acsqhc_enterprise_agreement_2019-2022.txt | 1940 | maternity leave | 47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this agreement are entitled to four weeks of paid leave and may
also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent
foster care placement of a child or their spouse’s child. to be eligible for this leave, the
employee must be the child’s non-primary care giver and stand in a domestic or
household relationship with the child.
47.14 this leave is to be taken within 12 months of the birth/placement of the child and is
inclusive of public holidays and annual closedown.
47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of
a child, must be submitted when applying for this leave.
47.16 paid leave will count as service for all purposes. employees may elect to have the
payment for this leave spread over a maximum of eight weeks at a rate no less than
half normal salary. where payment is spread over a longer period, only half of the total
weeks of the leave period will count as service.
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47.17 the ceo may approve leave for a non-primary care giver not residing with the child.
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part g – general conditions
48.
performance development scheme (pds)
48.1
the pds is acsqhc’s key performance management and development system for |
| acsqhc_enterprise_agreement_2019-2022.txt | 1941 | parental leave | parental leave under this agreement are entitled to four weeks of paid leave and may
also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent
foster care placement of a child or their spouse’s child. to be eligible for this leave, the
employee must be the child’s non-primary care giver and stand in a domestic or
household relationship with the child.
47.14 this leave is to be taken within 12 months of the birth/placement of the child and is
inclusive of public holidays and annual closedown.
47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of
a child, must be submitted when applying for this leave.
47.16 paid leave will count as service for all purposes. employees may elect to have the
payment for this leave spread over a maximum of eight weeks at a rate no less than
half normal salary. where payment is spread over a longer period, only half of the total
weeks of the leave period will count as service.
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47.17 the ceo may approve leave for a non-primary care giver not residing with the child.
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part g – general conditions
48.
performance development scheme (pds)
48.1
the pds is acsqhc’s key performance management and development system for
employees. |
| acsqhc_enterprise_agreement_2019-2022.txt | 1994 | salary advancement | the pds provides the basis for individual salary advancement through salary ranges
for the employee’s current classification.
short term hda and the pds
48.7
where an employee has been temporarily assigned duties of a higher classification,
including for short periods, the performance of those duties will be taken into account in
an employee’s annual pds review.
49.
managing underperformance
49.1
managers will address underperformance with an employee as soon as practicable
where they consider the employee’s performance has not been satisfactory.
49.2
an employee will be provided a minimum of four weeks, prior to the end of cycle
assessment, to improve their performance.
49.3
where an employee’s performance continues to be unsatisfactory, relevant procedures
to manage the underperformance may apply.
fairness in managing underperformance |
| acsqhc_enterprise_agreement_2019-2022.txt | 2072 | travel | the relevant manager may approve the use of taxis by an employee travelling from the
workplace after 7pm on a monday to friday.
reimbursement of eyewear costs
51.5
where spectacles are prescribed specifically for use with screen-based equipment,
acsqhc will reimburse for out of pocket expenses up to:
(a) $106 for single vision spectacles; and
(b) $174.90 for bi-focal, multi-focal or tri-focal spectacles.
51.6
visual correction that is recommended for general use, such as reading and driving, will
not be reimbursed.
52.
family care assistance
52.1
where an employee is required by acsqhc to be away from home outside the
employee’s standard day, and the employee incurs reasonable additional costs for
family care arrangements the employee will be reimbursed those reasonable additional
costs as determined by the ceo.
school holiday family care subsidy
52.2
|
| acsqhc_enterprise_agreement_2019-2022.txt | 2172 | long service leave | resignation or retirement. long service leave credits will be paid out in accordance with
the lsl act.
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part h – consultation and dispute resolution
55.
consultation on major change
55.1
this term applies if the ceo:
(a) has made a definite decision to introduce a major change to production,
program, organisation, structure or technology in relation to its enterprise that is
likely to have a significant effect on the employees; or
(b) proposes to introduce a change to the regular roster or ordinary hours of work of
employees.
major change
55.2
for a major change referred to in paragraph 55.1(a):
(a) the ceo must notify the relevant employees of the decision to introduce the
major change; and
(b) clauses 55.3 to 55.9 apply.
55.3
|
| acsqhc_enterprise_agreement_2019-2022.txt | 2546 | long service leave | does not have a controlling interest) which is recognised for long service leave
purposes;
(d) service with the adf;
(e) aps service immediately preceding deemed resignation under the then section
49 (as repealed in 1966) of the repealed public service act 1922, if the service
has not previously been recognised for redundancy pay purposes; and
(f)
service in another organisation where an employee was transferred from the
aps to that organisation with a transfer of function; or an employee engaged by
that organisation on work within a function is appointed as a result of the transfer
of that function to the aps and such service is recognised for long service leave
purposes.
service not to count
59.6
having regard to clause 59.5, any period of service which ceased:
(a) through termination on the following grounds, or on a ground equivalent to any
of the following grounds
i. the employee lacks, or has lost, an essential qualification for
performing the employee’s duties; or
ii. non-performance, or unsatisfactory performance, of duties; or
iii. inability to perform duties because of physical or mental incapacity; or
iv. failure to satisfactorily complete an entry level training course; or
v. failure to meet a condition of the employee’s engagement; or
vi. a breach of the code of conduct; or
(b) on a ground equivalent to a ground listed in subparagraph (a) above under the
repealed public service act 1922; or
(c) through voluntary retrenchment at or above the minimum retiring age applicable
to the employee; or |
| acsqhc_enterprise_agreement_2019-2022.txt | 2556 | long service leave | of that function to the aps and such service is recognised for long service leave
purposes.
service not to count
59.6
having regard to clause 59.5, any period of service which ceased:
(a) through termination on the following grounds, or on a ground equivalent to any
of the following grounds
i. the employee lacks, or has lost, an essential qualification for
performing the employee’s duties; or
ii. non-performance, or unsatisfactory performance, of duties; or
iii. inability to perform duties because of physical or mental incapacity; or
iv. failure to satisfactorily complete an entry level training course; or
v. failure to meet a condition of the employee’s engagement; or
vi. a breach of the code of conduct; or
(b) on a ground equivalent to a ground listed in subparagraph (a) above under the
repealed public service act 1922; or
(c) through voluntary retrenchment at or above the minimum retiring age applicable
to the employee; or
(d) with the payment of a redundancy benefit or similar payment or an employeraustralian commission on safety and quality in health care – enterprise agreement 2019–2022
page 39 of 43
financed retirement benefit
will not count as service for redundancy benefit purposes.
59.7
absences from work which do not count as service for any purpose will not count as
service for redundancy benefit purposes.
|
| acsqhc_enterprise_agreement_2019-2022.txt | 2636 | travel | travel expenses incurred
60.5
the excess employee may request assistance in meeting reasonable travel and
incidental expenses incurred in seeking alternative employment where these expenses
are not met by a prospective employer.
termination of employment during retention period
60.6
where the ceo believes there is insufficient productive work available for an excess
australian commission on safety and quality in health care – enterprise agreement 2019–2022
page 40 of 43
employee during the retention period, the ceo may terminate the employee’s
employment and pay a lump sum comprising:
(a) the balance of the retention period (as shortened for the nes) under clauses
60.1 and 60.2 and this payment will be taken to include the payment in lieu of
notice of termination of employment, plus;
(b) the employee’s nes entitlement to redundancy pay.
notice period
60.7
an excess employee will not be involuntarily terminated without being given four weeks’
notice (or five weeks’ notice for an employee over 45 years of age with at least five
years of continuous service). wherever possible, this notice period will be concurrent
with the retention period.
reduction in classification
60.8 |
| acsqhc_enterprise_agreement_2019-2022.txt | 2639 | travel | the excess employee may request assistance in meeting reasonable travel and
incidental expenses incurred in seeking alternative employment where these expenses
are not met by a prospective employer.
termination of employment during retention period
60.6
where the ceo believes there is insufficient productive work available for an excess
australian commission on safety and quality in health care – enterprise agreement 2019–2022
page 40 of 43
employee during the retention period, the ceo may terminate the employee’s
employment and pay a lump sum comprising:
(a) the balance of the retention period (as shortened for the nes) under clauses
60.1 and 60.2 and this payment will be taken to include the payment in lieu of
notice of termination of employment, plus;
(b) the employee’s nes entitlement to redundancy pay.
notice period
60.7
an excess employee will not be involuntarily terminated without being given four weeks’
notice (or five weeks’ notice for an employee over 45 years of age with at least five
years of continuous service). wherever possible, this notice period will be concurrent
with the retention period.
reduction in classification
60.8
during a retention period, the ceo:
(a) will continue to take reasonable steps to find alternative employment for the |
| acsqhc_enterprise_agreement_2019-2022.txt | 2856 | long service leave | payable during long service leave
payable during any other leave other than
long service leave
reduced pro-rata during period of half pay
leave (if payable during leave)
included in income maintenance for
excess employees
included in salary for calculation of
retrenchment redundancy payments
included in salary for payment in lieu of
notice of termination of employment
payment in lieu of long service leave
payment in lieu of recreation leave
allowance
attachment b – recognition of allowances for particular
purposes
higher duties allowance
@
*
*
*
*
* |
| acsqhc_enterprise_agreement_2019-2022.txt | 2858 | long service leave | long service leave
reduced pro-rata during period of half pay
leave (if payable during leave)
included in income maintenance for
excess employees
included in salary for calculation of
retrenchment redundancy payments
included in salary for payment in lieu of
notice of termination of employment
payment in lieu of long service leave
payment in lieu of recreation leave
allowance
attachment b – recognition of allowances for particular
purposes
higher duties allowance
@
*
*
*
*
*
#
^ |
| acsqhc_enterprise_agreement_2019-2022.txt | 2867 | long service leave | payment in lieu of long service leave
payment in lieu of recreation leave
allowance
attachment b – recognition of allowances for particular
purposes
higher duties allowance
@
*
*
*
*
*
#
^
workplace responsibility
allowance
x
x |
| dva-enterprise-agreement-2019-2022.txt | 223 | overtime | “eligible employee” for the purpose of overtime, emergency duty and restriction is an
employee who is allocated a classification, the maximum salary rate of which does not
exceed the maximum salary rate of aps level 6 (or equivalent). it also includes an employee
who is allocated a classification and duties above aps level 6 (or equivalent) in the
information & communications technology solutions branch who, in exceptional
circumstances, is approved for overtime payments by the chief information officer.
“employee” means a person who works in the department of veterans’ affairs, whether
full-time or part-time, and is employed under and within the meaning of the public service
act. the term encompasses ongoing employees (including those on probation) and nonongoing employees except where otherwise specified.
“fbt” means fringe benefits tax
“field employee” means an employee in the office of australian war graves (oawg)
identified by the director war graves as undertaking the role of an oawg field employee.
“foster child” means a child for whose long term care the employee has assumed primary
responsibility and who is, or will be, under 16 years of age and is not (otherwise than because
of the fostering) a child of the employee or the employee’s partner.
“headquarters” is the location at which the employee ordinarily performs duty.
“hourly rate of salary” means the full-time fortnightly salary (full-time annual salary divided by
26.0833313) divided by the standard full-time fortnightly hours for the employee.
“immediate family” includes a partner or former partner of the employee, a child or adult
child, parent, grandparent, grandchild or sibling of the employee (or of the partner of the
employee); or for aboriginal and torres strait employees, a person related to the employee
through traditional kinship (refer definitions of “partner”, and “child”).
“locality” for travel and related purposes means a town or city other than the one where the
employee usually works. it does not include another locality within the town or city where the
employee usually works.
“manager” means the person in charge of the organisational unit (i.e. division, group, section,
work unit or other organisational component as determined by the secretary) in which the
employee works and who has the authority to take the action referred to in this agreement.
“nes” means the national employment standards under the fair work act.
not competent” means does not meet or partially meets expected responsibilities and |
| dva-enterprise-agreement-2019-2022.txt | 228 | overtime | circumstances, is approved for overtime payments by the chief information officer.
“employee” means a person who works in the department of veterans’ affairs, whether
full-time or part-time, and is employed under and within the meaning of the public service
act. the term encompasses ongoing employees (including those on probation) and nonongoing employees except where otherwise specified.
“fbt” means fringe benefits tax
“field employee” means an employee in the office of australian war graves (oawg)
identified by the director war graves as undertaking the role of an oawg field employee.
“foster child” means a child for whose long term care the employee has assumed primary
responsibility and who is, or will be, under 16 years of age and is not (otherwise than because
of the fostering) a child of the employee or the employee’s partner.
“headquarters” is the location at which the employee ordinarily performs duty.
“hourly rate of salary” means the full-time fortnightly salary (full-time annual salary divided by
26.0833313) divided by the standard full-time fortnightly hours for the employee.
“immediate family” includes a partner or former partner of the employee, a child or adult
child, parent, grandparent, grandchild or sibling of the employee (or of the partner of the
employee); or for aboriginal and torres strait employees, a person related to the employee
through traditional kinship (refer definitions of “partner”, and “child”).
“locality” for travel and related purposes means a town or city other than the one where the
employee usually works. it does not include another locality within the town or city where the
employee usually works.
“manager” means the person in charge of the organisational unit (i.e. division, group, section,
work unit or other organisational component as determined by the secretary) in which the
employee works and who has the authority to take the action referred to in this agreement.
“nes” means the national employment standards under the fair work act.
not competent” means does not meet or partially meets expected responsibilities and
behaviours agreed upon in the performance agreement.
“parliamentary service” means employment under the parliamentary service act 1999.
“partner” of an employee means, in relation to an employee who is a member of a couple
living in a relationship on a genuine domestic basis (regardless of gender or marital status), the
other member of the couple. |
| dva-enterprise-agreement-2019-2022.txt | 245 | travel | “locality” for travel and related purposes means a town or city other than the one where the
employee usually works. it does not include another locality within the town or city where the
employee usually works.
“manager” means the person in charge of the organisational unit (i.e. division, group, section,
work unit or other organisational component as determined by the secretary) in which the
employee works and who has the authority to take the action referred to in this agreement.
“nes” means the national employment standards under the fair work act.
not competent” means does not meet or partially meets expected responsibilities and
behaviours agreed upon in the performance agreement.
“parliamentary service” means employment under the parliamentary service act 1999.
“partner” of an employee means, in relation to an employee who is a member of a couple
living in a relationship on a genuine domestic basis (regardless of gender or marital status), the
other member of the couple.
2
dva enterprise agreement 2019-2022
“public interest” in relation to relocation means where an employee relocates from one
locality to another as a result of:
promotion;
advancement;
reassignment of duties, engagement, or redeployment as an excess
employee, deemed to be in the interests of dva; or |
| dva-enterprise-agreement-2019-2022.txt | 648 | long service leave | (except long service leave).
salary on reduction
34
where an ongoing employee is reassigned on an ongoing basis to duties at a lower
classification, the secretary will determine the employee's rate of salary within the
range for that classification. service at both the current and lower classification will be
taken into account in determining the reduced salary.
7
dva enterprise agreement 2019-2022
temporary reduction in salary
35
where a manager and an employee agree in writing to the employee temporarily
performing work at a lower classification for a specified period of time, the secretary
may determine an agreed rate of salary up to the maximum of the salary range
applicable to the lower aps classification for the agreed period.
salary advancement within a work level
36
following the yearly performance review a manager may, subject to the requirements
of this agreement, authorise the advancement of an employee to the next highest
salary rate within the employee’s substantive and temporary assignment work level.
37
|
| dva-enterprise-agreement-2019-2022.txt | 669 | salary advancement | salary advancement within a work level
36
following the yearly performance review a manager may, subject to the requirements
of this agreement, authorise the advancement of an employee to the next highest
salary rate within the employee’s substantive and temporary assignment work level.
37
salary advancement is subject to the employee being assessed as competent against
his/her performance agreement and any advancement pre-requisites described in
this agreement. where a manager considers an employee exceeds their performance
expectations during a performance cycle, the manager may undertake an additional
performance review and approve salary advancement for the employee at that time
provided the employee has performed that role for at least 6 months.
graduates
38
on engagement as an aps level 3 (dva band 2), dva graduate (local designation),
an employee will be required to undertake a graduate development program
determined by the secretary. during the program salary will be determined by the
secretary at no less than the applicable first salary point for an aps level 3 under this
agreement.
39
on satisfactory completion of the graduate development program, the employee will
be advanced to the aps level 4 classification, in accordance with the advancement
provisions of this agreement, and the secretary will determine salary at no less than |
| dva-enterprise-agreement-2019-2022.txt | 678 | salary advancement | salary advancement is subject to the employee being assessed as competent against
his/her performance agreement and any advancement pre-requisites described in
this agreement. where a manager considers an employee exceeds their performance
expectations during a performance cycle, the manager may undertake an additional
performance review and approve salary advancement for the employee at that time
provided the employee has performed that role for at least 6 months.
graduates
38
on engagement as an aps level 3 (dva band 2), dva graduate (local designation),
an employee will be required to undertake a graduate development program
determined by the secretary. during the program salary will be determined by the
secretary at no less than the applicable first salary point for an aps level 3 under this
agreement.
39
on satisfactory completion of the graduate development program, the employee will
be advanced to the aps level 4 classification, in accordance with the advancement
provisions of this agreement, and the secretary will determine salary at no less than
the applicable first salary point for an aps level 4 under this agreement.
cadets, trainees and apprentices
40
remuneration and benefits for an employee engaged by dva as a cadet or under a
cadetship program, or under a traineeship or apprenticeship scheme, will be
determined by the secretary consistent with any aps-wide initiatives. all applicable
percentage increases to base rates of pay contained in this agreement will apply to |
| dva-enterprise-agreement-2019-2022.txt | 682 | salary advancement | performance review and approve salary advancement for the employee at that time
provided the employee has performed that role for at least 6 months.
graduates
38
on engagement as an aps level 3 (dva band 2), dva graduate (local designation),
an employee will be required to undertake a graduate development program
determined by the secretary. during the program salary will be determined by the
secretary at no less than the applicable first salary point for an aps level 3 under this
agreement.
39
on satisfactory completion of the graduate development program, the employee will
be advanced to the aps level 4 classification, in accordance with the advancement
provisions of this agreement, and the secretary will determine salary at no less than
the applicable first salary point for an aps level 4 under this agreement.
cadets, trainees and apprentices
40
remuneration and benefits for an employee engaged by dva as a cadet or under a
cadetship program, or under a traineeship or apprenticeship scheme, will be
determined by the secretary consistent with any aps-wide initiatives. all applicable
percentage increases to base rates of pay contained in this agreement will apply to
such employees.
supported wage rates
41 |
| dva-enterprise-agreement-2019-2022.txt | 716 | salary packaging | salary packaging
42
employees may choose to sacrifice part of their salary for a range of non-salary
benefits. further information is contained in the relevant dva policy.
43
any fbt and administrative costs incurred as a result of salary packaging arrangements
shall be met by the employee as part of their salary package.
44
where an employee is in a salary packaging arrangement, the employee’s salary for
the purposes of superannuation, redundancy, termination or any other purposes will
be determined as if the salary sacrifice arrangement had not been entered into.
8
dva enterprise agreement 2019-2022
temporary assignment
45
an employee temporarily assigned to a higher work level than the employee’s
substantive level will be paid at a classification determined by reference to the aps
work level standards.
46
the employee will be paid at the minimum point of the salary range applicable to that |
| dva-enterprise-agreement-2019-2022.txt | 724 | salary packaging | any fbt and administrative costs incurred as a result of salary packaging arrangements
shall be met by the employee as part of their salary package.
44
where an employee is in a salary packaging arrangement, the employee’s salary for
the purposes of superannuation, redundancy, termination or any other purposes will
be determined as if the salary sacrifice arrangement had not been entered into.
8
dva enterprise agreement 2019-2022
temporary assignment
45
an employee temporarily assigned to a higher work level than the employee’s
substantive level will be paid at a classification determined by reference to the aps
work level standards.
46
the employee will be paid at the minimum point of the salary range applicable to that
classification unless determined otherwise by the secretary having regard to:
a)
the employee having obtained a particular salary through salary advancement at
the higher classification
b)
|
| dva-enterprise-agreement-2019-2022.txt | 729 | salary packaging | where an employee is in a salary packaging arrangement, the employee’s salary for
the purposes of superannuation, redundancy, termination or any other purposes will
be determined as if the salary sacrifice arrangement had not been entered into.
8
dva enterprise agreement 2019-2022
temporary assignment
45
an employee temporarily assigned to a higher work level than the employee’s
substantive level will be paid at a classification determined by reference to the aps
work level standards.
46
the employee will be paid at the minimum point of the salary range applicable to that
classification unless determined otherwise by the secretary having regard to:
a)
the employee having obtained a particular salary through salary advancement at
the higher classification
b)
performance, including during previous periods of temporary assignment and
c)
relevant experience and/or skills. |
| dva-enterprise-agreement-2019-2022.txt | 749 | salary advancement | the employee having obtained a particular salary through salary advancement at
the higher classification
b)
performance, including during previous periods of temporary assignment and
c)
relevant experience and/or skills.
47
there is no minimum qualifying period for payment on temporary assignment to a
classification at the aps6 level or below.
48
payment for temporary assignment to executive level 1 or higher is subject to a
minimum qualifying period of more than 4 weeks.
49
an employee will receive payment at the temporary assignment rate during paid
leave and public holidays if the temporary assignment would have continued during
the leave or public holidays.
50
the secretary will determine the remuneration and conditions of employment to apply |
| dva-enterprise-agreement-2019-2022.txt | 802 | flextime | this allowance is in lieu of any overtime or flextime provisions provided under this
agreement.
excess fares and excess travelling time
55
an employee at aps level 6 (or equivalent) or below who undertakes a temporary
assignment at a different location, and incurs excess fares and additional travelling
time, will be entitled to compensation for the additional fares and time in a manner
agreed with their manager.
56
a manager may approve reimbursement of excess fares and compensation for
additional travelling time for excess or potentially excess employees who are:
57
a)
relocated through reassignment of duties at level or on reduction on a trial basis or
otherwise; and
b)
at aps level 6 or equivalent or below prior to the reduction.
compensation under clause 56 is available for a maximum of 6 months and cannot
be made in advance. if compensation is made during a trial period that results in
permanent placement, the total period for compensation cannot exceed 6 months. |
| dva-enterprise-agreement-2019-2022.txt | 802 | flextime provisions | this allowance is in lieu of any overtime or flextime provisions provided under this
agreement.
excess fares and excess travelling time
55
an employee at aps level 6 (or equivalent) or below who undertakes a temporary
assignment at a different location, and incurs excess fares and additional travelling
time, will be entitled to compensation for the additional fares and time in a manner
agreed with their manager.
56
a manager may approve reimbursement of excess fares and compensation for
additional travelling time for excess or potentially excess employees who are:
57
a)
relocated through reassignment of duties at level or on reduction on a trial basis or
otherwise; and
b)
at aps level 6 or equivalent or below prior to the reduction.
compensation under clause 56 is available for a maximum of 6 months and cannot
be made in advance. if compensation is made during a trial period that results in
permanent placement, the total period for compensation cannot exceed 6 months. |
| dva-enterprise-agreement-2019-2022.txt | 802 | overtime | this allowance is in lieu of any overtime or flextime provisions provided under this
agreement.
excess fares and excess travelling time
55
an employee at aps level 6 (or equivalent) or below who undertakes a temporary
assignment at a different location, and incurs excess fares and additional travelling
time, will be entitled to compensation for the additional fares and time in a manner
agreed with their manager.
56
a manager may approve reimbursement of excess fares and compensation for
additional travelling time for excess or potentially excess employees who are:
57
a)
relocated through reassignment of duties at level or on reduction on a trial basis or
otherwise; and
b)
at aps level 6 or equivalent or below prior to the reduction.
compensation under clause 56 is available for a maximum of 6 months and cannot
be made in advance. if compensation is made during a trial period that results in
permanent placement, the total period for compensation cannot exceed 6 months. |
| dva-enterprise-agreement-2019-2022.txt | 805 | travel | excess fares and excess travelling time
55
an employee at aps level 6 (or equivalent) or below who undertakes a temporary
assignment at a different location, and incurs excess fares and additional travelling
time, will be entitled to compensation for the additional fares and time in a manner
agreed with their manager.
56
a manager may approve reimbursement of excess fares and compensation for
additional travelling time for excess or potentially excess employees who are:
57
a)
relocated through reassignment of duties at level or on reduction on a trial basis or
otherwise; and
b)
at aps level 6 or equivalent or below prior to the reduction.
compensation under clause 56 is available for a maximum of 6 months and cannot
be made in advance. if compensation is made during a trial period that results in
permanent placement, the total period for compensation cannot exceed 6 months.
9
dva enterprise agreement 2019-2022 |
| dva-enterprise-agreement-2019-2022.txt | 809 | travel | assignment at a different location, and incurs excess fares and additional travelling
time, will be entitled to compensation for the additional fares and time in a manner
agreed with their manager.
56
a manager may approve reimbursement of excess fares and compensation for
additional travelling time for excess or potentially excess employees who are:
57
a)
relocated through reassignment of duties at level or on reduction on a trial basis or
otherwise; and
b)
at aps level 6 or equivalent or below prior to the reduction.
compensation under clause 56 is available for a maximum of 6 months and cannot
be made in advance. if compensation is made during a trial period that results in
permanent placement, the total period for compensation cannot exceed 6 months.
9
dva enterprise agreement 2019-2022
58
payment under this clause is not available where the employee is in receipt of travel |
| dva-enterprise-agreement-2019-2022.txt | 816 | travel | additional travelling time for excess or potentially excess employees who are:
57
a)
relocated through reassignment of duties at level or on reduction on a trial basis or
otherwise; and
b)
at aps level 6 or equivalent or below prior to the reduction.
compensation under clause 56 is available for a maximum of 6 months and cannot
be made in advance. if compensation is made during a trial period that results in
permanent placement, the total period for compensation cannot exceed 6 months.
9
dva enterprise agreement 2019-2022
58
payment under this clause is not available where the employee is in receipt of travel
allowance.
first aid allowance
59
an employee will be paid first aid allowance where the secretary determines that the
employee: |
| dva-enterprise-agreement-2019-2022.txt | 838 | travel | payment under this clause is not available where the employee is in receipt of travel
allowance.
first aid allowance
59
an employee will be paid first aid allowance where the secretary determines that the
employee:
a)
holds nationally recognised statements of attainment issued by a registered
training organisation (rto) for the nationally endorsed first aid unit/s of
competency; and
b)
has attended training on a regular basis to refresh their first aid knowledge and skills
and to confirm their competence to provide first aid. (refresher training in cpr must
be undertaken annually and first aid qualifications must be renewed every three
years); and
c)
has first aid responsibilities in the workplace.
fire warden allowance
60
an employee will be paid fire warden allowance where the secretary determines that
an employee who is not receiving first aid allowance has: |
| dva-enterprise-agreement-2019-2022.txt | 923 | overtime | place of work will be paid overtime in accordance with the emergency duty provisions
of this agreement. eligible employees who have been restricted and are required to
10
dva enterprise agreement 2019-2022
perform duty but not required to attend a place of work will be paid a minimum
overtime payment of one hour.
68
employees will not be entitled to restriction allowance and overtime payment for the
same period of work.
69
where more than one period of duty is required during a period of restriction, the
separate overtime payments cannot exceed the amount that would have been paid
had the employee remained on duty from the commencing time of duty on the first
attendance to the ceasing time of duty on the last attendance.
overtime
70
managers may require employees to work reasonable extra hours. overtime is
payable to eligible employees for work required to be performed:
a)
on weekends, public holidays and during the two day christmas shutdown; and
b) |
| dva-enterprise-agreement-2019-2022.txt | 930 | overtime | overtime payment of one hour.
68
employees will not be entitled to restriction allowance and overtime payment for the
same period of work.
69
where more than one period of duty is required during a period of restriction, the
separate overtime payments cannot exceed the amount that would have been paid
had the employee remained on duty from the commencing time of duty on the first
attendance to the ceasing time of duty on the last attendance.
overtime
70
managers may require employees to work reasonable extra hours. overtime is
payable to eligible employees for work required to be performed:
a)
on weekends, public holidays and during the two day christmas shutdown; and
b)
unless otherwise provided for in this agreement, for employees other than oawg
field employees:
c)
(i) |
| dva-enterprise-agreement-2019-2022.txt | 933 | overtime | employees will not be entitled to restriction allowance and overtime payment for the
same period of work.
69
where more than one period of duty is required during a period of restriction, the
separate overtime payments cannot exceed the amount that would have been paid
had the employee remained on duty from the commencing time of duty on the first
attendance to the ceasing time of duty on the last attendance.
overtime
70
managers may require employees to work reasonable extra hours. overtime is
payable to eligible employees for work required to be performed:
a)
on weekends, public holidays and during the two day christmas shutdown; and
b)
unless otherwise provided for in this agreement, for employees other than oawg
field employees:
c)
(i)
before 7.00am and after 6.00pm monday to friday; or
|
| dva-enterprise-agreement-2019-2022.txt | 939 | overtime | separate overtime payments cannot exceed the amount that would have been paid
had the employee remained on duty from the commencing time of duty on the first
attendance to the ceasing time of duty on the last attendance.
overtime
70
managers may require employees to work reasonable extra hours. overtime is
payable to eligible employees for work required to be performed:
a)
on weekends, public holidays and during the two day christmas shutdown; and
b)
unless otherwise provided for in this agreement, for employees other than oawg
field employees:
c)
(i)
before 7.00am and after 6.00pm monday to friday; or
(ii)
between 7.00am and 6.00pm if the employee has worked at least 7 hours
and 30 minutes ordinary time on that day; and
for oawg field employees: |
| dva-enterprise-agreement-2019-2022.txt | 943 | overtime | overtime
70
managers may require employees to work reasonable extra hours. overtime is
payable to eligible employees for work required to be performed:
a)
on weekends, public holidays and during the two day christmas shutdown; and
b)
unless otherwise provided for in this agreement, for employees other than oawg
field employees:
c)
(i)
before 7.00am and after 6.00pm monday to friday; or
(ii)
between 7.00am and 6.00pm if the employee has worked at least 7 hours
and 30 minutes ordinary time on that day; and
for oawg field employees:
(i)
before 5.00am and after 9.00pm monday to friday; or
|
| dva-enterprise-agreement-2019-2022.txt | 946 | overtime | managers may require employees to work reasonable extra hours. overtime is
payable to eligible employees for work required to be performed:
a)
on weekends, public holidays and during the two day christmas shutdown; and
b)
unless otherwise provided for in this agreement, for employees other than oawg
field employees:
c)
(i)
before 7.00am and after 6.00pm monday to friday; or
(ii)
between 7.00am and 6.00pm if the employee has worked at least 7 hours
and 30 minutes ordinary time on that day; and
for oawg field employees:
(i)
before 5.00am and after 9.00pm monday to friday; or
(ii)
between 5.00am and 9.00pm if the employee has worked at least 8 hours |
| dva-enterprise-agreement-2019-2022.txt | 980 | flextime | overtime does not count as time worked for flextime purposes. however, while
employees are not eligible for overtime payments until any flex debit they have is
eliminated, flex debits are reduced by the hours of overtime worked multiplied by the
applicable overtime rate.
72
an employee’s salary for the purposes of calculating overtime will include payment for
temporary assignment. overtime rates are as follows:
monday to saturday: time and one half
sunday:
double time
public holidays:
(see clauses 73 and 74)
easter saturday:
double time and one half (regardless of whether the day has
been declared a public holiday)
73
on public holidays overtime is payable at single time and one half in addition to the
normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30
minutes are worked. overtime is then payable at double time and one half. overtime
is also payable at double time and one half before 7.00am and after 6.00pm on public
holidays. |
| dva-enterprise-agreement-2019-2022.txt | 980 | overtime | overtime does not count as time worked for flextime purposes. however, while
employees are not eligible for overtime payments until any flex debit they have is
eliminated, flex debits are reduced by the hours of overtime worked multiplied by the
applicable overtime rate.
72
an employee’s salary for the purposes of calculating overtime will include payment for
temporary assignment. overtime rates are as follows:
monday to saturday: time and one half
sunday:
double time
public holidays:
(see clauses 73 and 74)
easter saturday:
double time and one half (regardless of whether the day has
been declared a public holiday)
73
on public holidays overtime is payable at single time and one half in addition to the
normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30
minutes are worked. overtime is then payable at double time and one half. overtime
is also payable at double time and one half before 7.00am and after 6.00pm on public
holidays. |
| dva-enterprise-agreement-2019-2022.txt | 981 | overtime | employees are not eligible for overtime payments until any flex debit they have is
eliminated, flex debits are reduced by the hours of overtime worked multiplied by the
applicable overtime rate.
72
an employee’s salary for the purposes of calculating overtime will include payment for
temporary assignment. overtime rates are as follows:
monday to saturday: time and one half
sunday:
double time
public holidays:
(see clauses 73 and 74)
easter saturday:
double time and one half (regardless of whether the day has
been declared a public holiday)
73
on public holidays overtime is payable at single time and one half in addition to the
normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30
minutes are worked. overtime is then payable at double time and one half. overtime
is also payable at double time and one half before 7.00am and after 6.00pm on public
holidays.
|
| dva-enterprise-agreement-2019-2022.txt | 982 | overtime | eliminated, flex debits are reduced by the hours of overtime worked multiplied by the
applicable overtime rate.
72
an employee’s salary for the purposes of calculating overtime will include payment for
temporary assignment. overtime rates are as follows:
monday to saturday: time and one half
sunday:
double time
public holidays:
(see clauses 73 and 74)
easter saturday:
double time and one half (regardless of whether the day has
been declared a public holiday)
73
on public holidays overtime is payable at single time and one half in addition to the
normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30
minutes are worked. overtime is then payable at double time and one half. overtime
is also payable at double time and one half before 7.00am and after 6.00pm on public
holidays.
74 |
| dva-enterprise-agreement-2019-2022.txt | 983 | overtime | applicable overtime rate.
72
an employee’s salary for the purposes of calculating overtime will include payment for
temporary assignment. overtime rates are as follows:
monday to saturday: time and one half
sunday:
double time
public holidays:
(see clauses 73 and 74)
easter saturday:
double time and one half (regardless of whether the day has
been declared a public holiday)
73
on public holidays overtime is payable at single time and one half in addition to the
normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30
minutes are worked. overtime is then payable at double time and one half. overtime
is also payable at double time and one half before 7.00am and after 6.00pm on public
holidays.
74
|
| dva-enterprise-agreement-2019-2022.txt | 987 | overtime | an employee’s salary for the purposes of calculating overtime will include payment for
temporary assignment. overtime rates are as follows:
monday to saturday: time and one half
sunday:
double time
public holidays:
(see clauses 73 and 74)
easter saturday:
double time and one half (regardless of whether the day has
been declared a public holiday)
73
on public holidays overtime is payable at single time and one half in addition to the
normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30
minutes are worked. overtime is then payable at double time and one half. overtime
is also payable at double time and one half before 7.00am and after 6.00pm on public
holidays.
74
the following arrangements will also apply to oawg field employees who work
overtime on anzac day:
a)
|
| dva-enterprise-agreement-2019-2022.txt | 988 | overtime | temporary assignment. overtime rates are as follows:
monday to saturday: time and one half
sunday:
double time
public holidays:
(see clauses 73 and 74)
easter saturday:
double time and one half (regardless of whether the day has
been declared a public holiday)
73
on public holidays overtime is payable at single time and one half in addition to the
normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30
minutes are worked. overtime is then payable at double time and one half. overtime
is also payable at double time and one half before 7.00am and after 6.00pm on public
holidays.
74
the following arrangements will also apply to oawg field employees who work
overtime on anzac day:
a)
when anzac day falls on a weekday - single time and one half in addition to normal |
| dva-enterprise-agreement-2019-2022.txt | 1005 | overtime | on public holidays overtime is payable at single time and one half in addition to the
normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30
minutes are worked. overtime is then payable at double time and one half. overtime
is also payable at double time and one half before 7.00am and after 6.00pm on public
holidays.
74
the following arrangements will also apply to oawg field employees who work
overtime on anzac day:
a)
when anzac day falls on a weekday - single time and one half in addition to normal
hourly rate of salary during the period 5.00am to 9.00pm until 8 hours are worked.
overtime is then payable at double time and one half; and
b)
when anzac day falls on a weekend - double time and one half for any hours
worked.
minimum payment
75
where an employee reports for approved overtime that is not continuous with ordinary
duty the employee will be paid for a minimum of three hours at the prescribed
11
dva enterprise agreement 2019-2022
|
| dva-enterprise-agreement-2019-2022.txt | 1007 | overtime | minutes are worked. overtime is then payable at double time and one half. overtime
is also payable at double time and one half before 7.00am and after 6.00pm on public
holidays.
74
the following arrangements will also apply to oawg field employees who work
overtime on anzac day:
a)
when anzac day falls on a weekday - single time and one half in addition to normal
hourly rate of salary during the period 5.00am to 9.00pm until 8 hours are worked.
overtime is then payable at double time and one half; and
b)
when anzac day falls on a weekend - double time and one half for any hours
worked.
minimum payment
75
where an employee reports for approved overtime that is not continuous with ordinary
duty the employee will be paid for a minimum of three hours at the prescribed
11
dva enterprise agreement 2019-2022
overtime rate. this minimum payment will also be paid in the event the employee
reports for approved overtime and is subsequently not required to perform that duty. |
| dva-enterprise-agreement-2019-2022.txt | 1014 | overtime | overtime on anzac day:
a)
when anzac day falls on a weekday - single time and one half in addition to normal
hourly rate of salary during the period 5.00am to 9.00pm until 8 hours are worked.
overtime is then payable at double time and one half; and
b)
when anzac day falls on a weekend - double time and one half for any hours
worked.
minimum payment
75
where an employee reports for approved overtime that is not continuous with ordinary
duty the employee will be paid for a minimum of three hours at the prescribed
11
dva enterprise agreement 2019-2022
overtime rate. this minimum payment will also be paid in the event the employee
reports for approved overtime and is subsequently not required to perform that duty.
emergency duty
76
77
this clause applies if: |
| dva-enterprise-agreement-2019-2022.txt | 1019 | overtime | overtime is then payable at double time and one half; and
b)
when anzac day falls on a weekend - double time and one half for any hours
worked.
minimum payment
75
where an employee reports for approved overtime that is not continuous with ordinary
duty the employee will be paid for a minimum of three hours at the prescribed
11
dva enterprise agreement 2019-2022
overtime rate. this minimum payment will also be paid in the event the employee
reports for approved overtime and is subsequently not required to perform that duty.
emergency duty
76
77
this clause applies if:
a)
an employee is directed to attend for duty; and
b) |
| dva-enterprise-agreement-2019-2022.txt | 1029 | overtime | where an employee reports for approved overtime that is not continuous with ordinary
duty the employee will be paid for a minimum of three hours at the prescribed
11
dva enterprise agreement 2019-2022
overtime rate. this minimum payment will also be paid in the event the employee
reports for approved overtime and is subsequently not required to perform that duty.
emergency duty
76
77
this clause applies if:
a)
an employee is directed to attend for duty; and
b)
the employee would not ordinarily have been on duty at that time; and
c)
the employee was not given notice of the direction before ceasing ordinary duty;
and
for the time on duty, the employee is to be paid:
a) |
| dva-enterprise-agreement-2019-2022.txt | 1035 | overtime | overtime rate. this minimum payment will also be paid in the event the employee
reports for approved overtime and is subsequently not required to perform that duty.
emergency duty
76
77
this clause applies if:
a)
an employee is directed to attend for duty; and
b)
the employee would not ordinarily have been on duty at that time; and
c)
the employee was not given notice of the direction before ceasing ordinary duty;
and
for the time on duty, the employee is to be paid:
a)
a minimum of 2 hours ; and
b)
at the rate of double time. |
| dva-enterprise-agreement-2019-2022.txt | 1036 | overtime | reports for approved overtime and is subsequently not required to perform that duty.
emergency duty
76
77
this clause applies if:
a)
an employee is directed to attend for duty; and
b)
the employee would not ordinarily have been on duty at that time; and
c)
the employee was not given notice of the direction before ceasing ordinary duty;
and
for the time on duty, the employee is to be paid:
a)
a minimum of 2 hours ; and
b)
at the rate of double time.
|
| dva-enterprise-agreement-2019-2022.txt | 1068 | travel | the time on duty is taken to include reasonable time necessarily spent travelling to and
from duty
79
employees are entitled to a break of at least eight consecutive hours, plus reasonable
travelling time, between the time they finish duty (which includes emergency duty
worked that is continuous with ordinary duty) and the time they are next required to
resume or continue work, without loss of pay. where this break is not possible due to
business needs, the employee will be paid at double ordinary time rates for any period
of work until an eight-hour break occurs.
rest relief after overtime
80
an employee who works overtime will be entitled to an eight hour break plus
reasonable travelling time before recommencing work, without incurring any loss of
pay or deduction from flextime.
81
an eligible employee who is directed to return to duty without the eight-hour break will
be paid double time (i.e. single time in addition to the normal hourly rate of salary) for
duty performed until an eight-hour break can be taken. an employee not eligible for
overtime who is not able to have an eight hour break should be granted time off in
lieu equal to the period of duty performed until an eight hour break can be taken.
time off in lieu (toil) of overtime
82
|
| dva-enterprise-agreement-2019-2022.txt | 1074 | travel | travelling time, between the time they finish duty (which includes emergency duty
worked that is continuous with ordinary duty) and the time they are next required to
resume or continue work, without loss of pay. where this break is not possible due to
business needs, the employee will be paid at double ordinary time rates for any period
of work until an eight-hour break occurs.
rest relief after overtime
80
an employee who works overtime will be entitled to an eight hour break plus
reasonable travelling time before recommencing work, without incurring any loss of
pay or deduction from flextime.
81
an eligible employee who is directed to return to duty without the eight-hour break will
be paid double time (i.e. single time in addition to the normal hourly rate of salary) for
duty performed until an eight-hour break can be taken. an employee not eligible for
overtime who is not able to have an eight hour break should be granted time off in
lieu equal to the period of duty performed until an eight hour break can be taken.
time off in lieu (toil) of overtime
82
employees eligible for overtime payment have the option to receive toil instead of
overtime payments, calculated at the applicable overtime rate. in cases where toil
has been granted but operational requirements have prevented the employee from
taking time off within 4 weeks or other agreed period, payment of overtime will then
be made.
|
| dva-enterprise-agreement-2019-2022.txt | 1080 | overtime | rest relief after overtime
80
an employee who works overtime will be entitled to an eight hour break plus
reasonable travelling time before recommencing work, without incurring any loss of
pay or deduction from flextime.
81
an eligible employee who is directed to return to duty without the eight-hour break will
be paid double time (i.e. single time in addition to the normal hourly rate of salary) for
duty performed until an eight-hour break can be taken. an employee not eligible for
overtime who is not able to have an eight hour break should be granted time off in
lieu equal to the period of duty performed until an eight hour break can be taken.
time off in lieu (toil) of overtime
82
employees eligible for overtime payment have the option to receive toil instead of
overtime payments, calculated at the applicable overtime rate. in cases where toil
has been granted but operational requirements have prevented the employee from
taking time off within 4 weeks or other agreed period, payment of overtime will then
be made.
overtime meal allowance
83
84
an overtime meal allowance is payable to employees who are required to work |
| dva-enterprise-agreement-2019-2022.txt | 1083 | overtime | an employee who works overtime will be entitled to an eight hour break plus
reasonable travelling time before recommencing work, without incurring any loss of
pay or deduction from flextime.
81
an eligible employee who is directed to return to duty without the eight-hour break will
be paid double time (i.e. single time in addition to the normal hourly rate of salary) for
duty performed until an eight-hour break can be taken. an employee not eligible for
overtime who is not able to have an eight hour break should be granted time off in
lieu equal to the period of duty performed until an eight hour break can be taken.
time off in lieu (toil) of overtime
82
employees eligible for overtime payment have the option to receive toil instead of
overtime payments, calculated at the applicable overtime rate. in cases where toil
has been granted but operational requirements have prevented the employee from
taking time off within 4 weeks or other agreed period, payment of overtime will then
be made.
overtime meal allowance
83
84
an overtime meal allowance is payable to employees who are required to work
authorised overtime away from home:
a)
|
| dva-enterprise-agreement-2019-2022.txt | 1084 | travel | reasonable travelling time before recommencing work, without incurring any loss of
pay or deduction from flextime.
81
an eligible employee who is directed to return to duty without the eight-hour break will
be paid double time (i.e. single time in addition to the normal hourly rate of salary) for
duty performed until an eight-hour break can be taken. an employee not eligible for
overtime who is not able to have an eight hour break should be granted time off in
lieu equal to the period of duty performed until an eight hour break can be taken.
time off in lieu (toil) of overtime
82
employees eligible for overtime payment have the option to receive toil instead of
overtime payments, calculated at the applicable overtime rate. in cases where toil
has been granted but operational requirements have prevented the employee from
taking time off within 4 weeks or other agreed period, payment of overtime will then
be made.
overtime meal allowance
83
84
an overtime meal allowance is payable to employees who are required to work
authorised overtime away from home:
a)
for a continuous period of at least 2 hours on a monday to friday, that extends to |
| dva-enterprise-agreement-2019-2022.txt | 1085 | flextime | pay or deduction from flextime.
81
an eligible employee who is directed to return to duty without the eight-hour break will
be paid double time (i.e. single time in addition to the normal hourly rate of salary) for
duty performed until an eight-hour break can be taken. an employee not eligible for
overtime who is not able to have an eight hour break should be granted time off in
lieu equal to the period of duty performed until an eight hour break can be taken.
time off in lieu (toil) of overtime
82
employees eligible for overtime payment have the option to receive toil instead of
overtime payments, calculated at the applicable overtime rate. in cases where toil
has been granted but operational requirements have prevented the employee from
taking time off within 4 weeks or other agreed period, payment of overtime will then
be made.
overtime meal allowance
83
84
an overtime meal allowance is payable to employees who are required to work
authorised overtime away from home:
a)
for a continuous period of at least 2 hours on a monday to friday, that extends to
the completion of, or beyond, a meal period; or |
| dva-enterprise-agreement-2019-2022.txt | 1092 | overtime | overtime who is not able to have an eight hour break should be granted time off in
lieu equal to the period of duty performed until an eight hour break can be taken.
time off in lieu (toil) of overtime
82
employees eligible for overtime payment have the option to receive toil instead of
overtime payments, calculated at the applicable overtime rate. in cases where toil
has been granted but operational requirements have prevented the employee from
taking time off within 4 weeks or other agreed period, payment of overtime will then
be made.
overtime meal allowance
83
84
an overtime meal allowance is payable to employees who are required to work
authorised overtime away from home:
a)
for a continuous period of at least 2 hours on a monday to friday, that extends to
the completion of, or beyond, a meal period; or
b)
for a continuous period of at least 3 hours on a saturday, sunday or public holiday
that commences prior to and ceases at the completion of, or beyond, a meal
period; and
|
| dva-enterprise-agreement-2019-2022.txt | 1095 | overtime | time off in lieu (toil) of overtime
82
employees eligible for overtime payment have the option to receive toil instead of
overtime payments, calculated at the applicable overtime rate. in cases where toil
has been granted but operational requirements have prevented the employee from
taking time off within 4 weeks or other agreed period, payment of overtime will then
be made.
overtime meal allowance
83
84
an overtime meal allowance is payable to employees who are required to work
authorised overtime away from home:
a)
for a continuous period of at least 2 hours on a monday to friday, that extends to
the completion of, or beyond, a meal period; or
b)
for a continuous period of at least 3 hours on a saturday, sunday or public holiday
that commences prior to and ceases at the completion of, or beyond, a meal
period; and
c)
if a meal break of at least 30 minutes is actually taken, except where overtime is |
| dva-enterprise-agreement-2019-2022.txt | 1098 | overtime | employees eligible for overtime payment have the option to receive toil instead of
overtime payments, calculated at the applicable overtime rate. in cases where toil
has been granted but operational requirements have prevented the employee from
taking time off within 4 weeks or other agreed period, payment of overtime will then
be made.
overtime meal allowance
83
84
an overtime meal allowance is payable to employees who are required to work
authorised overtime away from home:
a)
for a continuous period of at least 2 hours on a monday to friday, that extends to
the completion of, or beyond, a meal period; or
b)
for a continuous period of at least 3 hours on a saturday, sunday or public holiday
that commences prior to and ceases at the completion of, or beyond, a meal
period; and
c)
if a meal break of at least 30 minutes is actually taken, except where overtime is
continuous with normal duty.
for the purposes of overtime meal allowance, a meal period is: |
| dva-enterprise-agreement-2019-2022.txt | 1099 | overtime | overtime payments, calculated at the applicable overtime rate. in cases where toil
has been granted but operational requirements have prevented the employee from
taking time off within 4 weeks or other agreed period, payment of overtime will then
be made.
overtime meal allowance
83
84
an overtime meal allowance is payable to employees who are required to work
authorised overtime away from home:
a)
for a continuous period of at least 2 hours on a monday to friday, that extends to
the completion of, or beyond, a meal period; or
b)
for a continuous period of at least 3 hours on a saturday, sunday or public holiday
that commences prior to and ceases at the completion of, or beyond, a meal
period; and
c)
if a meal break of at least 30 minutes is actually taken, except where overtime is
continuous with normal duty.
for the purposes of overtime meal allowance, a meal period is:
12 |
| dva-enterprise-agreement-2019-2022.txt | 1101 | overtime | taking time off within 4 weeks or other agreed period, payment of overtime will then
be made.
overtime meal allowance
83
84
an overtime meal allowance is payable to employees who are required to work
authorised overtime away from home:
a)
for a continuous period of at least 2 hours on a monday to friday, that extends to
the completion of, or beyond, a meal period; or
b)
for a continuous period of at least 3 hours on a saturday, sunday or public holiday
that commences prior to and ceases at the completion of, or beyond, a meal
period; and
c)
if a meal break of at least 30 minutes is actually taken, except where overtime is
continuous with normal duty.
for the purposes of overtime meal allowance, a meal period is:
12
dva enterprise agreement 2019-2022 |
| dva-enterprise-agreement-2019-2022.txt | 1104 | overtime | overtime meal allowance
83
84
an overtime meal allowance is payable to employees who are required to work
authorised overtime away from home:
a)
for a continuous period of at least 2 hours on a monday to friday, that extends to
the completion of, or beyond, a meal period; or
b)
for a continuous period of at least 3 hours on a saturday, sunday or public holiday
that commences prior to and ceases at the completion of, or beyond, a meal
period; and
c)
if a meal break of at least 30 minutes is actually taken, except where overtime is
continuous with normal duty.
for the purposes of overtime meal allowance, a meal period is:
12
dva enterprise agreement 2019-2022
monday to friday:
|
| dva-enterprise-agreement-2019-2022.txt | 1109 | overtime | an overtime meal allowance is payable to employees who are required to work
authorised overtime away from home:
a)
for a continuous period of at least 2 hours on a monday to friday, that extends to
the completion of, or beyond, a meal period; or
b)
for a continuous period of at least 3 hours on a saturday, sunday or public holiday
that commences prior to and ceases at the completion of, or beyond, a meal
period; and
c)
if a meal break of at least 30 minutes is actually taken, except where overtime is
continuous with normal duty.
for the purposes of overtime meal allowance, a meal period is:
12
dva enterprise agreement 2019-2022
monday to friday:
7.00am to 9.00am
6.00pm to 7.00pm and
midnight to 1.00am.
saturdays, sundays & |
| dva-enterprise-agreement-2019-2022.txt | 1110 | overtime | authorised overtime away from home:
a)
for a continuous period of at least 2 hours on a monday to friday, that extends to
the completion of, or beyond, a meal period; or
b)
for a continuous period of at least 3 hours on a saturday, sunday or public holiday
that commences prior to and ceases at the completion of, or beyond, a meal
period; and
c)
if a meal break of at least 30 minutes is actually taken, except where overtime is
continuous with normal duty.
for the purposes of overtime meal allowance, a meal period is:
12
dva enterprise agreement 2019-2022
monday to friday:
7.00am to 9.00am
6.00pm to 7.00pm and
midnight to 1.00am.
saturdays, sundays &
|
| dva-enterprise-agreement-2019-2022.txt | 1124 | overtime | if a meal break of at least 30 minutes is actually taken, except where overtime is
continuous with normal duty.
for the purposes of overtime meal allowance, a meal period is:
12
dva enterprise agreement 2019-2022
monday to friday:
7.00am to 9.00am
6.00pm to 7.00pm and
midnight to 1.00am.
saturdays, sundays &
7.00am to 9.00am; 12.00pm to 2.00pm;
public holidays:
6.00pm to 7.00pm; and midnight to 1.00am
85
an employee working overtime from home is not entitled to be paid meal allowance.
overtime is not payable during a meal break.
86
the overtime meal allowance rate will be determined by the secretary with reference |
| dva-enterprise-agreement-2019-2022.txt | 1127 | overtime | for the purposes of overtime meal allowance, a meal period is:
12
dva enterprise agreement 2019-2022
monday to friday:
7.00am to 9.00am
6.00pm to 7.00pm and
midnight to 1.00am.
saturdays, sundays &
7.00am to 9.00am; 12.00pm to 2.00pm;
public holidays:
6.00pm to 7.00pm; and midnight to 1.00am
85
an employee working overtime from home is not entitled to be paid meal allowance.
overtime is not payable during a meal break.
86
the overtime meal allowance rate will be determined by the secretary with reference
to the relevant subscription service.
domestic travel |
| dva-enterprise-agreement-2019-2022.txt | 1148 | overtime | an employee working overtime from home is not entitled to be paid meal allowance.
overtime is not payable during a meal break.
86
the overtime meal allowance rate will be determined by the secretary with reference
to the relevant subscription service.
domestic travel
travel allowance
87
an employee absent overnight from their usual place of work will be paid an
allowance for meals and incidentals determined by reference to the relevant
subscription service.
88
an employee will receive an accommodation payment of $50 for each overnight stay
if they choose to stay in non-commercial accommodation. employees who have
travelled away from their usual place of work and resided in the one locality for a
period of 21 days may be provided with assistance as set out under the temporary
relocation provisions in this agreement.
89
further details are provided in the relevant dva policy.
overseas travel
90 |
| dva-enterprise-agreement-2019-2022.txt | 1149 | overtime | overtime is not payable during a meal break.
86
the overtime meal allowance rate will be determined by the secretary with reference
to the relevant subscription service.
domestic travel
travel allowance
87
an employee absent overnight from their usual place of work will be paid an
allowance for meals and incidentals determined by reference to the relevant
subscription service.
88
an employee will receive an accommodation payment of $50 for each overnight stay
if they choose to stay in non-commercial accommodation. employees who have
travelled away from their usual place of work and resided in the one locality for a
period of 21 days may be provided with assistance as set out under the temporary
relocation provisions in this agreement.
89
further details are provided in the relevant dva policy.
overseas travel
90
|
| dva-enterprise-agreement-2019-2022.txt | 1153 | overtime | the overtime meal allowance rate will be determined by the secretary with reference
to the relevant subscription service.
domestic travel
travel allowance
87
an employee absent overnight from their usual place of work will be paid an
allowance for meals and incidentals determined by reference to the relevant
subscription service.
88
an employee will receive an accommodation payment of $50 for each overnight stay
if they choose to stay in non-commercial accommodation. employees who have
travelled away from their usual place of work and resided in the one locality for a
period of 21 days may be provided with assistance as set out under the temporary
relocation provisions in this agreement.
89
further details are provided in the relevant dva policy.
overseas travel
90
the class of travel and other conditions applicable to travel on official business
overseas will in accordance with government travel policy and as determined by the
secretary.
|
| dva-enterprise-agreement-2019-2022.txt | 1156 | travel | domestic travel
travel allowance
87
an employee absent overnight from their usual place of work will be paid an
allowance for meals and incidentals determined by reference to the relevant
subscription service.
88
an employee will receive an accommodation payment of $50 for each overnight stay
if they choose to stay in non-commercial accommodation. employees who have
travelled away from their usual place of work and resided in the one locality for a
period of 21 days may be provided with assistance as set out under the temporary
relocation provisions in this agreement.
89
further details are provided in the relevant dva policy.
overseas travel
90
the class of travel and other conditions applicable to travel on official business
overseas will in accordance with government travel policy and as determined by the
secretary.
relocation assistance
91
|
| dva-enterprise-agreement-2019-2022.txt | 1157 | travel | travel allowance
87
an employee absent overnight from their usual place of work will be paid an
allowance for meals and incidentals determined by reference to the relevant
subscription service.
88
an employee will receive an accommodation payment of $50 for each overnight stay
if they choose to stay in non-commercial accommodation. employees who have
travelled away from their usual place of work and resided in the one locality for a
period of 21 days may be provided with assistance as set out under the temporary
relocation provisions in this agreement.
89
further details are provided in the relevant dva policy.
overseas travel
90
the class of travel and other conditions applicable to travel on official business
overseas will in accordance with government travel policy and as determined by the
secretary.
relocation assistance
91
employees relocated in the public interest, as defined in this agreement, other than |
| dva-enterprise-agreement-2019-2022.txt | 1157 | travel allowance | travel allowance
87
an employee absent overnight from their usual place of work will be paid an
allowance for meals and incidentals determined by reference to the relevant
subscription service.
88
an employee will receive an accommodation payment of $50 for each overnight stay
if they choose to stay in non-commercial accommodation. employees who have
travelled away from their usual place of work and resided in the one locality for a
period of 21 days may be provided with assistance as set out under the temporary
relocation provisions in this agreement.
89
further details are provided in the relevant dva policy.
overseas travel
90
the class of travel and other conditions applicable to travel on official business
overseas will in accordance with government travel policy and as determined by the
secretary.
relocation assistance
91
employees relocated in the public interest, as defined in this agreement, other than |
| dva-enterprise-agreement-2019-2022.txt | 1168 | travel | travelled away from their usual place of work and resided in the one locality for a
period of 21 days may be provided with assistance as set out under the temporary
relocation provisions in this agreement.
89
further details are provided in the relevant dva policy.
overseas travel
90
the class of travel and other conditions applicable to travel on official business
overseas will in accordance with government travel policy and as determined by the
secretary.
relocation assistance
91
employees relocated in the public interest, as defined in this agreement, other than
those relocated on engagement, are entitled to disturbance allowance (except
where relocated temporarily) and food allowance as provided at attachment c.
92
the secretary may also provide other reasonable financial assistance to eligible
employees to compensate for reasonable costs incurred as a result of the relocation.
93
further details are provided in the relevant dva policy. |
| dva-enterprise-agreement-2019-2022.txt | 1176 | travel | overseas travel
90
the class of travel and other conditions applicable to travel on official business
overseas will in accordance with government travel policy and as determined by the
secretary.
relocation assistance
91
employees relocated in the public interest, as defined in this agreement, other than
those relocated on engagement, are entitled to disturbance allowance (except
where relocated temporarily) and food allowance as provided at attachment c.
92
the secretary may also provide other reasonable financial assistance to eligible
employees to compensate for reasonable costs incurred as a result of the relocation.
93
further details are provided in the relevant dva policy.
remote localities assistance
94
remote localities assistance is available to an ongoing employee whose headquarters
is in a remote locality as defined by the australian standard geographical
classification (asgc) remoteness structure. as at the date of operation of this
agreement the only dva locality defined as remote under the asgc is adelaide river. |
| dva-enterprise-agreement-2019-2022.txt | 1179 | travel | the class of travel and other conditions applicable to travel on official business
overseas will in accordance with government travel policy and as determined by the
secretary.
relocation assistance
91
employees relocated in the public interest, as defined in this agreement, other than
those relocated on engagement, are entitled to disturbance allowance (except
where relocated temporarily) and food allowance as provided at attachment c.
92
the secretary may also provide other reasonable financial assistance to eligible
employees to compensate for reasonable costs incurred as a result of the relocation.
93
further details are provided in the relevant dva policy.
remote localities assistance
94
remote localities assistance is available to an ongoing employee whose headquarters
is in a remote locality as defined by the australian standard geographical
classification (asgc) remoteness structure. as at the date of operation of this
agreement the only dva locality defined as remote under the asgc is adelaide river.
95
|
| dva-enterprise-agreement-2019-2022.txt | 1180 | travel | overseas will in accordance with government travel policy and as determined by the
secretary.
relocation assistance
91
employees relocated in the public interest, as defined in this agreement, other than
those relocated on engagement, are entitled to disturbance allowance (except
where relocated temporarily) and food allowance as provided at attachment c.
92
the secretary may also provide other reasonable financial assistance to eligible
employees to compensate for reasonable costs incurred as a result of the relocation.
93
further details are provided in the relevant dva policy.
remote localities assistance
94
remote localities assistance is available to an ongoing employee whose headquarters
is in a remote locality as defined by the australian standard geographical
classification (asgc) remoteness structure. as at the date of operation of this
agreement the only dva locality defined as remote under the asgc is adelaide river.
95
dva ongoing employees who have continued to be headquartered in darwin or |
| dva-enterprise-agreement-2019-2022.txt | 1275 | travel | where the employee and their dependants choose to travel by motor vehicle, the
employee will be paid the appropriate motor vehicle allowance for the kilometres
between the remote locality and the nearest capital city and may seek
reimbursement of reasonable additional costs. total payment will not exceed the lfa
that would otherwise be payable.
travel for medical, specialist medical or emergency dental treatment
105
the secretary may approve economy air travel, in accordance with government
travel policy, or reimbursement up to the cost of economy air travel, to another
location for an employee who is eligible for district allowance, or their dependant(s)
residing at the same locality, and an attendant if necessary, for the purpose of
obtaining necessary medical, specialist medical or emergency dental treatment.
reimbursement of fares for emergency or compassionate travel
106
if a member of the immediate family of an employee who is eligible for district
allowance, or their dependant(s) residing at the same locality, becomes critically ill or
dies, the secretary may approve reimbursement of receipted costs of return economy
fares reasonably incurred for travel within australia.
14
dva enterprise agreement 2019-2022
child reunion fares
107
where the child of an employee who is eligible for district allowance attends a primary |
| dva-enterprise-agreement-2019-2022.txt | 1281 | travel | travel for medical, specialist medical or emergency dental treatment
105
the secretary may approve economy air travel, in accordance with government
travel policy, or reimbursement up to the cost of economy air travel, to another
location for an employee who is eligible for district allowance, or their dependant(s)
residing at the same locality, and an attendant if necessary, for the purpose of
obtaining necessary medical, specialist medical or emergency dental treatment.
reimbursement of fares for emergency or compassionate travel
106
if a member of the immediate family of an employee who is eligible for district
allowance, or their dependant(s) residing at the same locality, becomes critically ill or
dies, the secretary may approve reimbursement of receipted costs of return economy
fares reasonably incurred for travel within australia.
14
dva enterprise agreement 2019-2022
child reunion fares
107
where the child of an employee who is eligible for district allowance attends a primary
or secondary school away from the employee's location, the secretary may approve
reunion travel for the child to visit the employee at the remote locality or the nearest
capital city.
individual flexibility arrangements
108 |
| dva-enterprise-agreement-2019-2022.txt | 1284 | travel | the secretary may approve economy air travel, in accordance with government
travel policy, or reimbursement up to the cost of economy air travel, to another
location for an employee who is eligible for district allowance, or their dependant(s)
residing at the same locality, and an attendant if necessary, for the purpose of
obtaining necessary medical, specialist medical or emergency dental treatment.
reimbursement of fares for emergency or compassionate travel
106
if a member of the immediate family of an employee who is eligible for district
allowance, or their dependant(s) residing at the same locality, becomes critically ill or
dies, the secretary may approve reimbursement of receipted costs of return economy
fares reasonably incurred for travel within australia.
14
dva enterprise agreement 2019-2022
child reunion fares
107
where the child of an employee who is eligible for district allowance attends a primary
or secondary school away from the employee's location, the secretary may approve
reunion travel for the child to visit the employee at the remote locality or the nearest
capital city.
individual flexibility arrangements
108
the secretary and an employee covered by this agreement may agree to make an
individual flexibility arrangement to vary the effect of the terms of the agreement if: |
| dva-enterprise-agreement-2019-2022.txt | 1285 | travel | travel policy, or reimbursement up to the cost of economy air travel, to another
location for an employee who is eligible for district allowance, or their dependant(s)
residing at the same locality, and an attendant if necessary, for the purpose of
obtaining necessary medical, specialist medical or emergency dental treatment.
reimbursement of fares for emergency or compassionate travel
106
if a member of the immediate family of an employee who is eligible for district
allowance, or their dependant(s) residing at the same locality, becomes critically ill or
dies, the secretary may approve reimbursement of receipted costs of return economy
fares reasonably incurred for travel within australia.
14
dva enterprise agreement 2019-2022
child reunion fares
107
where the child of an employee who is eligible for district allowance attends a primary
or secondary school away from the employee's location, the secretary may approve
reunion travel for the child to visit the employee at the remote locality or the nearest
capital city.
individual flexibility arrangements
108
the secretary and an employee covered by this agreement may agree to make an
individual flexibility arrangement to vary the effect of the terms of the agreement if:
a) |
| dva-enterprise-agreement-2019-2022.txt | 1290 | travel | reimbursement of fares for emergency or compassionate travel
106
if a member of the immediate family of an employee who is eligible for district
allowance, or their dependant(s) residing at the same locality, becomes critically ill or
dies, the secretary may approve reimbursement of receipted costs of return economy
fares reasonably incurred for travel within australia.
14
dva enterprise agreement 2019-2022
child reunion fares
107
where the child of an employee who is eligible for district allowance attends a primary
or secondary school away from the employee's location, the secretary may approve
reunion travel for the child to visit the employee at the remote locality or the nearest
capital city.
individual flexibility arrangements
108
the secretary and an employee covered by this agreement may agree to make an
individual flexibility arrangement to vary the effect of the terms of the agreement if:
a)
109
110
|
| dva-enterprise-agreement-2019-2022.txt | 1296 | travel | fares reasonably incurred for travel within australia.
14
dva enterprise agreement 2019-2022
child reunion fares
107
where the child of an employee who is eligible for district allowance attends a primary
or secondary school away from the employee's location, the secretary may approve
reunion travel for the child to visit the employee at the remote locality or the nearest
capital city.
individual flexibility arrangements
108
the secretary and an employee covered by this agreement may agree to make an
individual flexibility arrangement to vary the effect of the terms of the agreement if:
a)
109
110
the arrangement deals with one or more of the following matters:
(i)
arrangements about when work is performed;
(ii) |
| dva-enterprise-agreement-2019-2022.txt | 1306 | travel | reunion travel for the child to visit the employee at the remote locality or the nearest
capital city.
individual flexibility arrangements
108
the secretary and an employee covered by this agreement may agree to make an
individual flexibility arrangement to vary the effect of the terms of the agreement if:
a)
109
110
the arrangement deals with one or more of the following matters:
(i)
arrangements about when work is performed;
(ii)
overtime rates;
(iii)
penalty rates
(iv)
allowances |
| dva-enterprise-agreement-2019-2022.txt | 1327 | overtime | overtime rates;
(iii)
penalty rates
(iv)
allowances
(v)
remuneration; and/or
(vi)
leave; and
b)
the arrangement meets the genuine needs of dva and the employee in relation to
one or more of the matters mentioned in clause 108(a); and
c)
the arrangement is genuinely agreed to by the secretary and the employee.
the secretary must ensure that the terms of the individual flexibility arrangement:
a)
|
| dva-enterprise-agreement-2019-2022.txt | 1444 | parental leave | leave without pay, parental leave without pay and adoption/fostering leave without
pay) unless otherwise required under legislation or fund requirements.
116
dva will make employer superannuation contributions for those employees exercising
superannuation choice as if those employees were members of the public sector
superannuation accumulation plan.
additional matters
117
where considered appropriate, the secretary may authorise payment of an
allowance or reimbursement of expenses incurred by an employee in the course of
employment. further information is provided in the relevant dva policy.
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dva enterprise agreement 2019-2022
part d
working arrangements
hours of duty
recording attendance
118
employees will each day record their actual time of arrival and departure and any
breaks. further information is provided in the relevant dva policy.
|
| dva-enterprise-agreement-2019-2022.txt | 1522 | overtime | hours worked on this basis will be treated as ordinary hours and will not attract overtime
rates.
126
dva may recruit employees with prescribed hours of duty to meet specific business
needs.
working patterns
127
the normal pattern of hours that an employee may work between the approved span
is subject to agreement of the employee’s manager who will first consider operational
requirements and then the needs of the employee and other employees in the work
area, and any other relevant matter.
128
all employees should have a break of at least 30 minutes after working 5 consecutive
hours.
129
employees eligible for overtime payments must not work for more than 10 hours
ordinary time a day or 5 consecutive hours without a meal break of at least 30 minutes.
time spent travelling away from normal headquarters on official business does not
contribute towards the accumulation of 10 hours ordinary time for the purposes of this
17
dva enterprise agreement 2019-2022 |
| dva-enterprise-agreement-2019-2022.txt | 1545 | overtime | employees eligible for overtime payments must not work for more than 10 hours
ordinary time a day or 5 consecutive hours without a meal break of at least 30 minutes.
time spent travelling away from normal headquarters on official business does not
contribute towards the accumulation of 10 hours ordinary time for the purposes of this
17
dva enterprise agreement 2019-2022
clause, but is recorded as flextime if it occurs between the span of hours or an agreed
alternative span.
flextime
130
flextime will be available to all employees at the aps level 6 (or equivalent)
classification or below, except oawg field employees. flextime is a scheme of flexible
working hours arrangements that enables variation of working hours, patterns and
arrangements, to provide maximum organisational flexibility with benefits to clients,
employees and dva. further information is available in the dva working hours and
flextime policy. under the scheme, an employee may:
a)
accumulate a flex credit where they work hours in excess of the standard day or a
flex debit where they work less than the standard working day;
b)
carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next
settlement period;
|
| dva-enterprise-agreement-2019-2022.txt | 1547 | travel | time spent travelling away from normal headquarters on official business does not
contribute towards the accumulation of 10 hours ordinary time for the purposes of this
17
dva enterprise agreement 2019-2022
clause, but is recorded as flextime if it occurs between the span of hours or an agreed
alternative span.
flextime
130
flextime will be available to all employees at the aps level 6 (or equivalent)
classification or below, except oawg field employees. flextime is a scheme of flexible
working hours arrangements that enables variation of working hours, patterns and
arrangements, to provide maximum organisational flexibility with benefits to clients,
employees and dva. further information is available in the dva working hours and
flextime policy. under the scheme, an employee may:
a)
accumulate a flex credit where they work hours in excess of the standard day or a
flex debit where they work less than the standard working day;
b)
carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next
settlement period;
c)
|
| dva-enterprise-agreement-2019-2022.txt | 1553 | flextime | clause, but is recorded as flextime if it occurs between the span of hours or an agreed
alternative span.
flextime
130
flextime will be available to all employees at the aps level 6 (or equivalent)
classification or below, except oawg field employees. flextime is a scheme of flexible
working hours arrangements that enables variation of working hours, patterns and
arrangements, to provide maximum organisational flexibility with benefits to clients,
employees and dva. further information is available in the dva working hours and
flextime policy. under the scheme, an employee may:
a)
accumulate a flex credit where they work hours in excess of the standard day or a
flex debit where they work less than the standard working day;
b)
carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next
settlement period;
c)
count travel time during official travel away from normal headquarters and
between the normal span of hours monday to friday, or agreed alternative span,
as hours worked in a settlement period; and
d)
|
| dva-enterprise-agreement-2019-2022.txt | 1556 | flextime | flextime
130
flextime will be available to all employees at the aps level 6 (or equivalent)
classification or below, except oawg field employees. flextime is a scheme of flexible
working hours arrangements that enables variation of working hours, patterns and
arrangements, to provide maximum organisational flexibility with benefits to clients,
employees and dva. further information is available in the dva working hours and
flextime policy. under the scheme, an employee may:
a)
accumulate a flex credit where they work hours in excess of the standard day or a
flex debit where they work less than the standard working day;
b)
carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next
settlement period;
c)
count travel time during official travel away from normal headquarters and
between the normal span of hours monday to friday, or agreed alternative span,
as hours worked in a settlement period; and
d)
access flex credit subject to agreement of their manager with agreement not being
unreasonably withheld.
|
| dva-enterprise-agreement-2019-2022.txt | 1559 | flextime | flextime will be available to all employees at the aps level 6 (or equivalent)
classification or below, except oawg field employees. flextime is a scheme of flexible
working hours arrangements that enables variation of working hours, patterns and
arrangements, to provide maximum organisational flexibility with benefits to clients,
employees and dva. further information is available in the dva working hours and
flextime policy. under the scheme, an employee may:
a)
accumulate a flex credit where they work hours in excess of the standard day or a
flex debit where they work less than the standard working day;
b)
carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next
settlement period;
c)
count travel time during official travel away from normal headquarters and
between the normal span of hours monday to friday, or agreed alternative span,
as hours worked in a settlement period; and
d)
access flex credit subject to agreement of their manager with agreement not being
unreasonably withheld.
executive levels
131
|
| dva-enterprise-agreement-2019-2022.txt | 1560 | flextime | classification or below, except oawg field employees. flextime is a scheme of flexible
working hours arrangements that enables variation of working hours, patterns and
arrangements, to provide maximum organisational flexibility with benefits to clients,
employees and dva. further information is available in the dva working hours and
flextime policy. under the scheme, an employee may:
a)
accumulate a flex credit where they work hours in excess of the standard day or a
flex debit where they work less than the standard working day;
b)
carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next
settlement period;
c)
count travel time during official travel away from normal headquarters and
between the normal span of hours monday to friday, or agreed alternative span,
as hours worked in a settlement period; and
d)
access flex credit subject to agreement of their manager with agreement not being
unreasonably withheld.
executive levels
131
the working arrangements (including working patterns) for employees at the executive |
| dva-enterprise-agreement-2019-2022.txt | 1564 | flextime | flextime policy. under the scheme, an employee may:
a)
accumulate a flex credit where they work hours in excess of the standard day or a
flex debit where they work less than the standard working day;
b)
carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next
settlement period;
c)
count travel time during official travel away from normal headquarters and
between the normal span of hours monday to friday, or agreed alternative span,
as hours worked in a settlement period; and
d)
access flex credit subject to agreement of their manager with agreement not being
unreasonably withheld.
executive levels
131
the working arrangements (including working patterns) for employees at the executive
level 1 and 2 classifications (or equivalent) are subject to agreement by their
manager. executive level employees will not be required to work additional hours for
extended periods. managers and executive level employees should work together to
manage workload requirements, working hours and work/life balance. |
| dva-enterprise-agreement-2019-2022.txt | 1577 | travel | count travel time during official travel away from normal headquarters and
between the normal span of hours monday to friday, or agreed alternative span,
as hours worked in a settlement period; and
d)
access flex credit subject to agreement of their manager with agreement not being
unreasonably withheld.
executive levels
131
the working arrangements (including working patterns) for employees at the executive
level 1 and 2 classifications (or equivalent) are subject to agreement by their
manager. executive level employees will not be required to work additional hours for
extended periods. managers and executive level employees should work together to
manage workload requirements, working hours and work/life balance.
132
further information is available in the dva executive level flexible working hours
guidelines.
flexible work arrangements
133
all dva employees have the right to request flexible working arrangements. dva will
make all reasonable attempts to accommodate such requests. requests will only be
refused on reasonable business grounds.
|
| dva-enterprise-agreement-2019-2022.txt | 1600 | flexible work arrangements | flexible work arrangements
133
all dva employees have the right to request flexible working arrangements. dva will
make all reasonable attempts to accommodate such requests. requests will only be
refused on reasonable business grounds.
part-time work
134
an employee may, by agreement in writing with the employee’s manager, work less
than the ordinary hours of 150 hours over a four-week period for a specified period
including under a job-sharing arrangement. the employee will revert to full-time work
at the completion of this period unless otherwise agreed.
135
the manager and the employee may agree to vary the part-time work agreement,
including a reversion to full time hours, before the end of the agreement. employees
returning from maternity, adoption, fostering or unpaid parental leave will have access
to part-time work within dva for the period up to the child’s second birthday or, in the
case of adoption or fostering, the second anniversary of the placement of the child.
under the nes, if an employee is the parent, or has responsibility for the care, of a child
who is of school age or younger, they may request to work part-time to assist in the
care of the child. these requests may only be refused on reasonable business grounds.
136
an employee who is engaged, promoted or agrees to reassignment at level to
perform management initiated part-time duties will need to apply for full-time |
| dva-enterprise-agreement-2019-2022.txt | 1619 | parental leave | returning from maternity, adoption, fostering or unpaid parental leave will have access
to part-time work within dva for the period up to the child’s second birthday or, in the
case of adoption or fostering, the second anniversary of the placement of the child.
under the nes, if an employee is the parent, or has responsibility for the care, of a child
who is of school age or younger, they may request to work part-time to assist in the
care of the child. these requests may only be refused on reasonable business grounds.
136
an employee who is engaged, promoted or agrees to reassignment at level to
perform management initiated part-time duties will need to apply for full-time
vacancies if they wish to return to full-time employment.
137
part-time employees must work at least three hours on any agreed workday.
18
dva enterprise agreement 2019-2022
138
a part-time employee’s remuneration and other benefits including leave will be
calculated on a pro-rata basis, apart from those payments of an expense nature
where the employee will receive the same amount as a full-time employee.
home based work
139
employees may apply to the secretary for permission to undertake home based work |
| dva-enterprise-agreement-2019-2022.txt | 1697 | influenza vaccine | of the influenza vaccine only.
healthy lifestyle subsidy
146
dva will provide a reimbursable subsidy, as detailed at attachment c, each calendar
year to assist with meeting costs incurred in undertaking health and fitness activities
provided those costs are minor fbt exempt benefits.
147
reimbursement is subject to the employee submitting evidence of expenditure that is
related to the employee and is not payable for that part of the cost of a program or
activity that has been reimbursed by a health insurance fund or other organisation.
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dva enterprise agreement 2019-2022
employee assistance program
148
dva will provide access to confidential professional counselling via the employee
assistance program to support employees and help them resolve personal or work
related issues.
telephony health checks
149
dva will provide access to annual hearing and eyesight tests for employees
undertaking duties that require telephony scheduling. |
| dva-enterprise-agreement-2019-2022.txt | 1754 | long service leave | an employee who has applied for or taken annual or long service leave may apply to
cancel or recredit leave where they produce documentary evidence entitling them
to other leave such as personal/carer’s leave under clause 164 a) or c),
compassionate/bereavement leave, and community service leave. when other
leave is granted, an equivalent amount of annual and/or long service leave will be recredited.
154
further guidance on leave is provided in the relevant dva policy.
annual leave
155
employees will accrue 4 weeks (150 hours) of paid annual leave), pro-rated for parttime employees, for each full year of service in dva. annual leave accrues
progressively.
156
the taking of annual leave is subject to the availability of credits and approval by the
manager, in advance. the manager may grant annual leave at either full or half pay.
half pay annual leave will be deducted from leave credits at half the full pay rate.
part day absences will not be granted on half pay. employees are encouraged to
record part-day absences as flex leave or time off in lieu rather than annual leave.
cashout
157
158
a manager and employee may agree in writing, on each occasion, for the employee |
| dva-enterprise-agreement-2019-2022.txt | 1758 | long service leave | leave is granted, an equivalent amount of annual and/or long service leave will be recredited.
154
further guidance on leave is provided in the relevant dva policy.
annual leave
155
employees will accrue 4 weeks (150 hours) of paid annual leave), pro-rated for parttime employees, for each full year of service in dva. annual leave accrues
progressively.
156
the taking of annual leave is subject to the availability of credits and approval by the
manager, in advance. the manager may grant annual leave at either full or half pay.
half pay annual leave will be deducted from leave credits at half the full pay rate.
part day absences will not be granted on half pay. employees are encouraged to
record part-day absences as flex leave or time off in lieu rather than annual leave.
cashout
157
158
a manager and employee may agree in writing, on each occasion, for the employee
to cash out up to 2 weeks of their annual leave provided the employee:
a)
has taken at least three weeks of annual leave or long service leave at full pay or |
| dva-enterprise-agreement-2019-2022.txt | 1787 | long service leave | has taken at least three weeks of annual leave or long service leave at full pay or
six weeks at half pay in the preceding 12 month period; and
b)
would have an annual leave balance of at least four weeks after the cashout; and
c)
has not cashed out any annual leave in the preceding 12 month period.
payment will be at the actual rate of salary on the date of cashout, including
allowances payable during annual leave, and will be subject to usual taxation rates.
excess annual leave
159
if an employee exceeds the maximum annual leave balance of 10 weeks at
1 october in any year (or 30 november if agreed with the manager) the employee will
be directed to take that excess leave until the employee no longer exceeds the
maximum.
160
further information is provided in the relevant dva policy.
purchased leave
161
employees may elect to purchase up to 4 weeks additional leave over a 12 month or |
| dva-enterprise-agreement-2019-2022.txt | 2002 | travel | training, responses, reasonable travel and recovery time and ceremonial duties. up
to 5 days paid leave per occasion may be granted. leave in excess of 5 days per
occasion will be unpaid unless otherwise determined by the secretary;
b)
jury service (including attendance for jury selection). an employee will continue to
be paid by dva for any period of jury service, but will be required to pay to dva
any amount of jury service pay excluding expense-related pay, received by the
employee; or
23
dva enterprise agreement 2019-2022
c)
other community service activity as prescribed under the fw act. such leave will
be unpaid.
defence reservists leave
184
an employee may be granted leave with or without pay to enable the employee to
fulfil australian defence force (adf) reserve and continuous full- time service (cfts)
or cadet force obligations.
185
an employee is entitled to adf reserve leave with pay, for up to four weeks during
each financial year for the purpose of fulfilling service in the adf reserve. these |
| dva-enterprise-agreement-2019-2022.txt | 2066 | long service leave | eligible employees may also apply for annual leave, long service leave, leave without
pay, top-up pay or they may use flextime or makeup time for the purpose of fulfilling
adf reserve, cfts or cadet force obligations. the secretary may also grant additional
miscellaneous leave, with or without pay, for defence force requirements, including
deployment.
189
all miscellaneous leave granted for defence reserve purposes counts as service for all
purposes.
190
where an employee is deployed and receives payment for that deployment dva will
pay the difference between:
a)
any payment received in relation to that deployment; and
b)
the salary they would have received had they been on duty in dva for that period.
defence service sick leave
191
the secretary will grant defence service sick leave to employees who are unfit for
duty because of an accepted injury or disease.
192 |
| dva-enterprise-agreement-2019-2022.txt | 2067 | flextime | pay, top-up pay or they may use flextime or makeup time for the purpose of fulfilling
adf reserve, cfts or cadet force obligations. the secretary may also grant additional
miscellaneous leave, with or without pay, for defence force requirements, including
deployment.
189
all miscellaneous leave granted for defence reserve purposes counts as service for all
purposes.
190
where an employee is deployed and receives payment for that deployment dva will
pay the difference between:
a)
any payment received in relation to that deployment; and
b)
the salary they would have received had they been on duty in dva for that period.
defence service sick leave
191
the secretary will grant defence service sick leave to employees who are unfit for
duty because of an accepted injury or disease.
192
|
| dva-enterprise-agreement-2019-2022.txt | 2185 | long service leave | long service leave
200
long service leave is provided in accordance with the long service leave
(commonwealth employees) act 1976 and will only be granted in minimum periods of
7 consecutive calendar days at full pay or 14 days at half pay.
201
periods of long service leave cannot be broken with other periods of leave except as
otherwise provided for by legislation.
maternity, maternal, adoption/fostering, parental leave
202
an eligible employee may elect in advance to spread payment for all of their paid
maternity leave and maternal leave or adoption/fostering leave entitlement (up to 15
weeks) over a period of up to 30 weeks at a rate of no less than half normal salary.
only the first 15 weeks of the leave will count as service.
maternity and maternal leave
203
eligible pregnant employees have entitlements to paid and unpaid maternity leave in
accordance with the maternity leave (commonwealth employees) act 1973 (the
ml act). this agreement provides pregnant employees with an additional three weeks
of paid maternal leave to be taken continuous with any entitlement to paid maternity
leave provided by the ml act.
25
|
| dva-enterprise-agreement-2019-2022.txt | 2188 | long service leave | long service leave is provided in accordance with the long service leave
(commonwealth employees) act 1976 and will only be granted in minimum periods of
7 consecutive calendar days at full pay or 14 days at half pay.
201
periods of long service leave cannot be broken with other periods of leave except as
otherwise provided for by legislation.
maternity, maternal, adoption/fostering, parental leave
202
an eligible employee may elect in advance to spread payment for all of their paid
maternity leave and maternal leave or adoption/fostering leave entitlement (up to 15
weeks) over a period of up to 30 weeks at a rate of no less than half normal salary.
only the first 15 weeks of the leave will count as service.
maternity and maternal leave
203
eligible pregnant employees have entitlements to paid and unpaid maternity leave in
accordance with the maternity leave (commonwealth employees) act 1973 (the
ml act). this agreement provides pregnant employees with an additional three weeks
of paid maternal leave to be taken continuous with any entitlement to paid maternity
leave provided by the ml act.
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dva enterprise agreement 2019-2022
adoption/fostering leave |
| dva-enterprise-agreement-2019-2022.txt | 2194 | long service leave | periods of long service leave cannot be broken with other periods of leave except as
otherwise provided for by legislation.
maternity, maternal, adoption/fostering, parental leave
202
an eligible employee may elect in advance to spread payment for all of their paid
maternity leave and maternal leave or adoption/fostering leave entitlement (up to 15
weeks) over a period of up to 30 weeks at a rate of no less than half normal salary.
only the first 15 weeks of the leave will count as service.
maternity and maternal leave
203
eligible pregnant employees have entitlements to paid and unpaid maternity leave in
accordance with the maternity leave (commonwealth employees) act 1973 (the
ml act). this agreement provides pregnant employees with an additional three weeks
of paid maternal leave to be taken continuous with any entitlement to paid maternity
leave provided by the ml act.
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dva enterprise agreement 2019-2022
adoption/fostering leave
204
the secretary will grant, upon application, unpaid adoption/fostering leave of up to
52 weeks to employees immediately following the placement of a child with the
employee for adoption or fostering, including court appointed permanent caring
responsibilities. |
| dva-enterprise-agreement-2019-2022.txt | 2197 | parental leave | maternity, maternal, adoption/fostering, parental leave
202
an eligible employee may elect in advance to spread payment for all of their paid
maternity leave and maternal leave or adoption/fostering leave entitlement (up to 15
weeks) over a period of up to 30 weeks at a rate of no less than half normal salary.
only the first 15 weeks of the leave will count as service.
maternity and maternal leave
203
eligible pregnant employees have entitlements to paid and unpaid maternity leave in
accordance with the maternity leave (commonwealth employees) act 1973 (the
ml act). this agreement provides pregnant employees with an additional three weeks
of paid maternal leave to be taken continuous with any entitlement to paid maternity
leave provided by the ml act.
25
dva enterprise agreement 2019-2022
adoption/fostering leave
204
the secretary will grant, upon application, unpaid adoption/fostering leave of up to
52 weeks to employees immediately following the placement of a child with the
employee for adoption or fostering, including court appointed permanent caring
responsibilities.
205
|
| dva-enterprise-agreement-2019-2022.txt | 2201 | maternity leave | maternity leave and maternal leave or adoption/fostering leave entitlement (up to 15
weeks) over a period of up to 30 weeks at a rate of no less than half normal salary.
only the first 15 weeks of the leave will count as service.
maternity and maternal leave
203
eligible pregnant employees have entitlements to paid and unpaid maternity leave in
accordance with the maternity leave (commonwealth employees) act 1973 (the
ml act). this agreement provides pregnant employees with an additional three weeks
of paid maternal leave to be taken continuous with any entitlement to paid maternity
leave provided by the ml act.
25
dva enterprise agreement 2019-2022
adoption/fostering leave
204
the secretary will grant, upon application, unpaid adoption/fostering leave of up to
52 weeks to employees immediately following the placement of a child with the
employee for adoption or fostering, including court appointed permanent caring
responsibilities.
205
the first 15 weeks adoption/fostering leave will be with pay provided that immediately
prior to the date or expected date of placement of the child the employee has, or will
have, completed at least 12 months qualifying service as defined in the ml act and
be the primary carer to the child. where an employee completes the qualifying 12 |
| dva-enterprise-agreement-2019-2022.txt | 2208 | maternity leave | eligible pregnant employees have entitlements to paid and unpaid maternity leave in
accordance with the maternity leave (commonwealth employees) act 1973 (the
ml act). this agreement provides pregnant employees with an additional three weeks
of paid maternal leave to be taken continuous with any entitlement to paid maternity
leave provided by the ml act.
25
dva enterprise agreement 2019-2022
adoption/fostering leave
204
the secretary will grant, upon application, unpaid adoption/fostering leave of up to
52 weeks to employees immediately following the placement of a child with the
employee for adoption or fostering, including court appointed permanent caring
responsibilities.
205
the first 15 weeks adoption/fostering leave will be with pay provided that immediately
prior to the date or expected date of placement of the child the employee has, or will
have, completed at least 12 months qualifying service as defined in the ml act and
be the primary carer to the child. where an employee completes the qualifying 12
months service within the 15 weeks immediately after placement of a child, the
remainder of that 15 week period will be with pay.
206
unpaid adoption/ fostering leave does not count as service except for the period that
occurs between the commencement of leave and the employee qualifying for paid |
| dva-enterprise-agreement-2019-2022.txt | 2209 | maternity leave | accordance with the maternity leave (commonwealth employees) act 1973 (the
ml act). this agreement provides pregnant employees with an additional three weeks
of paid maternal leave to be taken continuous with any entitlement to paid maternity
leave provided by the ml act.
25
dva enterprise agreement 2019-2022
adoption/fostering leave
204
the secretary will grant, upon application, unpaid adoption/fostering leave of up to
52 weeks to employees immediately following the placement of a child with the
employee for adoption or fostering, including court appointed permanent caring
responsibilities.
205
the first 15 weeks adoption/fostering leave will be with pay provided that immediately
prior to the date or expected date of placement of the child the employee has, or will
have, completed at least 12 months qualifying service as defined in the ml act and
be the primary carer to the child. where an employee completes the qualifying 12
months service within the 15 weeks immediately after placement of a child, the
remainder of that 15 week period will be with pay.
206
unpaid adoption/ fostering leave does not count as service except for the period that
occurs between the commencement of leave and the employee qualifying for paid
adoption/fostering leave. |
| dva-enterprise-agreement-2019-2022.txt | 2285 | travel | employee takes custody of the child or the day the employee starts travel that is
reasonably necessary to take custody of the child.
supporting partner leave
211
during the 12 month period following the birth, adoption or fostering of a child an
employee whose partner has given birth or is the primary care-giver for an adopted or
fostered child may access up to two weeks paid leave for parenting purposes.
parental leave
212
an employee who has applied for or taken 12 months paid and/or unpaid maternity,
fostering or adoption leave may also request up to an additional 12 months of unpaid
parental leave to occur immediately following the end of their first 12 months’ leave
and ending on the second anniversary of the birth or placement of the child. requests
will only be refused on reasonable business grounds and written reasons for refusal will
be provided to the employee. paid leave granted during the 12 month additional
parental leave period does not extend this 12 month period.
26
dva enterprise agreement 2019-2022
domestic and family violence
213
the department is committed to supporting employees affected by family and
domestic violence. the department will take a flexible and supportive approach to
assisting affected employees, as appropriate, in the individual circumstances. |
| dva-enterprise-agreement-2019-2022.txt | 2295 | parental leave | parental leave
212
an employee who has applied for or taken 12 months paid and/or unpaid maternity,
fostering or adoption leave may also request up to an additional 12 months of unpaid
parental leave to occur immediately following the end of their first 12 months’ leave
and ending on the second anniversary of the birth or placement of the child. requests
will only be refused on reasonable business grounds and written reasons for refusal will
be provided to the employee. paid leave granted during the 12 month additional
parental leave period does not extend this 12 month period.
26
dva enterprise agreement 2019-2022
domestic and family violence
213
the department is committed to supporting employees affected by family and
domestic violence. the department will take a flexible and supportive approach to
assisting affected employees, as appropriate, in the individual circumstances.
employees are encouraged to discuss which avenues of support are available to them
with their manager or with people services.
214
leave is available to employees who are affected by family and domestic violence.
employees can apply for either paid or unpaid miscellaneous leave or
personal/carer’s leave to cover absences for the purpose of, but not limited to:
|
| dva-enterprise-agreement-2019-2022.txt | 2300 | parental leave | parental leave to occur immediately following the end of their first 12 months’ leave
and ending on the second anniversary of the birth or placement of the child. requests
will only be refused on reasonable business grounds and written reasons for refusal will
be provided to the employee. paid leave granted during the 12 month additional
parental leave period does not extend this 12 month period.
26
dva enterprise agreement 2019-2022
domestic and family violence
213
the department is committed to supporting employees affected by family and
domestic violence. the department will take a flexible and supportive approach to
assisting affected employees, as appropriate, in the individual circumstances.
employees are encouraged to discuss which avenues of support are available to them
with their manager or with people services.
214
leave is available to employees who are affected by family and domestic violence.
employees can apply for either paid or unpaid miscellaneous leave or
personal/carer’s leave to cover absences for the purpose of, but not limited to:
illness or injury resulting from family and domestic violence;
providing care or support to a family or household member who is ill or injured as a |
| dva-enterprise-agreement-2019-2022.txt | 2304 | parental leave | parental leave period does not extend this 12 month period.
26
dva enterprise agreement 2019-2022
domestic and family violence
213
the department is committed to supporting employees affected by family and
domestic violence. the department will take a flexible and supportive approach to
assisting affected employees, as appropriate, in the individual circumstances.
employees are encouraged to discuss which avenues of support are available to them
with their manager or with people services.
214
leave is available to employees who are affected by family and domestic violence.
employees can apply for either paid or unpaid miscellaneous leave or
personal/carer’s leave to cover absences for the purpose of, but not limited to:
illness or injury resulting from family and domestic violence;
providing care or support to a family or household member who is ill or injured as a
result of family and domestic violence;
|
| dva-enterprise-agreement-2019-2022.txt | 2450 | overtime | overtime payment.
224
where an employee works on both christmas day and a substitute holiday, one of the
days will attract payment at the public holiday rate and the other day will be paid at
the non-holiday saturday or sunday rate as appropriate.
225
an employee, who is absent on a day or part-day that is a public holiday in the place
where the employee is based for work purposes, is entitled to be paid for the day or
part day absence as if that day or part day was not a public holiday, except where
that person would not normally have worked on that day.
226
where a public holiday falls during a period when an employee is absent on a
prevailing type of leave (such as leave without pay, long service leave, maternity
leave etc.) there is no entitlement to receive payment as a public holiday. payment
for that day will be in accordance with the entitlement for that form of leave (e.g. if
on long service leave at half pay, payment is at half pay). note that, in accordance
with the nes, an employee is not taken to be on annual leave or personal/carer's leave
on a public holiday. where an employee is in receipt of reduced pay (e.g. long service
leave half pay and leave without pay) on both sides of a public holiday, payment for
the public holiday will be at the higher rate of reduced pay.
227
if under a law of a state or territory every sunday is declared or prescribed by or under |
| dva-enterprise-agreement-2019-2022.txt | 2468 | long service leave | prevailing type of leave (such as leave without pay, long service leave, maternity
leave etc.) there is no entitlement to receive payment as a public holiday. payment
for that day will be in accordance with the entitlement for that form of leave (e.g. if
on long service leave at half pay, payment is at half pay). note that, in accordance
with the nes, an employee is not taken to be on annual leave or personal/carer's leave
on a public holiday. where an employee is in receipt of reduced pay (e.g. long service
leave half pay and leave without pay) on both sides of a public holiday, payment for
the public holiday will be at the higher rate of reduced pay.
227
if under a law of a state or territory every sunday is declared or prescribed by or under
that law to be a public holiday, there is no entitlement to receive payment as a public
holiday if the employee would have worked, or does perform work, on that day. in
these circumstances, payment will only be made at the public holiday rate of pay if
employee performs work on that day, and the sunday would otherwise be a public
holiday under clause 219 a) to h).
228
if under a law of a state or territory easter tuesday is declared or prescribed by or
under that law to be a public holiday, there is no entitlement to receive payment as a
public holiday if the employee would have worked, or does perform work, on that day.
additional holiday
229
230
an additional holiday within the christmas/new year period will be determined |
| dva-enterprise-agreement-2019-2022.txt | 2471 | long service leave | on long service leave at half pay, payment is at half pay). note that, in accordance
with the nes, an employee is not taken to be on annual leave or personal/carer's leave
on a public holiday. where an employee is in receipt of reduced pay (e.g. long service
leave half pay and leave without pay) on both sides of a public holiday, payment for
the public holiday will be at the higher rate of reduced pay.
227
if under a law of a state or territory every sunday is declared or prescribed by or under
that law to be a public holiday, there is no entitlement to receive payment as a public
holiday if the employee would have worked, or does perform work, on that day. in
these circumstances, payment will only be made at the public holiday rate of pay if
employee performs work on that day, and the sunday would otherwise be a public
holiday under clause 219 a) to h).
228
if under a law of a state or territory easter tuesday is declared or prescribed by or
under that law to be a public holiday, there is no entitlement to receive payment as a
public holiday if the employee would have worked, or does perform work, on that day.
additional holiday
229
230
an additional holiday within the christmas/new year period will be determined
according to the following table:
christmas day
|
| dva-enterprise-agreement-2019-2022.txt | 2547 | overtime | overtime in accordance with the provisions of this agreement as if these days were
public holidays.
233
part-time employees who would not usually work on one or both of these days will be
granted time off in lieu equal to 20% of their weekly part-time hours for each of these
2 days on which they would not usually work.
234
casual employees will not be paid for days on which they are not normally rostered to
work.
portability of leave
235
where an employee moves to dva from another agency through either promotion or
reassignment of duties under the public service act, or is engaged as an ongoing or
non-ongoing aps employee following a period of ongoing employment in the
parliamentary service or the act government service, the employee’s unused
accrued annual leave and personal/carers leave (however described) will be
recognised by dva provided there is no break in continuity of service. this includes
recognition of full-time days on a day for day basis, regardless of the length of the day.
recognition of prior service for personal/carer’s leave
236
on engagement as an aps employee in dva, periods of prior employment as either
an ongoing or non-ongoing aps employee with dva or as a member of the australian |
| dva-enterprise-agreement-2019-2022.txt | 2590 | travel | the secretary may approve reimbursement of incidental and travel expenses
reasonably incurred by an employee whose leave is cancelled without reasonable
notice or who is recalled to duty.
unauthorised absence
239
an employee absent from duty without approval will have all pay and allowances
provided under this agreement ceased until he or she resumes duty and/or is granted
leave. such absences will not count as service for any purpose including accrual of
leave.
29
dva enterprise agreement 2019-2022
part f
improving skills and performance
performance feedback
240
the department is committed to a performance management system that operates
transparently and consistently, supports employees, provides regular objective
feedback and focuses on learning and development opportunities.
241
all employees will participate in the department’s performance management
framework. |
| dva-enterprise-agreement-2019-2022.txt | 2681 | salary advancement | salary advancement (where
expected responsibilities and
not at the top of the range).
behaviours agreed upon on
in the performance
agreement.
not competent
does not meet or partially
no salary advancement.
meets expected
a performance improvement
responsibilities and
plan will be required.
behaviours agreed upon in
the performance
agreement.
245
further information is provided in the performance feedback scheme. |
| dva-enterprise-agreement-2019-2022.txt | 2694 | salary advancement | no salary advancement.
meets expected
a performance improvement
responsibilities and
plan will be required.
behaviours agreed upon in
the performance
agreement.
245
further information is provided in the performance feedback scheme.
managing underperformance
246
underperformance or poor performance is a failure to perform the duties of the
position or to perform them to the standard required. underperformance is usually
managed in two stages, an informal process and a formal process.
247
where, despite workplace counselling designed to improve performance through
feedback and other measures, an employee’s performance continues to fall below
30 |
| dva-enterprise-agreement-2019-2022.txt | 2801 | professional development | medical officers - professional development
253
medical officers may claim up to the amount specified in attachment c to this
agreement for expenditure on activities to assist in attaining and maintaining relevant
and agreed skills and knowledge. medical officers may also be approved to engage
in private practice.
254
further details are contained in medical officers – professional development policy.
study assistance
255
the secretary may approve access, for ongoing employees, to financial assistance
and/or study leave, to support the successful completion of tertiary studies that are
relevant to the operational needs of dva. further information is available in the study
assistance policy. specific proposals for studies assistance must be reflected in the
employee’s performance agreement.
31
dva enterprise agreement 2019-2022
part g
broadbands and advancement
256
|
| dva-enterprise-agreement-2019-2022.txt | 2811 | professional development | further details are contained in medical officers – professional development policy.
study assistance
255
the secretary may approve access, for ongoing employees, to financial assistance
and/or study leave, to support the successful completion of tertiary studies that are
relevant to the operational needs of dva. further information is available in the study
assistance policy. specific proposals for studies assistance must be reflected in the
employee’s performance agreement.
31
dva enterprise agreement 2019-2022
part g
broadbands and advancement
256
dva has two broadbands, dva band 1 (aps level 1 to aps level 2) and dva band 2
(aps level 3 to aps level 5). movement of an ongoing dva employee between one
work level and a higher level within the same broadband, through the following
provisions, is an advancement.
257
only ongoing dva employees whose substantive level is below the higher work level
but within the broadband are eligible for advancement.
|
| dva-enterprise-agreement-2019-2022.txt | 2813 | study assistance | study assistance
255
the secretary may approve access, for ongoing employees, to financial assistance
and/or study leave, to support the successful completion of tertiary studies that are
relevant to the operational needs of dva. further information is available in the study
assistance policy. specific proposals for studies assistance must be reflected in the
employee’s performance agreement.
31
dva enterprise agreement 2019-2022
part g
broadbands and advancement
256
dva has two broadbands, dva band 1 (aps level 1 to aps level 2) and dva band 2
(aps level 3 to aps level 5). movement of an ongoing dva employee between one
work level and a higher level within the same broadband, through the following
provisions, is an advancement.
257
only ongoing dva employees whose substantive level is below the higher work level
but within the broadband are eligible for advancement.
258
|
| dva-enterprise-agreement-2019-2022.txt | 2817 | study leave | and/or study leave, to support the successful completion of tertiary studies that are
relevant to the operational needs of dva. further information is available in the study
assistance policy. specific proposals for studies assistance must be reflected in the
employee’s performance agreement.
31
dva enterprise agreement 2019-2022
part g
broadbands and advancement
256
dva has two broadbands, dva band 1 (aps level 1 to aps level 2) and dva band 2
(aps level 3 to aps level 5). movement of an ongoing dva employee between one
work level and a higher level within the same broadband, through the following
provisions, is an advancement.
257
only ongoing dva employees whose substantive level is below the higher work level
but within the broadband are eligible for advancement.
258
advancement of eligible employees from one work level within a broadband to a
higher work level within the same broadband is subject to:
259 |
| dva-enterprise-agreement-2019-2022.txt | 2995 | long service leave | estimated redundancy pay, pay in lieu of notice, annual and long service leave
credits;
b)
accumulated superannuation contributions and superannuation options;
c)
taxation rules applying to the various payments; and
d)
financial/career counselling reimbursement up to a combined maximum of $850
unless exceptional circumstances warrant an additional amount, and if not already
accessed previously in this process.
redundancy benefit
273
an employee who accepts an offer of voluntary redundancy and whose employment
is terminated under section 29 of the public service act on the grounds that he/she is
excess to requirements is entitled to be paid:
a)
a sum equal to 2 weeks’ salary for each continuous completed year of service
deemed to be continuous and as defined in clause 276 of this agreement
b)
|
| dva-enterprise-agreement-2019-2022.txt | 3049 | long service leave | government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976, excepting act government service (unless
transitional eligibility applies);
c)
service with the australian government (other than service with a joint
commonwealth-state body corporate in which the australian government does
not have a controlling interest) that is recognised for long service leave purposes;
d)
service with the australian defence forces;
e)
continuous aps service immediately preceding deemed resignation under
repealed section 49 of the public service act 1922, if the service has not been
previously recognised for redundancy pay purposes; and
f)
service in another organisation where:
34
dva enterprise agreement 2019-2022
277
278 |
| dva-enterprise-agreement-2019-2022.txt | 3057 | long service leave | not have a controlling interest) that is recognised for long service leave purposes;
d)
service with the australian defence forces;
e)
continuous aps service immediately preceding deemed resignation under
repealed section 49 of the public service act 1922, if the service has not been
previously recognised for redundancy pay purposes; and
f)
service in another organisation where:
34
dva enterprise agreement 2019-2022
277
278
the employee was reassigned from the aps to that organisation with a
transfer of function; or
(ii)
the employee engaged by that organisation on work within a function is
engaged as a result of the reassignment of that function to the aps and |
| dva-enterprise-agreement-2019-2022.txt | 3087 | long service leave | such service is recognised for long service leave purposes.
for earlier periods of service to count there must be no breaks between the periods of
service, except where:
a)
the break in service is less than 1 month and occurs where an offer of employment
with the new employer was made and accepted by the employee before ceasing
employment with the preceding employer; or
b)
the earlier period of service was with the aps and ceased because the employee
was deemed to have resigned from the aps on marriage under repealed section
49 of the public service act.
service for redundancy pay purposes does not include any period of prior service that
ceased:
a)
279
(i)
through termination on the following grounds:
(i)
the employee lacks, or has lost, an essential qualification for performing their
duties;
|
| dva-enterprise-agreement-2019-2022.txt | 3153 | long service leave | absences from duty that do not count as service for long service leave purposes will
not count as service for redundancy pay purposes.
rate of payment - redundancy benefit
280
for the purpose of calculating any payment under clause 273 of this agreement, salary
will include:
a)
the employee’s salary; or
b)
the salary of the higher work level, where the employee has been performing work
at a higher level for a continuous period of at least 12 months immediately
preceding the date on which he or she is given a notice of termination; and
c)
other allowances in the nature of salary that are paid during periods of annual
leave and on a regular basis, excluding allowances that are a reimbursement for
expenses incurred or a payment for disabilities associated with the performance of
duty.
involuntary redundancy
retention period
281
the secretary will not involuntarily terminate the employment of an excess employee |
| dva-enterprise-agreement-2019-2022.txt | 3254 | travel | the excess employee may be provided with assistance in meeting reasonable travel
and incidental expenses incurred in seeking alternative employment where these
expenses are not met by the prospective employer.
289
where the secretary believes there is insufficient productive work available for an
excess employee during the retention period, the secretary may, with the agreement
of the employee, terminate their employment under section 29 of the public service
act and pay a lump sum comprising:
290
a)
the balance of the retention period (as shortened for the nes under sub-clause 282)
and this payment will be taken to include the payment in lieu of notice of
termination of employment, plus
b)
the employee’s nes entitlement to redundancy pay.
an excess employee will not have their employment terminated involuntarily:
a)
before they have been invited to consider an offer of voluntary termination of
employment, or
b) |
| dva-enterprise-agreement-2019-2022.txt | 4070 | salary advancement | higher salary point within the above designation in accordance with the salary advancement provisions of this
agreement.
3.
where an employee receiving a grandfathered transitional salary is reassigned, at the employee’s initiative, on
an ongoing basis to a role for which a transitional salary is not applicable, the employee will cease to be entitled
to the grandfathered transitional salary and will be entitled to remuneration at the appropriate salary for the new
role as reflected in table 1 of attachment a.
4.
where an employee receiving a grandfathered transitional salary is temporarily reassigned and the salary of the
temporary assignment is less than the employee’s substantive salary, the employee will continue to receive, at a
minimum, their substantive salary.
#
employees on this salary point on commencement of the agreement, or who progress to this point during the life
of the agreement, will translate to that identical salary point for their aps classification in table 1 and these
transitional rates will no longer apply.
*
an employee may not progress beyond this point within the legal 1 band unless the duties allocated to
the employee are classified at executive level 1 and the employee has performed duties at that level
for a minimum period of 3 months.
40
dva enterprise agreement 2019-2022
attachment b – supported wage system
1
employees who are affected by a disability are eligible for a supported wage.
eligibility
2 |
| dva-enterprise-agreement-2019-2022.txt | 4368 | overtime | overtime meal allowance
professional registration reimbursement
as per subscription
up to $508
as per subscription
cpi **
n/a
financial year
aps 1-5
n
n
n
n
n
n
n
n
n
n
n |
| dva-enterprise-agreement-2019-2022.txt | 4547 | professional development | medical officer - professional development
up to $4,595
cpi **
$1,303
disturbance allowance
$1,159
cpi **
$1,303
as per subscription
as per subscription
townsville
dependent
no dependents
$2,041
$1,029
darwin
dependent
no dependents |
| dva-enterprise-agreement-2019-2022.txt | 4618 | travel | travel allowance
district allowance
*
y
flat rate
cpi **
$465
food allowance
reduced pro-rata
during period of halfpay leave (if paid
during leave)
included in income
maintenance for
excess employees
payable during long
service leave
y
y
detail
counts as salary to
calculate overtime |
| dva-enterprise-agreement-2019-2022.txt | 4618 | travel allowance | travel allowance
district allowance
*
y
flat rate
cpi **
$465
food allowance
reduced pro-rata
during period of halfpay leave (if paid
during leave)
included in income
maintenance for
excess employees
payable during long
service leave
y
y
detail
counts as salary to
calculate overtime |
| dva-enterprise-agreement-2019-2022.txt | 4647 | overtime | calculate overtime
y
y
frequency
(e.g. annual)
counts for
superannuation
redundancy
severance payments
attachment c – allowances
#
#
1 december
annual
adelaide river
annual
darwin #
two yearly |
| dva-enterprise-agreement-2019-2022.txt | 4697 | travel | excess travelling time, 9
agreement duration, 1
airconditioning subsidy, 14
f
allowance - departmental liaison officer, 9
allowance - district, 14
flextime, 18
allowance - fire warden, 10
flu vaccinations, 19
allowance - first aid, 10
g
allowance - motor vehicle, 10
allowance – overtime meal, 12
graduates, 8
allowance – restriction, 10
h
allowance – travelling, 13 |
| dva-enterprise-agreement-2019-2022.txt | 4707 | flextime | flextime, 18
allowance - fire warden, 10
flu vaccinations, 19
allowance - first aid, 10
g
allowance - motor vehicle, 10
allowance – overtime meal, 12
graduates, 8
allowance – restriction, 10
h
allowance – travelling, 13
allowances table, 43
healthy lifestyle subsidy, 19
annual leave – cash out, 21
home based work, 19
annual leave - excess, 21
|
| dva-enterprise-agreement-2019-2022.txt | 4718 | overtime | allowance – overtime meal, 12
graduates, 8
allowance – restriction, 10
h
allowance – travelling, 13
allowances table, 43
healthy lifestyle subsidy, 19
annual leave – cash out, 21
home based work, 19
annual leave - excess, 21
hours of duty, 17
b
bereavement leave, 23
c
i
individual flexibility arrangements, 15
involuntary redundancy, 35
|
| dva-enterprise-agreement-2019-2022.txt | 4726 | travel | allowance – travelling, 13
allowances table, 43
healthy lifestyle subsidy, 19
annual leave – cash out, 21
home based work, 19
annual leave - excess, 21
hours of duty, 17
b
bereavement leave, 23
c
i
individual flexibility arrangements, 15
involuntary redundancy, 35
l
cancellation of leave, 29
career interval leave, 23
learning and development, 31
casual loading, 7 |
| dva-enterprise-agreement-2019-2022.txt | 4768 | professional development | medical officers professional development, 31
miscellaneous leave, 23
consultation, 4
o
d
defence reservists leave, 24
defence service sick leave, 24
definitions, 1
oawg health checks, 19
other work related payments, 16
overseas travel, 13
overtime, 11
delegations, 1
p
dispute resolution, 5
documentary evidence, 2
documentary evidence, 22
e
el hours, 18
employee assistance program, 20
part-time employment, 18 |
| dva-enterprise-agreement-2019-2022.txt | 4782 | travel | overseas travel, 13
overtime, 11
delegations, 1
p
dispute resolution, 5
documentary evidence, 2
documentary evidence, 22
e
el hours, 18
employee assistance program, 20
part-time employment, 18
pay increases, 7
performance feedback, 30
personal leave, 22
prior service, 29
professional registration, 31
44
dva enterprise agreement 2019-2022
public holidays, 27
salary on temporary assignment, 7
purchased leave, 21 |
| dva-enterprise-agreement-2019-2022.txt | 4783 | overtime | overtime, 11
delegations, 1
p
dispute resolution, 5
documentary evidence, 2
documentary evidence, 22
e
el hours, 18
employee assistance program, 20
part-time employment, 18
pay increases, 7
performance feedback, 30
personal leave, 22
prior service, 29
professional registration, 31
44
dva enterprise agreement 2019-2022
public holidays, 27
salary on temporary assignment, 7
purchased leave, 21
|
| dva-enterprise-agreement-2019-2022.txt | 4813 | salary packaging | salary packaging, 8
study assistance, 31
r
superannuation, 15
supported wage rates, 8
recall to duty, 29
recording attendance, 17
t
relocation assistance, 13
remote localities, 13
temporary assignment, 9
remote localities leave fares, 14
trainees, 8
retention period, 35
transitional salary rates, 40
u
s
salary - temporary reduction, 8 |
| dva-enterprise-agreement-2019-2022.txt | 4814 | study assistance | study assistance, 31
r
superannuation, 15
supported wage rates, 8
recall to duty, 29
recording attendance, 17
t
relocation assistance, 13
remote localities, 13
temporary assignment, 9
remote localities leave fares, 14
trainees, 8
retention period, 35
transitional salary rates, 40
u
s
salary - temporary reduction, 8
|
| dva-enterprise-agreement-2019-2022.txt | 4846 | salary advancement | salary advancement, 8
underperformance, 30
salary on engagement, reassignment,
promotion, 7
salary on reduction, 7
v
voluntary redundancy, 34
45
dva enterprise agreement 2019-2022
formal acceptance of this agreement
46
dva enterprise agreement 2019-2022
|
| defence housing australia-enterprise-agreement-2021.txt | 334 | salary advancement | 12. salary advancement
12.1
on 1 october each year, the managing director will advance an
employee’s salary within the employee’s substantive classification pay
band in appendix 1 by two (2) per cent, subject to the employee:
12.2
(a)
participating in the dha performance management framework;
(b)
receiving a final end of cycle performance rating of ‘met all
targets’ or an equivalent or higher rating;
(c)
being classified at that level for at least six months as at 30 june;
and
(d)
not exceeding the top of their salary band, in which case an
advancement of less than two (2) per cent will apply.
periods of unpaid leave are not to count as service and unauthorised
absences will not be included in the period of service required under
sub-clause 12.1(c). |
| defence housing australia-enterprise-agreement-2021.txt | 424 | long service leave | lieu of access to all forms of paid leave (other than long service leave),
payment for public holidays on which the employee is not rostered to
work and the christmas break period.
14.3
when a casual employee is required to work on a particular day and
attends for the required hours, the minimum payment for that day will be
based on three (3) hours’ work.
15. salary packaging
15.1
employees may have access to a salary packaging scheme. the
scheme allows an employee to receive non-salary benefits in lieu of
salary.
15.2
15.3
the key requirements of the scheme are that:
(i)
the scheme operates at no cost to dha;
(ii)
participation is entirely voluntary; and
(iii)
|
| defence housing australia-enterprise-agreement-2021.txt | 434 | salary packaging | 15. salary packaging
15.1
employees may have access to a salary packaging scheme. the
scheme allows an employee to receive non-salary benefits in lieu of
salary.
15.2
15.3
the key requirements of the scheme are that:
(i)
the scheme operates at no cost to dha;
(ii)
participation is entirely voluntary; and
(iii)
employees may be required to obtain financial advice to be able
to participate in the scheme.
salary for superannuation, severance and termination purposes for an
employee who has elected to convert part of their salary to non-salary
6
defence housing australia enterprise agreement 2021
benefits, shall be determined as if the salary packaging arrangements did |
| defence housing australia-enterprise-agreement-2021.txt | 436 | salary packaging | employees may have access to a salary packaging scheme. the
scheme allows an employee to receive non-salary benefits in lieu of
salary.
15.2
15.3
the key requirements of the scheme are that:
(i)
the scheme operates at no cost to dha;
(ii)
participation is entirely voluntary; and
(iii)
employees may be required to obtain financial advice to be able
to participate in the scheme.
salary for superannuation, severance and termination purposes for an
employee who has elected to convert part of their salary to non-salary
6
defence housing australia enterprise agreement 2021
benefits, shall be determined as if the salary packaging arrangements did
not exist.
16. overpayment of entitlements |
| defence housing australia-enterprise-agreement-2021.txt | 463 | salary packaging | benefits, shall be determined as if the salary packaging arrangements did
not exist.
16. overpayment of entitlements
16.1
where an employee is overpaid an amount of salary or other
remuneration, the amount of the overpayment may be recovered from
amounts payable to the employee by deductions authorised by the
employee or by dha’s accountable authority instructions. a plan for
recovery will be considered by the managing director in cases of
financial hardship and a reasonable recovery plan will not be refused.
17. superannuation
17.1
dha will make compulsory employer contributions as required by the
applicable legislation and fund requirements.
17.2
where an employee has chosen an accumulation superannuation fund
other than the pss accumulation plan (pssap), the employer
contribution will be the same percentage of the fortnightly superannuation
contribution salary as that required for employees who are members of
pssap which will be no less than 15.4 per cent. this will not be reduced
by any other contributions made through salary sacrifice arrangements.
this clause does not apply where a superannuation fund cannot accept
employer superannuation contributions (for example, unable to accept
contributions for people aged over 75).
17.3
employer superannuation contributions will not be paid on behalf of
employees during periods of leave that do not count as service, unless |
| defence housing australia-enterprise-agreement-2021.txt | 498 | parental leave | superannuation funds during periods of paid and unpaid parental leave
(including maternity and parental) for periods of leave to a maximum of
52 weeks.
18. supported salary for employees with a disability
18.1
an employee who is unable to perform duties to the competence level
required because of a disability and who meets the criteria for receipt of a
disability support pension will be paid the applicable percentage of the
relevant pay rate that corresponds to their assessed capacity to do the
work.
18.2
specific conditions relating to the supported wages scheme are detailed
in appendix 4.
19. individual flexibility arrangements
19.1
the managing director and an employee covered by this agreement may
agree to make an individual flexibility arrangement to vary the effect of
the following terms of this agreement:
7
defence housing australia enterprise agreement 2021
(a)
arrangements about when work is performed;
(b)
|
| defence housing australia-enterprise-agreement-2021.txt | 528 | overtime | overtime rates;
(c)
penalty rates;
(d)
allowances;
(e)
remuneration; and/or
(f)
leave.
19.2
an individual flexibility arrangement must meet the genuine needs of
dha and the employee in relation to one or more of the matters
mentioned in sub-clause 19.1 and must be genuinely agreed to by the
managing director and the employee.
19.3
dha must ensure that the terms of an individual flexibility arrangement:
19.4 |
| defence housing australia-enterprise-agreement-2021.txt | 895 | parental leave | employees other than those on parental leave (including paid maternity
leave), long-service leave and leave without pay, will be provided paid
time off without deduction from leave credits, for the three days between
christmas and new years’ day which would otherwise be working days.
27.2
employees at dha6 level and below who are required to work on any of
the working days between christmas and new year to provide the
skeleton staffing required to meet operational requirements will be paid at
the rate of:
(a)
double time and a half for all hours required to be worked on the
first working day after boxing day;
(b)
double time for all hours required to be worked on the other two
days.
28. flextime arrangements
28.1
all full time and part time employees at dha6 level and below, unless
otherwise determined by the managing director are eligible to participate
in flextime arrangements.
28.2
any authorised time worked on a day that is in excess of 7 hours
30 minutes will accrue a flex credit. where an employee works less than
7 hours 30 minutes, the employee will accrue a flex debit for the reduced |
| defence housing australia-enterprise-agreement-2021.txt | 915 | flextime | 28. flextime arrangements
28.1
all full time and part time employees at dha6 level and below, unless
otherwise determined by the managing director are eligible to participate
in flextime arrangements.
28.2
any authorised time worked on a day that is in excess of 7 hours
30 minutes will accrue a flex credit. where an employee works less than
7 hours 30 minutes, the employee will accrue a flex debit for the reduced
hours.
28.3
employees, other than those working according to a roster, may choose
to start between 8.00 am and 8.30 am or finish between 5.00 pm and
5.30 pm without requiring approval from their manager.
28.4
an employee may start and/or finish outside those times and within the
span of hours on a single day or on an ongoing basis with the prior
approval of their manager and subject to operational requirements. this
clause does not apply to employees who are working shiftwork or who
are working according to a roster.
28.5
accrual of flex credits above 7 hours and 30 minutes must be approved
in advance by the employee’s manager. |
| defence housing australia-enterprise-agreement-2021.txt | 919 | flextime | in flextime arrangements.
28.2
any authorised time worked on a day that is in excess of 7 hours
30 minutes will accrue a flex credit. where an employee works less than
7 hours 30 minutes, the employee will accrue a flex debit for the reduced
hours.
28.3
employees, other than those working according to a roster, may choose
to start between 8.00 am and 8.30 am or finish between 5.00 pm and
5.30 pm without requiring approval from their manager.
28.4
an employee may start and/or finish outside those times and within the
span of hours on a single day or on an ongoing basis with the prior
approval of their manager and subject to operational requirements. this
clause does not apply to employees who are working shiftwork or who
are working according to a roster.
28.5
accrual of flex credits above 7 hours and 30 minutes must be approved
in advance by the employee’s manager.
12
defence housing australia enterprise agreement 2021
|
| defence housing australia-enterprise-agreement-2021.txt | 997 | overtime | the additional time is approved overtime.
28.14
where a dha level 6 or below employee is temporarily reassigned for
more than three (3) months or promoted to an executive level role, the
manager and the employee should take all reasonable steps to balance
any flex credits or debits to zero.
28.15
an employee will not be paid for any credits held by the employee on
cessation of employment with dha. managers and employees have a
joint obligation to reduce flex credits to zero prior to the employee
ceasing employment.
28.16
the value of any debits held by the employee on cessation of
employment will be treated as an overpayment and must be repaid. this
repayment will normally be by way of a reduction in the employee’s final
payment. further information can be found in dha’s accountable
authority instructions.
13
defence housing australia enterprise agreement 2021
29. working hours for el1 and el2 employees
29.1
el1 and el2 employees are required to ensure their working hours are |
| defence housing australia-enterprise-agreement-2021.txt | 1040 | travel | reasonable additional hours includes travel time.
30. shiftwork
30.1
shiftworker means an employee who works shifts according to a roster
which includes ordinary hours falling between 6:30pm and
12:00 midnight - monday to friday.
30.2
a shiftworker will receive a shift penalty of 15 per cent for any shift that
includes ordinary hours between 6:30pm and 12:00 midnight, monday to
friday.
30.3
shift penalties will not be payable in respect of any overtime worked by a
shiftworker.
30.4
the managing director will not generally change a shift roster with less
than seven (7) days’ notice to an employee without the employee’s
agreement unless at least seven (7) days’ notice is not possible because
the roster change is necessitated by:
30.5
(a)
an unexpected absence of another employee; or |
| defence housing australia-enterprise-agreement-2021.txt | 1055 | overtime | shift penalties will not be payable in respect of any overtime worked by a
shiftworker.
30.4
the managing director will not generally change a shift roster with less
than seven (7) days’ notice to an employee without the employee’s
agreement unless at least seven (7) days’ notice is not possible because
the roster change is necessitated by:
30.5
(a)
an unexpected absence of another employee; or
(b)
operational necessity caused by an event or incident not
controlled by dha.
shift penalties will not be paid for a flex day.
31. part time work
31.1
the managing director may engage employees on a part time basis or
approve an employee’s request to work part time.
31.2
a part time employee is one whose ordinary hours of work are less than |
| defence housing australia-enterprise-agreement-2021.txt | 1111 | parental leave | an employee returning from parental leave (including maternity,
adoption/foster and primary carer leave) will be given access to part time
employment for up to two (2) years.
31.7
unless otherwise specified in this agreement, remuneration and other
conditions for part time employees, including leave, will be calculated on
a pro rata basis. except long service leave, which will be administered in
accordance with the long service leave (commonwealth employees)
act 1976.
31.8
allowances of a reimbursement nature will not be prorated for part time
employees.
31.9
all part time employees, unless engaged in a prescribed part time role,
will have a written part time work agreement specifying the prescribed
weekly hours of duty and the agreed pattern of hours. part time work
agreements must be reviewed annually. additional part time work
agreement reviews may be initiated by the employee or the managing
director with either party giving four weeks’ notice in writing.
31.10
where an employee makes an application to work part time for caring
purposes, dha will not unreasonably refuse the application where it can |
| defence housing australia-enterprise-agreement-2021.txt | 1119 | long service leave | a pro rata basis. except long service leave, which will be administered in
accordance with the long service leave (commonwealth employees)
act 1976.
31.8
allowances of a reimbursement nature will not be prorated for part time
employees.
31.9
all part time employees, unless engaged in a prescribed part time role,
will have a written part time work agreement specifying the prescribed
weekly hours of duty and the agreed pattern of hours. part time work
agreements must be reviewed annually. additional part time work
agreement reviews may be initiated by the employee or the managing
director with either party giving four weeks’ notice in writing.
31.10
where an employee makes an application to work part time for caring
purposes, dha will not unreasonably refuse the application where it can
be accommodated within operational requirements.
32. overtime
32.1
the managing director may approve overtime for employees at
classification levels of dha6 level and below.
32.2
|
| defence housing australia-enterprise-agreement-2021.txt | 1120 | long service leave | accordance with the long service leave (commonwealth employees)
act 1976.
31.8
allowances of a reimbursement nature will not be prorated for part time
employees.
31.9
all part time employees, unless engaged in a prescribed part time role,
will have a written part time work agreement specifying the prescribed
weekly hours of duty and the agreed pattern of hours. part time work
agreements must be reviewed annually. additional part time work
agreement reviews may be initiated by the employee or the managing
director with either party giving four weeks’ notice in writing.
31.10
where an employee makes an application to work part time for caring
purposes, dha will not unreasonably refuse the application where it can
be accommodated within operational requirements.
32. overtime
32.1
the managing director may approve overtime for employees at
classification levels of dha6 level and below.
32.2
overtime for a non shiftworker applies when an employee is required to |
| defence housing australia-enterprise-agreement-2021.txt | 1143 | overtime | 32. overtime
32.1
the managing director may approve overtime for employees at
classification levels of dha6 level and below.
32.2
overtime for a non shiftworker applies when an employee is required to
work beyond 6:30pm or on public holidays or on weekends. where an
employee is required to work beyond 6:30pm, overtime will be paid from
5:30pm unless the employee and the managing director agree to a later
commencement of payment for overtime. the managing director may
approve overtime outside of these criteria where it is considered
appropriate in the circumstances.
32.3
overtime for a shiftworker is where the managing director directs an
employee to work more than 30 minutes in excess of their rostered hours
(in which case the overtime will commence from the end of the
employee’s rostered shift), on public holidays or on weekends.
32.4
the normal means of compensation for overtime will be time off in lieu
(toil), accrued at the overtime rate, which must be taken within eight (8)
weeks of the overtime being worked. for a shiftworker, shift penalties
will not be paid for time off in lieu. where the employee’s manager is
15
defence housing australia enterprise agreement 2021 |
| defence housing australia-enterprise-agreement-2021.txt | 1145 | overtime | the managing director may approve overtime for employees at
classification levels of dha6 level and below.
32.2
overtime for a non shiftworker applies when an employee is required to
work beyond 6:30pm or on public holidays or on weekends. where an
employee is required to work beyond 6:30pm, overtime will be paid from
5:30pm unless the employee and the managing director agree to a later
commencement of payment for overtime. the managing director may
approve overtime outside of these criteria where it is considered
appropriate in the circumstances.
32.3
overtime for a shiftworker is where the managing director directs an
employee to work more than 30 minutes in excess of their rostered hours
(in which case the overtime will commence from the end of the
employee’s rostered shift), on public holidays or on weekends.
32.4
the normal means of compensation for overtime will be time off in lieu
(toil), accrued at the overtime rate, which must be taken within eight (8)
weeks of the overtime being worked. for a shiftworker, shift penalties
will not be paid for time off in lieu. where the employee’s manager is
15
defence housing australia enterprise agreement 2021
unable to identify a time within the following eight (8) weeks for the |
| defence housing australia-enterprise-agreement-2021.txt | 1149 | overtime | overtime for a non shiftworker applies when an employee is required to
work beyond 6:30pm or on public holidays or on weekends. where an
employee is required to work beyond 6:30pm, overtime will be paid from
5:30pm unless the employee and the managing director agree to a later
commencement of payment for overtime. the managing director may
approve overtime outside of these criteria where it is considered
appropriate in the circumstances.
32.3
overtime for a shiftworker is where the managing director directs an
employee to work more than 30 minutes in excess of their rostered hours
(in which case the overtime will commence from the end of the
employee’s rostered shift), on public holidays or on weekends.
32.4
the normal means of compensation for overtime will be time off in lieu
(toil), accrued at the overtime rate, which must be taken within eight (8)
weeks of the overtime being worked. for a shiftworker, shift penalties
will not be paid for time off in lieu. where the employee’s manager is
15
defence housing australia enterprise agreement 2021
unable to identify a time within the following eight (8) weeks for the
employee to take time off in lieu, the employee will be paid for the
overtime.
32.5
|
| defence housing australia-enterprise-agreement-2021.txt | 1151 | overtime | employee is required to work beyond 6:30pm, overtime will be paid from
5:30pm unless the employee and the managing director agree to a later
commencement of payment for overtime. the managing director may
approve overtime outside of these criteria where it is considered
appropriate in the circumstances.
32.3
overtime for a shiftworker is where the managing director directs an
employee to work more than 30 minutes in excess of their rostered hours
(in which case the overtime will commence from the end of the
employee’s rostered shift), on public holidays or on weekends.
32.4
the normal means of compensation for overtime will be time off in lieu
(toil), accrued at the overtime rate, which must be taken within eight (8)
weeks of the overtime being worked. for a shiftworker, shift penalties
will not be paid for time off in lieu. where the employee’s manager is
15
defence housing australia enterprise agreement 2021
unable to identify a time within the following eight (8) weeks for the
employee to take time off in lieu, the employee will be paid for the
overtime.
32.5
for the purposes of calculating the entitlement, the following rates apply:
(a) |
| defence housing australia-enterprise-agreement-2021.txt | 1153 | overtime | commencement of payment for overtime. the managing director may
approve overtime outside of these criteria where it is considered
appropriate in the circumstances.
32.3
overtime for a shiftworker is where the managing director directs an
employee to work more than 30 minutes in excess of their rostered hours
(in which case the overtime will commence from the end of the
employee’s rostered shift), on public holidays or on weekends.
32.4
the normal means of compensation for overtime will be time off in lieu
(toil), accrued at the overtime rate, which must be taken within eight (8)
weeks of the overtime being worked. for a shiftworker, shift penalties
will not be paid for time off in lieu. where the employee’s manager is
15
defence housing australia enterprise agreement 2021
unable to identify a time within the following eight (8) weeks for the
employee to take time off in lieu, the employee will be paid for the
overtime.
32.5
for the purposes of calculating the entitlement, the following rates apply:
(a)
monday to friday (excluding public holidays) - time and a half; |
| defence housing australia-enterprise-agreement-2021.txt | 1154 | overtime | approve overtime outside of these criteria where it is considered
appropriate in the circumstances.
32.3
overtime for a shiftworker is where the managing director directs an
employee to work more than 30 minutes in excess of their rostered hours
(in which case the overtime will commence from the end of the
employee’s rostered shift), on public holidays or on weekends.
32.4
the normal means of compensation for overtime will be time off in lieu
(toil), accrued at the overtime rate, which must be taken within eight (8)
weeks of the overtime being worked. for a shiftworker, shift penalties
will not be paid for time off in lieu. where the employee’s manager is
15
defence housing australia enterprise agreement 2021
unable to identify a time within the following eight (8) weeks for the
employee to take time off in lieu, the employee will be paid for the
overtime.
32.5
for the purposes of calculating the entitlement, the following rates apply:
(a)
monday to friday (excluding public holidays) - time and a half;
|
| defence housing australia-enterprise-agreement-2021.txt | 1159 | overtime | overtime for a shiftworker is where the managing director directs an
employee to work more than 30 minutes in excess of their rostered hours
(in which case the overtime will commence from the end of the
employee’s rostered shift), on public holidays or on weekends.
32.4
the normal means of compensation for overtime will be time off in lieu
(toil), accrued at the overtime rate, which must be taken within eight (8)
weeks of the overtime being worked. for a shiftworker, shift penalties
will not be paid for time off in lieu. where the employee’s manager is
15
defence housing australia enterprise agreement 2021
unable to identify a time within the following eight (8) weeks for the
employee to take time off in lieu, the employee will be paid for the
overtime.
32.5
for the purposes of calculating the entitlement, the following rates apply:
(a)
monday to friday (excluding public holidays) - time and a half;
(b)
saturday – time and a half for the first three (3) hours and double
time thereafter;
|
| defence housing australia-enterprise-agreement-2021.txt | 1161 | overtime | (in which case the overtime will commence from the end of the
employee’s rostered shift), on public holidays or on weekends.
32.4
the normal means of compensation for overtime will be time off in lieu
(toil), accrued at the overtime rate, which must be taken within eight (8)
weeks of the overtime being worked. for a shiftworker, shift penalties
will not be paid for time off in lieu. where the employee’s manager is
15
defence housing australia enterprise agreement 2021
unable to identify a time within the following eight (8) weeks for the
employee to take time off in lieu, the employee will be paid for the
overtime.
32.5
for the purposes of calculating the entitlement, the following rates apply:
(a)
monday to friday (excluding public holidays) - time and a half;
(b)
saturday – time and a half for the first three (3) hours and double
time thereafter;
(c)
|
| defence housing australia-enterprise-agreement-2021.txt | 1166 | overtime | the normal means of compensation for overtime will be time off in lieu
(toil), accrued at the overtime rate, which must be taken within eight (8)
weeks of the overtime being worked. for a shiftworker, shift penalties
will not be paid for time off in lieu. where the employee’s manager is
15
defence housing australia enterprise agreement 2021
unable to identify a time within the following eight (8) weeks for the
employee to take time off in lieu, the employee will be paid for the
overtime.
32.5
for the purposes of calculating the entitlement, the following rates apply:
(a)
monday to friday (excluding public holidays) - time and a half;
(b)
saturday – time and a half for the first three (3) hours and double
time thereafter;
(c)
sunday – double time; and
(d)
public holidays: |
| defence housing australia-enterprise-agreement-2021.txt | 1167 | overtime | (toil), accrued at the overtime rate, which must be taken within eight (8)
weeks of the overtime being worked. for a shiftworker, shift penalties
will not be paid for time off in lieu. where the employee’s manager is
15
defence housing australia enterprise agreement 2021
unable to identify a time within the following eight (8) weeks for the
employee to take time off in lieu, the employee will be paid for the
overtime.
32.5
for the purposes of calculating the entitlement, the following rates apply:
(a)
monday to friday (excluding public holidays) - time and a half;
(b)
saturday – time and a half for the first three (3) hours and double
time thereafter;
(c)
sunday – double time; and
(d)
public holidays:
(i) |
| defence housing australia-enterprise-agreement-2021.txt | 1168 | overtime | weeks of the overtime being worked. for a shiftworker, shift penalties
will not be paid for time off in lieu. where the employee’s manager is
15
defence housing australia enterprise agreement 2021
unable to identify a time within the following eight (8) weeks for the
employee to take time off in lieu, the employee will be paid for the
overtime.
32.5
for the purposes of calculating the entitlement, the following rates apply:
(a)
monday to friday (excluding public holidays) - time and a half;
(b)
saturday – time and a half for the first three (3) hours and double
time thereafter;
(c)
sunday – double time; and
(d)
public holidays:
(i)
|
| defence housing australia-enterprise-agreement-2021.txt | 1176 | overtime | overtime.
32.5
for the purposes of calculating the entitlement, the following rates apply:
(a)
monday to friday (excluding public holidays) - time and a half;
(b)
saturday – time and a half for the first three (3) hours and double
time thereafter;
(c)
sunday – double time; and
(d)
public holidays:
(i)
where the employee is being paid for the public holiday
in accordance with sub-clause 52.4 – time and a half
for all hours worked in addition to the employee’s
normal pay for that day;
(ii) where the employee would not otherwise be paid for
the public holiday – double time and a half for all hours
worked. |
| defence housing australia-enterprise-agreement-2021.txt | 1208 | overtime | for the purposes of sub-clause 32.5 the minimum period of overtime
where it is not continuous with ordinary hours is three (3) hours.
33. meal allowance
33.1
an employee is entitled to claim a meal allowance of $31.95 where the
employee is required to work:
(a)
more than two (2) hours overtime where the overtime is
continuous with normal work; or
(b)
more than four (4) hours overtime on weekends or public
holidays.
33.2
meal allowance is not payable if the employee is receiving a meals and
incidentals allowance.
33.3
meal allowance will be adjusted in line with the australian taxation office
rate for overtime meal expenses.
part f. leave
34. general provisions
34.1 |
| defence housing australia-enterprise-agreement-2021.txt | 1217 | overtime | more than two (2) hours overtime where the overtime is
continuous with normal work; or
(b)
more than four (4) hours overtime on weekends or public
holidays.
33.2
meal allowance is not payable if the employee is receiving a meals and
incidentals allowance.
33.3
meal allowance will be adjusted in line with the australian taxation office
rate for overtime meal expenses.
part f. leave
34. general provisions
34.1
public holidays that fall during a period of paid leave other than long
service leave, maternity and parental leave, will not be deducted from the
employee’s leave credits.
34.2
leave taken by a full time employee will be treated as:
(a)
7 hours 30 minutes of work for a full day of leave; or |
| defence housing australia-enterprise-agreement-2021.txt | 1222 | overtime | more than four (4) hours overtime on weekends or public
holidays.
33.2
meal allowance is not payable if the employee is receiving a meals and
incidentals allowance.
33.3
meal allowance will be adjusted in line with the australian taxation office
rate for overtime meal expenses.
part f. leave
34. general provisions
34.1
public holidays that fall during a period of paid leave other than long
service leave, maternity and parental leave, will not be deducted from the
employee’s leave credits.
34.2
leave taken by a full time employee will be treated as:
(a)
7 hours 30 minutes of work for a full day of leave; or
16
defence housing australia enterprise agreement 2021
(b) |
| defence housing australia-enterprise-agreement-2021.txt | 1233 | overtime | rate for overtime meal expenses.
part f. leave
34. general provisions
34.1
public holidays that fall during a period of paid leave other than long
service leave, maternity and parental leave, will not be deducted from the
employee’s leave credits.
34.2
leave taken by a full time employee will be treated as:
(a)
7 hours 30 minutes of work for a full day of leave; or
16
defence housing australia enterprise agreement 2021
(b)
34.3
the actual hours the employee was absent for a part day of
leave.
leave taken by a part time employee will be treated as:
(a)
the actual hours to be worked on the relevant day of leave for full
day absences; or |
| defence housing australia-enterprise-agreement-2021.txt | 1239 | parental leave | service leave, maternity and parental leave, will not be deducted from the
employee’s leave credits.
34.2
leave taken by a full time employee will be treated as:
(a)
7 hours 30 minutes of work for a full day of leave; or
16
defence housing australia enterprise agreement 2021
(b)
34.3
the actual hours the employee was absent for a part day of
leave.
leave taken by a part time employee will be treated as:
(a)
the actual hours to be worked on the relevant day of leave for full
day absences; or
(b)
the actual hours the employee was absent for a part day of
leave.
|
| defence housing australia-enterprise-agreement-2021.txt | 1665 | parental leave | personal leave will not be granted during a period of paid parental leave.
unpaid personal leave
39.13
where an employee is unfit for work in accordance with paragraph 39.1
and has no personal leave credits, the managing director may grant
unpaid personal leave for a maximum continuous period of three (3)
months, subject to the production of satisfactory medical evidence for the
period granted. unpaid leave under this sub-clause will count as service
for all purposes other than for the purpose of accrual of annual and
personal leave credits.
39.14
any subsequent unpaid leave that is required by the employee will not
count as service for any purpose unless provided for by legislation.
40. unpaid carer’s leave
40.1
in accordance with section 102 of the fair work act 2009, an employee
is entitled to two (2) days’ unpaid carer’s leave per permissible occasion
where an employee has exhausted paid credits.
40.2
unpaid carer’s leave does not count as service for any purpose.
41. war service sick leave
41.1
the managing director may grant an eligible employee war service sick |
| defence housing australia-enterprise-agreement-2021.txt | 1817 | parental leave | 44. maternity and parental leave
44.1
the managing director will grant maternity and parental leave to eligible
employees in accordance with the maternity leave (commonwealth
employees) act 1973 (maternity leave act) and the national
employment standards, with additional conditions set out in this clause.
44.2
an employee who is entitled to paid maternity leave under the maternity
leave act will be entitled to an additional two (2) weeks of paid maternity
leave to be taken continuous with the entitlement to paid maternity leave
provided by the maternity leave act.
44.3
an employee is entitled to up to 52 weeks of unpaid parental leave on the
birth of a child to the employee, the employee’s spouse or the
employee’s de facto partner.
44.4
employees are entitled to up to 52 weeks unpaid parental leave for
adoption or permanent foster care where the child:
(a)
is, or will be, under the age of 16 years as at the day of
placement or the proposed day of placement; and
(b)
|
| defence housing australia-enterprise-agreement-2021.txt | 1819 | parental leave | the managing director will grant maternity and parental leave to eligible
employees in accordance with the maternity leave (commonwealth
employees) act 1973 (maternity leave act) and the national
employment standards, with additional conditions set out in this clause.
44.2
an employee who is entitled to paid maternity leave under the maternity
leave act will be entitled to an additional two (2) weeks of paid maternity
leave to be taken continuous with the entitlement to paid maternity leave
provided by the maternity leave act.
44.3
an employee is entitled to up to 52 weeks of unpaid parental leave on the
birth of a child to the employee, the employee’s spouse or the
employee’s de facto partner.
44.4
employees are entitled to up to 52 weeks unpaid parental leave for
adoption or permanent foster care where the child:
(a)
is, or will be, under the age of 16 years as at the day of
placement or the proposed day of placement; and
(b)
has not, or will not have previously, lived continuously with the
employee for a period of six (6) months or more as at the day of |
| defence housing australia-enterprise-agreement-2021.txt | 1820 | maternity leave | employees in accordance with the maternity leave (commonwealth
employees) act 1973 (maternity leave act) and the national
employment standards, with additional conditions set out in this clause.
44.2
an employee who is entitled to paid maternity leave under the maternity
leave act will be entitled to an additional two (2) weeks of paid maternity
leave to be taken continuous with the entitlement to paid maternity leave
provided by the maternity leave act.
44.3
an employee is entitled to up to 52 weeks of unpaid parental leave on the
birth of a child to the employee, the employee’s spouse or the
employee’s de facto partner.
44.4
employees are entitled to up to 52 weeks unpaid parental leave for
adoption or permanent foster care where the child:
(a)
is, or will be, under the age of 16 years as at the day of
placement or the proposed day of placement; and
(b)
has not, or will not have previously, lived continuously with the
employee for a period of six (6) months or more as at the day of
placement or the proposed day of placement; and |
| defence housing australia-enterprise-agreement-2021.txt | 1821 | maternity leave | employees) act 1973 (maternity leave act) and the national
employment standards, with additional conditions set out in this clause.
44.2
an employee who is entitled to paid maternity leave under the maternity
leave act will be entitled to an additional two (2) weeks of paid maternity
leave to be taken continuous with the entitlement to paid maternity leave
provided by the maternity leave act.
44.3
an employee is entitled to up to 52 weeks of unpaid parental leave on the
birth of a child to the employee, the employee’s spouse or the
employee’s de facto partner.
44.4
employees are entitled to up to 52 weeks unpaid parental leave for
adoption or permanent foster care where the child:
(a)
is, or will be, under the age of 16 years as at the day of
placement or the proposed day of placement; and
(b)
has not, or will not have previously, lived continuously with the
employee for a period of six (6) months or more as at the day of
placement or the proposed day of placement; and
|
| defence housing australia-enterprise-agreement-2021.txt | 1825 | maternity leave | an employee who is entitled to paid maternity leave under the maternity
leave act will be entitled to an additional two (2) weeks of paid maternity
leave to be taken continuous with the entitlement to paid maternity leave
provided by the maternity leave act.
44.3
an employee is entitled to up to 52 weeks of unpaid parental leave on the
birth of a child to the employee, the employee’s spouse or the
employee’s de facto partner.
44.4
employees are entitled to up to 52 weeks unpaid parental leave for
adoption or permanent foster care where the child:
(a)
is, or will be, under the age of 16 years as at the day of
placement or the proposed day of placement; and
(b)
has not, or will not have previously, lived continuously with the
employee for a period of six (6) months or more as at the day of
placement or the proposed day of placement; and
(c)
is not a child or step-child of the employee or the employee’s
spouse or partner. |
| defence housing australia-enterprise-agreement-2021.txt | 1827 | maternity leave | leave to be taken continuous with the entitlement to paid maternity leave
provided by the maternity leave act.
44.3
an employee is entitled to up to 52 weeks of unpaid parental leave on the
birth of a child to the employee, the employee’s spouse or the
employee’s de facto partner.
44.4
employees are entitled to up to 52 weeks unpaid parental leave for
adoption or permanent foster care where the child:
(a)
is, or will be, under the age of 16 years as at the day of
placement or the proposed day of placement; and
(b)
has not, or will not have previously, lived continuously with the
employee for a period of six (6) months or more as at the day of
placement or the proposed day of placement; and
(c)
is not a child or step-child of the employee or the employee’s
spouse or partner.
44.5 |
| defence housing australia-enterprise-agreement-2021.txt | 1828 | maternity leave | provided by the maternity leave act.
44.3
an employee is entitled to up to 52 weeks of unpaid parental leave on the
birth of a child to the employee, the employee’s spouse or the
employee’s de facto partner.
44.4
employees are entitled to up to 52 weeks unpaid parental leave for
adoption or permanent foster care where the child:
(a)
is, or will be, under the age of 16 years as at the day of
placement or the proposed day of placement; and
(b)
has not, or will not have previously, lived continuously with the
employee for a period of six (6) months or more as at the day of
placement or the proposed day of placement; and
(c)
is not a child or step-child of the employee or the employee’s
spouse or partner.
44.5
|
| defence housing australia-enterprise-agreement-2021.txt | 1832 | parental leave | an employee is entitled to up to 52 weeks of unpaid parental leave on the
birth of a child to the employee, the employee’s spouse or the
employee’s de facto partner.
44.4
employees are entitled to up to 52 weeks unpaid parental leave for
adoption or permanent foster care where the child:
(a)
is, or will be, under the age of 16 years as at the day of
placement or the proposed day of placement; and
(b)
has not, or will not have previously, lived continuously with the
employee for a period of six (6) months or more as at the day of
placement or the proposed day of placement; and
(c)
is not a child or step-child of the employee or the employee’s
spouse or partner.
44.5
documentary evidence of approval for adoption or enduring parental
responsibilities under formal fostering arrangements must be submitted
when applying for parental leave for adoption or permanent foster carer
purposes. |
| defence housing australia-enterprise-agreement-2021.txt | 1838 | parental leave | employees are entitled to up to 52 weeks unpaid parental leave for
adoption or permanent foster care where the child:
(a)
is, or will be, under the age of 16 years as at the day of
placement or the proposed day of placement; and
(b)
has not, or will not have previously, lived continuously with the
employee for a period of six (6) months or more as at the day of
placement or the proposed day of placement; and
(c)
is not a child or step-child of the employee or the employee’s
spouse or partner.
44.5
documentary evidence of approval for adoption or enduring parental
responsibilities under formal fostering arrangements must be submitted
when applying for parental leave for adoption or permanent foster carer
purposes.
44.6
if the employee is the primary caregiver to the child, up to 14 weeks of
parental leave will be paid, commencing from the time of birth or
placement of the child, provided the employee has completed 12 months |
| defence housing australia-enterprise-agreement-2021.txt | 1860 | parental leave | when applying for parental leave for adoption or permanent foster carer
purposes.
44.6
if the employee is the primary caregiver to the child, up to 14 weeks of
parental leave will be paid, commencing from the time of birth or
placement of the child, provided the employee has completed 12 months
continuous employment.
44.7
where an employee is entitled to paid maternity or parental leave, the
employee may elect to have the payment for that leave spread over a
maximum of 28 weeks at a rate half of normal salary. where the
employee elects to take this option, a maximum of 14 weeks will count as
service.
24
defence housing australia enterprise agreement 2021
44.8
at the completion of the initial 52 weeks of maternity or parental leave, on
request, employees will be granted an extension of unpaid parental leave
for a further period of up to 52 weeks. the second period of unpaid
leave is to commence immediately following the initial 52 week leave
period.
44.9 |
| defence housing australia-enterprise-agreement-2021.txt | 1866 | parental leave | parental leave will be paid, commencing from the time of birth or
placement of the child, provided the employee has completed 12 months
continuous employment.
44.7
where an employee is entitled to paid maternity or parental leave, the
employee may elect to have the payment for that leave spread over a
maximum of 28 weeks at a rate half of normal salary. where the
employee elects to take this option, a maximum of 14 weeks will count as
service.
24
defence housing australia enterprise agreement 2021
44.8
at the completion of the initial 52 weeks of maternity or parental leave, on
request, employees will be granted an extension of unpaid parental leave
for a further period of up to 52 weeks. the second period of unpaid
leave is to commence immediately following the initial 52 week leave
period.
44.9
unpaid maternity or parental leave will not count as service for any
purpose.
44.10
|
| defence housing australia-enterprise-agreement-2021.txt | 1872 | parental leave | where an employee is entitled to paid maternity or parental leave, the
employee may elect to have the payment for that leave spread over a
maximum of 28 weeks at a rate half of normal salary. where the
employee elects to take this option, a maximum of 14 weeks will count as
service.
24
defence housing australia enterprise agreement 2021
44.8
at the completion of the initial 52 weeks of maternity or parental leave, on
request, employees will be granted an extension of unpaid parental leave
for a further period of up to 52 weeks. the second period of unpaid
leave is to commence immediately following the initial 52 week leave
period.
44.9
unpaid maternity or parental leave will not count as service for any
purpose.
44.10
on ending maternity or parental leave, employees have the return to
work guarantee and the right to request reasonable flexible working
arrangements that are provided by the fair work act 2009.
45. supporting partner/other primary care giver leave
45.1 |
| defence housing australia-enterprise-agreement-2021.txt | 1883 | parental leave | at the completion of the initial 52 weeks of maternity or parental leave, on
request, employees will be granted an extension of unpaid parental leave
for a further period of up to 52 weeks. the second period of unpaid
leave is to commence immediately following the initial 52 week leave
period.
44.9
unpaid maternity or parental leave will not count as service for any
purpose.
44.10
on ending maternity or parental leave, employees have the return to
work guarantee and the right to request reasonable flexible working
arrangements that are provided by the fair work act 2009.
45. supporting partner/other primary care giver leave
45.1
the managing director will approve 10 days of paid parental leave for an
employee who is not otherwise entitled to paid maternity or parental
leave under the maternity leave act or this agreement on the birth,
adoption or permanent foster care placement of a child or their partner’s
child.
45.2
the leave must be taken within 52 weeks of the birth/placement of the
child and is inclusive of public holidays. if the leave is not taken within
the first six (6) weeks of the birth or placement of the child, the taking of
leave must be agreed by the employee and manager, subject to |
| defence housing australia-enterprise-agreement-2021.txt | 1884 | parental leave | request, employees will be granted an extension of unpaid parental leave
for a further period of up to 52 weeks. the second period of unpaid
leave is to commence immediately following the initial 52 week leave
period.
44.9
unpaid maternity or parental leave will not count as service for any
purpose.
44.10
on ending maternity or parental leave, employees have the return to
work guarantee and the right to request reasonable flexible working
arrangements that are provided by the fair work act 2009.
45. supporting partner/other primary care giver leave
45.1
the managing director will approve 10 days of paid parental leave for an
employee who is not otherwise entitled to paid maternity or parental
leave under the maternity leave act or this agreement on the birth,
adoption or permanent foster care placement of a child or their partner’s
child.
45.2
the leave must be taken within 52 weeks of the birth/placement of the
child and is inclusive of public holidays. if the leave is not taken within
the first six (6) weeks of the birth or placement of the child, the taking of
leave must be agreed by the employee and manager, subject to
operational requirements. |
| defence housing australia-enterprise-agreement-2021.txt | 1891 | parental leave | unpaid maternity or parental leave will not count as service for any
purpose.
44.10
on ending maternity or parental leave, employees have the return to
work guarantee and the right to request reasonable flexible working
arrangements that are provided by the fair work act 2009.
45. supporting partner/other primary care giver leave
45.1
the managing director will approve 10 days of paid parental leave for an
employee who is not otherwise entitled to paid maternity or parental
leave under the maternity leave act or this agreement on the birth,
adoption or permanent foster care placement of a child or their partner’s
child.
45.2
the leave must be taken within 52 weeks of the birth/placement of the
child and is inclusive of public holidays. if the leave is not taken within
the first six (6) weeks of the birth or placement of the child, the taking of
leave must be agreed by the employee and manager, subject to
operational requirements.
45.3
this paid leave will count as service for all purposes. employees may
elect to have the payment for that leave spread out over 20 days at a rate
of half normal salary. where payment is spread over a longer period,
only half the total leave period will count as service. |
| defence housing australia-enterprise-agreement-2021.txt | 1896 | parental leave | on ending maternity or parental leave, employees have the return to
work guarantee and the right to request reasonable flexible working
arrangements that are provided by the fair work act 2009.
45. supporting partner/other primary care giver leave
45.1
the managing director will approve 10 days of paid parental leave for an
employee who is not otherwise entitled to paid maternity or parental
leave under the maternity leave act or this agreement on the birth,
adoption or permanent foster care placement of a child or their partner’s
child.
45.2
the leave must be taken within 52 weeks of the birth/placement of the
child and is inclusive of public holidays. if the leave is not taken within
the first six (6) weeks of the birth or placement of the child, the taking of
leave must be agreed by the employee and manager, subject to
operational requirements.
45.3
this paid leave will count as service for all purposes. employees may
elect to have the payment for that leave spread out over 20 days at a rate
of half normal salary. where payment is spread over a longer period,
only half the total leave period will count as service.
45.4
an employee who adopts a child is also entitled to two (2) days of unpaid
pre-adoption leave to attend interviews or examinations required to |
| defence housing australia-enterprise-agreement-2021.txt | 1902 | parental leave | the managing director will approve 10 days of paid parental leave for an
employee who is not otherwise entitled to paid maternity or parental
leave under the maternity leave act or this agreement on the birth,
adoption or permanent foster care placement of a child or their partner’s
child.
45.2
the leave must be taken within 52 weeks of the birth/placement of the
child and is inclusive of public holidays. if the leave is not taken within
the first six (6) weeks of the birth or placement of the child, the taking of
leave must be agreed by the employee and manager, subject to
operational requirements.
45.3
this paid leave will count as service for all purposes. employees may
elect to have the payment for that leave spread out over 20 days at a rate
of half normal salary. where payment is spread over a longer period,
only half the total leave period will count as service.
45.4
an employee who adopts a child is also entitled to two (2) days of unpaid
pre-adoption leave to attend interviews or examinations required to
obtain approval.
45.5
documentary evidence as outlined in clause 44.5, or a birth certificate
following the birth of a child, must be submitted when applying for |
| defence housing australia-enterprise-agreement-2021.txt | 1904 | maternity leave | leave under the maternity leave act or this agreement on the birth,
adoption or permanent foster care placement of a child or their partner’s
child.
45.2
the leave must be taken within 52 weeks of the birth/placement of the
child and is inclusive of public holidays. if the leave is not taken within
the first six (6) weeks of the birth or placement of the child, the taking of
leave must be agreed by the employee and manager, subject to
operational requirements.
45.3
this paid leave will count as service for all purposes. employees may
elect to have the payment for that leave spread out over 20 days at a rate
of half normal salary. where payment is spread over a longer period,
only half the total leave period will count as service.
45.4
an employee who adopts a child is also entitled to two (2) days of unpaid
pre-adoption leave to attend interviews or examinations required to
obtain approval.
45.5
documentary evidence as outlined in clause 44.5, or a birth certificate
following the birth of a child, must be submitted when applying for
supporting partner/other primary caregiver leave.
|
| defence housing australia-enterprise-agreement-2021.txt | 1936 | parental leave | an employee who receives paid parental leave under clause 44 is not
entitled to paid parental leave under this clause.
46. recognition of other parental roles
46.1
where an employee is an enduring primary care giver, and has a
parental role, for a child of an immediate family member, the managing
director will approve parental leave under the same arrangements as
provided in clause 44.3 to 44.9; however, the employee does not have an
entitlement to payment for any leave (specifically payment of up to
14 weeks) as provided under clause 44.3.
25
defence housing australia enterprise agreement 2021
47. career break leave
47.1
the managing director may approve unpaid career break leave of up to
six (6) months for an ongoing employee who has at least two (2) years of
continuous employment with dha.
47.2
approval of leave under this clause will be subject to consideration of any
operational impact and any costs involved in mitigating that impact.
career break leave may only be taken by an employee once every three
(3) years.
47.3
any leave approved under this clause will not count as service for any
purpose. |
| defence housing australia-enterprise-agreement-2021.txt | 1937 | parental leave | entitled to paid parental leave under this clause.
46. recognition of other parental roles
46.1
where an employee is an enduring primary care giver, and has a
parental role, for a child of an immediate family member, the managing
director will approve parental leave under the same arrangements as
provided in clause 44.3 to 44.9; however, the employee does not have an
entitlement to payment for any leave (specifically payment of up to
14 weeks) as provided under clause 44.3.
25
defence housing australia enterprise agreement 2021
47. career break leave
47.1
the managing director may approve unpaid career break leave of up to
six (6) months for an ongoing employee who has at least two (2) years of
continuous employment with dha.
47.2
approval of leave under this clause will be subject to consideration of any
operational impact and any costs involved in mitigating that impact.
career break leave may only be taken by an employee once every three
(3) years.
47.3
any leave approved under this clause will not count as service for any
purpose.
|
| defence housing australia-enterprise-agreement-2021.txt | 1943 | parental leave | director will approve parental leave under the same arrangements as
provided in clause 44.3 to 44.9; however, the employee does not have an
entitlement to payment for any leave (specifically payment of up to
14 weeks) as provided under clause 44.3.
25
defence housing australia enterprise agreement 2021
47. career break leave
47.1
the managing director may approve unpaid career break leave of up to
six (6) months for an ongoing employee who has at least two (2) years of
continuous employment with dha.
47.2
approval of leave under this clause will be subject to consideration of any
operational impact and any costs involved in mitigating that impact.
career break leave may only be taken by an employee once every three
(3) years.
47.3
any leave approved under this clause will not count as service for any
purpose.
48. long service leave
48.1
long service leave is provided in accordance with the long service
leave (commonwealth employees) act 1976 and will only be granted in
minimum periods of 7 consecutive calendar days at full pay or 14 days at
half pay. |
| defence housing australia-enterprise-agreement-2021.txt | 1967 | long service leave | 48. long service leave
48.1
long service leave is provided in accordance with the long service
leave (commonwealth employees) act 1976 and will only be granted in
minimum periods of 7 consecutive calendar days at full pay or 14 days at
half pay.
48.2
periods of long service leave cannot be broken with other periods of
leave, except as otherwise provided for by legislation.
49. community service leave
49.1
the managing director will approve community service leave for an
employee as provided in the fair work act 2009.
49.2
all community service leave is unpaid except for:
(a)
periods of jury service, subject to the employee submitting to
dha any payments made to the employee for jury service other
than reimbursement of costs;
(b)
the first five (5) days of voluntary emergency management
activity in a calendar year; and
(c) |
| defence housing australia-enterprise-agreement-2021.txt | 1969 | long service leave | long service leave is provided in accordance with the long service
leave (commonwealth employees) act 1976 and will only be granted in
minimum periods of 7 consecutive calendar days at full pay or 14 days at
half pay.
48.2
periods of long service leave cannot be broken with other periods of
leave, except as otherwise provided for by legislation.
49. community service leave
49.1
the managing director will approve community service leave for an
employee as provided in the fair work act 2009.
49.2
all community service leave is unpaid except for:
(a)
periods of jury service, subject to the employee submitting to
dha any payments made to the employee for jury service other
than reimbursement of costs;
(b)
the first five (5) days of voluntary emergency management
activity in a calendar year; and
(c)
where otherwise approved by the managing director. |
| defence housing australia-enterprise-agreement-2021.txt | 1975 | long service leave | periods of long service leave cannot be broken with other periods of
leave, except as otherwise provided for by legislation.
49. community service leave
49.1
the managing director will approve community service leave for an
employee as provided in the fair work act 2009.
49.2
all community service leave is unpaid except for:
(a)
periods of jury service, subject to the employee submitting to
dha any payments made to the employee for jury service other
than reimbursement of costs;
(b)
the first five (5) days of voluntary emergency management
activity in a calendar year; and
(c)
where otherwise approved by the managing director.
50. defence reservists leave
50.1
the managing director may grant an employee leave (with or without
pay) to enable the employee to fulfil australian defence force (adf)
reserve and continuous full time service (cfts) or cadet force |
| defence housing australia-enterprise-agreement-2021.txt | 2031 | long service leave | eligible employees may also apply for annual leave, long service leave or
flex days, for the purpose of fulfilling adf reserve, cfts or cadet force
obligations.
51. other leave
51.1
the managing director may approve paid, part paid or unpaid leave in
exceptional circumstances and/or for a reason considered by the
managing director to be appropriate and/or in the interests of dha.
51.2
such leave may be approved subject to conditions and/or to count as
service or not to count as determined by the managing director.
51.3
other leave for a part day will not normally be approved.
51.4
where an employee is on unpaid other leave on the working days
immediately before and after a public holiday, payment will not be made
for the public holiday.
52. public holidays
52.1
the following public holidays will apply under this agreement:
(a)
new year’s day (1 january); |
| defence housing australia-enterprise-agreement-2021.txt | 2126 | long service leave | on paid leave (other than long service leave or paid maternity/parental
leave) the public holiday will not be deducted from the employee’s paid
leave entitlement.
52.6
where an employee is on a period of leave without pay and a public
holiday occurs, the employee will not be entitled to payment for the public
holiday.
53. unauthorised absences
53.1
where an employee is absent from duty without approval the absence
will be without pay and will not count as service for any purpose. other
benefits provided under this agreement will cease to be available to the
employee until the employee resumes duty or is granted leave. any
amounts paid to an employee in respect of an unauthorised absence are
overpayments and dha will seek to recover those amounts.
53.2
where an employee has been absent from work for five (5) or more
consecutive working days without authorisation, dha will make all
reasonable efforts to contact an employee and the employee’s
emergency contact, provide the employee with an opportunity to explain
the absence and give genuine consideration to any explanation provided
by the employee for the absence.
53.3
where the employee fails to provide an explanation for the absence or |
| defence housing australia-enterprise-agreement-2021.txt | 2177 | travel | 55. travel
55.1
where an employee is required to undertake travel on official business
and is required to be away from home overnight:
(a)
the cost of reasonable accommodation will be paid by dha; and
(b)
the employee will either:
(i)
be paid an allowance to cover the cost of meals and
incidentals; or
(ii)
have reasonable meals and incidentals expenditure paid by
dha using a credit card or other suitable means.
56. part day travel allowance
56.1
where an employee is required to be absent from their home locality for
more than 10 hours, but is not required to be away overnight, the
employee will be paid a taxable part day travel allowance of $50.00.
57. motor vehicle allowance
57.1
the managing director can authorise an employee to use an employee’s
private vehicle for work related purposes and approve payment of a |
| defence housing australia-enterprise-agreement-2021.txt | 2179 | travel | where an employee is required to undertake travel on official business
and is required to be away from home overnight:
(a)
the cost of reasonable accommodation will be paid by dha; and
(b)
the employee will either:
(i)
be paid an allowance to cover the cost of meals and
incidentals; or
(ii)
have reasonable meals and incidentals expenditure paid by
dha using a credit card or other suitable means.
56. part day travel allowance
56.1
where an employee is required to be absent from their home locality for
more than 10 hours, but is not required to be away overnight, the
employee will be paid a taxable part day travel allowance of $50.00.
57. motor vehicle allowance
57.1
the managing director can authorise an employee to use an employee’s
private vehicle for work related purposes and approve payment of a
motor vehicle allowance.
57.2 |
| defence housing australia-enterprise-agreement-2021.txt | 2198 | travel | 56. part day travel allowance
56.1
where an employee is required to be absent from their home locality for
more than 10 hours, but is not required to be away overnight, the
employee will be paid a taxable part day travel allowance of $50.00.
57. motor vehicle allowance
57.1
the managing director can authorise an employee to use an employee’s
private vehicle for work related purposes and approve payment of a
motor vehicle allowance.
57.2
the rate of motor vehicle allowance is the same as the rate determined
by the “cents per kilometre” method used by the australian taxation
office.
58. additional role allowances
58.1
the managing director will approve payment of an additional role
allowance of $28 per fortnight, fixed for the life of this agreement, for
employees performing one or more of the following roles:
(a)
first aid officer;
(b)
fire warden or deputy fire warden;
(c) |
| defence housing australia-enterprise-agreement-2021.txt | 2198 | travel allowance | 56. part day travel allowance
56.1
where an employee is required to be absent from their home locality for
more than 10 hours, but is not required to be away overnight, the
employee will be paid a taxable part day travel allowance of $50.00.
57. motor vehicle allowance
57.1
the managing director can authorise an employee to use an employee’s
private vehicle for work related purposes and approve payment of a
motor vehicle allowance.
57.2
the rate of motor vehicle allowance is the same as the rate determined
by the “cents per kilometre” method used by the australian taxation
office.
58. additional role allowances
58.1
the managing director will approve payment of an additional role
allowance of $28 per fortnight, fixed for the life of this agreement, for
employees performing one or more of the following roles:
(a)
first aid officer;
(b)
fire warden or deputy fire warden;
(c) |
| defence housing australia-enterprise-agreement-2021.txt | 2202 | travel | employee will be paid a taxable part day travel allowance of $50.00.
57. motor vehicle allowance
57.1
the managing director can authorise an employee to use an employee’s
private vehicle for work related purposes and approve payment of a
motor vehicle allowance.
57.2
the rate of motor vehicle allowance is the same as the rate determined
by the “cents per kilometre” method used by the australian taxation
office.
58. additional role allowances
58.1
the managing director will approve payment of an additional role
allowance of $28 per fortnight, fixed for the life of this agreement, for
employees performing one or more of the following roles:
(a)
first aid officer;
(b)
fire warden or deputy fire warden;
(c)
harassment contact officer; and/or
(d) |
| defence housing australia-enterprise-agreement-2021.txt | 2202 | travel allowance | employee will be paid a taxable part day travel allowance of $50.00.
57. motor vehicle allowance
57.1
the managing director can authorise an employee to use an employee’s
private vehicle for work related purposes and approve payment of a
motor vehicle allowance.
57.2
the rate of motor vehicle allowance is the same as the rate determined
by the “cents per kilometre” method used by the australian taxation
office.
58. additional role allowances
58.1
the managing director will approve payment of an additional role
allowance of $28 per fortnight, fixed for the life of this agreement, for
employees performing one or more of the following roles:
(a)
first aid officer;
(b)
fire warden or deputy fire warden;
(c)
harassment contact officer; and/or
(d) |
| defence housing australia-enterprise-agreement-2021.txt | 2636 | long service leave | count as service for long service leave purposes will not count as
continuous service for severance pay purposes.
68.8
for the purposes of sub-clause 68.1, the employee’s salary will be the
higher of:
68.9
(a)
the employee’s annual base salary at their permanent
classification level; or
(b)
the salary payable at a higher classification level where the
employee has been temporarily performing work and has been
paid at that higher classification level for a period of 12 months or
more immediately preceding the date on which dha gave the
employee notice of their termination.
an employee will not be entitled to severance pay where dha offers the
employee comparable employment and the employee refuses that offer.
69. notice of termination on retrenchment
69.1
where the employee is to be terminated or retrenched, the managing
director will provide the employee with the notice of termination set out in |
| defence housing australia-enterprise-agreement-2021.txt | 2860 | long service leave | on that date, including accrued annual leave and long service leave,
taking into account any relevant taxation legislation.
73.8
payment of an amount authorised by dha under sub-clause 73.7 shall
be made to the executor of the former employee’s estate, the
administrator of the former employee’s estate, the public trustee or such
other person as the law requires in the jurisdiction pertaining to the
former employee.
74. review of decisions to terminate employment
74.1
termination of, or a decision to terminate, employment cannot be
reviewed under the dispute prevention and settlement procedures
addressed in clause 71 of this agreement.
38
defence housing australia enterprise agreement 2021
appendix 1 - pay rates – classification structure
pay
dha level
point
salary
from
start of
this |
| defence housing australia-enterprise-agreement-2021.txt | 3238 | travel | the place that the employee normally resides and travels to
and from in order to meet employment obligations.
a person who usually resides in the same dwelling as the
employee, with common provision for food or other essentials
for living.
(a) means a spouse (includes a former spouse), de facto
partner (includes a former de facto partner), child, foster
child, parent, grandparent, grandchild or sibling of the
employee; or
(b) means a child, foster child, parent, grandparent,
grandchild or sibling of a spouse (includes a former
spouse) or de facto partner (includes a former de facto
partner) of the employee; and
(c) includes a member of the employee’s cultural kinship
group or extended family where the employee is able to
establish that the person has a similar relationship to that
of a parent, grandparent, child, grandchild or sibling.
means a certificate signed by a registered health practitioner.
an employee who is a non-ongoing employee as defined by
the public service act 1999.
an employee who is an ongoing employee as defined by the
public service act 1999.
de facto partner
means a person who, although not legally married to the
employee,
(a) lives with the employee in a relationship as a couple on a
genuine domestic basis (whether the employee and the
person are of the same sex or different sexes); and |
| defence housing australia-enterprise-agreement-2021.txt | 3505 | overtime | 5. dha undertakes that where an employee is required to work overtime not continuous
with normal duty between 6:30pm and 6:30am monday to friday, the employee will
be entitled to overtime in accordance with the provisions of clauses 32.4 to 32.6 of the
agreement.
these undertakings are provided on the basis of issues raised by the fair work commission
in the application before the fair work commission.
official
|
| defence housing australia-enterprise-agreement-2021.txt | 3507 | overtime | be entitled to overtime in accordance with the provisions of clauses 32.4 to 32.6 of the
agreement.
these undertakings are provided on the basis of issues raised by the fair work commission
in the application before the fair work commission.
official
|
| Treasury-Enterprise-Agreement-2018-21.txt | 260 | long service leave | long service leave;
1
1.5
ii.
maternity leave;
iii.
superannuation;
iv.
work health and safety;
v.
safety, rehabilitation and compensation; and
vi.
review of actions.
delegation
a) the secretary may delegate to, or authorise, a person to perform any of the secretary’s
powers or functions under this agreement.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 268 | maternity leave | maternity leave;
iii.
superannuation;
iv.
work health and safety;
v.
safety, rehabilitation and compensation; and
vi.
review of actions.
delegation
a) the secretary may delegate to, or authorise, a person to perform any of the secretary’s
powers or functions under this agreement.
1.6
individual flexibility arrangement
a) the secretary and an employee covered by this agreement may agree to make an
individual flexibility arrangement (ifa) to vary the effect of terms of the agreement if:
i.
the arrangement deals with one or more of the following matters: |
| Treasury-Enterprise-Agreement-2018-21.txt | 299 | overtime | 2) overtime rates;
3) penalty rates;
4) allowances;
5) leave and leave loading;
6) remuneration; and
ii.
the ifa meets the genuine needs of treasury and the employee in relation to one
or more of the matters mentioned in clause 1.6(a)(i); and
iii.
the ifa is genuinely agreed to by the secretary and the employee.
b) the secretary must ensure that the terms of the ifa:
i.
are about permitted matters under section 172 of the fair work act 2009; and
ii.
are not unlawful terms under section 194 of the fair work act 2009; and
iii.
result in the employee being better off overall than the employee would be if no
arrangement was made.
c) the secretary must ensure that the ifa: |
| Treasury-Enterprise-Agreement-2018-21.txt | 478 | bandwidth | a) an employee’s normal hours are those hours and times, within the bandwidth, that the
employee works on a regular basis.
2.2.2
full-time employees
a) the ordinary hours of work for a full-time employee are 38 hours each week, which
translates to a standard day of 7 hours and 36 minutes from monday to friday, within a
bandwidth from 7 am to 7 pm.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
b) using flexible working hours, employees are not expected to work more than 10 hours
in any given day. overtime (or, where agreed, time off in lieu of overtime for those who
are entitled to overtime) will be paid for hours required by the manager to be worked
outside the bandwidth or for work in excess of 10 hours on any one day, in accordance
with clause 2.4.1.
c) for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and
1:30 pm to 5:06 pm.
d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning
on the day this agreement comes into operation.
2.2.3
part-time employees
a) any employee who has an agreement with their division head to work fewer hours
than the standard week of 38 hours is a part-time employee.
b) managers will facilitate requests from full-time employees for part-time work
arrangements, subject to treasury’s operational requirements. all employees returning
from parental, adoption or permanent foster care leave will have access to part-time |
| Treasury-Enterprise-Agreement-2018-21.txt | 486 | bandwidth | bandwidth from 7 am to 7 pm.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
b) using flexible working hours, employees are not expected to work more than 10 hours
in any given day. overtime (or, where agreed, time off in lieu of overtime for those who
are entitled to overtime) will be paid for hours required by the manager to be worked
outside the bandwidth or for work in excess of 10 hours on any one day, in accordance
with clause 2.4.1.
c) for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and
1:30 pm to 5:06 pm.
d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning
on the day this agreement comes into operation.
2.2.3
part-time employees
a) any employee who has an agreement with their division head to work fewer hours
than the standard week of 38 hours is a part-time employee.
b) managers will facilitate requests from full-time employees for part-time work
arrangements, subject to treasury’s operational requirements. all employees returning
from parental, adoption or permanent foster care leave will have access to part-time
work, where treasury’s operational requirements permit, at least up until the child has
5
reached school age. a manager must provide a written response to the request for
part-time work arrangements stating whether the request has been granted or refused.
c) the terms and conditions of employment of a part-time employee shall be, unless
otherwise provided for in this agreement, those of full-time employees but reduced on |
| Treasury-Enterprise-Agreement-2018-21.txt | 487 | bandwidth | note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
b) using flexible working hours, employees are not expected to work more than 10 hours
in any given day. overtime (or, where agreed, time off in lieu of overtime for those who
are entitled to overtime) will be paid for hours required by the manager to be worked
outside the bandwidth or for work in excess of 10 hours on any one day, in accordance
with clause 2.4.1.
c) for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and
1:30 pm to 5:06 pm.
d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning
on the day this agreement comes into operation.
2.2.3
part-time employees
a) any employee who has an agreement with their division head to work fewer hours
than the standard week of 38 hours is a part-time employee.
b) managers will facilitate requests from full-time employees for part-time work
arrangements, subject to treasury’s operational requirements. all employees returning
from parental, adoption or permanent foster care leave will have access to part-time
work, where treasury’s operational requirements permit, at least up until the child has
5
reached school age. a manager must provide a written response to the request for
part-time work arrangements stating whether the request has been granted or refused.
c) the terms and conditions of employment of a part-time employee shall be, unless
otherwise provided for in this agreement, those of full-time employees but reduced on
a pro-rata basis (where appropriate) for the number of hours worked. |
| Treasury-Enterprise-Agreement-2018-21.txt | 489 | overtime | in any given day. overtime (or, where agreed, time off in lieu of overtime for those who
are entitled to overtime) will be paid for hours required by the manager to be worked
outside the bandwidth or for work in excess of 10 hours on any one day, in accordance
with clause 2.4.1.
c) for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and
1:30 pm to 5:06 pm.
d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning
on the day this agreement comes into operation.
2.2.3
part-time employees
a) any employee who has an agreement with their division head to work fewer hours
than the standard week of 38 hours is a part-time employee.
b) managers will facilitate requests from full-time employees for part-time work
arrangements, subject to treasury’s operational requirements. all employees returning
from parental, adoption or permanent foster care leave will have access to part-time
work, where treasury’s operational requirements permit, at least up until the child has
5
reached school age. a manager must provide a written response to the request for
part-time work arrangements stating whether the request has been granted or refused.
c) the terms and conditions of employment of a part-time employee shall be, unless
otherwise provided for in this agreement, those of full-time employees but reduced on
a pro-rata basis (where appropriate) for the number of hours worked.
d) an employee may return to full-time arrangements with the agreement of the division
head. at the expiry of the part-time arrangement an employee has the right to revert |
| Treasury-Enterprise-Agreement-2018-21.txt | 490 | overtime | are entitled to overtime) will be paid for hours required by the manager to be worked
outside the bandwidth or for work in excess of 10 hours on any one day, in accordance
with clause 2.4.1.
c) for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and
1:30 pm to 5:06 pm.
d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning
on the day this agreement comes into operation.
2.2.3
part-time employees
a) any employee who has an agreement with their division head to work fewer hours
than the standard week of 38 hours is a part-time employee.
b) managers will facilitate requests from full-time employees for part-time work
arrangements, subject to treasury’s operational requirements. all employees returning
from parental, adoption or permanent foster care leave will have access to part-time
work, where treasury’s operational requirements permit, at least up until the child has
5
reached school age. a manager must provide a written response to the request for
part-time work arrangements stating whether the request has been granted or refused.
c) the terms and conditions of employment of a part-time employee shall be, unless
otherwise provided for in this agreement, those of full-time employees but reduced on
a pro-rata basis (where appropriate) for the number of hours worked.
d) an employee may return to full-time arrangements with the agreement of the division
head. at the expiry of the part-time arrangement an employee has the right to revert
to full-time work. |
| Treasury-Enterprise-Agreement-2018-21.txt | 491 | bandwidth | outside the bandwidth or for work in excess of 10 hours on any one day, in accordance
with clause 2.4.1.
c) for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and
1:30 pm to 5:06 pm.
d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning
on the day this agreement comes into operation.
2.2.3
part-time employees
a) any employee who has an agreement with their division head to work fewer hours
than the standard week of 38 hours is a part-time employee.
b) managers will facilitate requests from full-time employees for part-time work
arrangements, subject to treasury’s operational requirements. all employees returning
from parental, adoption or permanent foster care leave will have access to part-time
work, where treasury’s operational requirements permit, at least up until the child has
5
reached school age. a manager must provide a written response to the request for
part-time work arrangements stating whether the request has been granted or refused.
c) the terms and conditions of employment of a part-time employee shall be, unless
otherwise provided for in this agreement, those of full-time employees but reduced on
a pro-rata basis (where appropriate) for the number of hours worked.
d) an employee may return to full-time arrangements with the agreement of the division
head. at the expiry of the part-time arrangement an employee has the right to revert
to full-time work.
e) agreed part-time hours will be within the 7 am to 7 pm bandwidth. |
| Treasury-Enterprise-Agreement-2018-21.txt | 494 | flextime | flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and
1:30 pm to 5:06 pm.
d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning
on the day this agreement comes into operation.
2.2.3
part-time employees
a) any employee who has an agreement with their division head to work fewer hours
than the standard week of 38 hours is a part-time employee.
b) managers will facilitate requests from full-time employees for part-time work
arrangements, subject to treasury’s operational requirements. all employees returning
from parental, adoption or permanent foster care leave will have access to part-time
work, where treasury’s operational requirements permit, at least up until the child has
5
reached school age. a manager must provide a written response to the request for
part-time work arrangements stating whether the request has been granted or refused.
c) the terms and conditions of employment of a part-time employee shall be, unless
otherwise provided for in this agreement, those of full-time employees but reduced on
a pro-rata basis (where appropriate) for the number of hours worked.
d) an employee may return to full-time arrangements with the agreement of the division
head. at the expiry of the part-time arrangement an employee has the right to revert
to full-time work.
e) agreed part-time hours will be within the 7 am to 7 pm bandwidth.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
f)
|
| Treasury-Enterprise-Agreement-2018-21.txt | 520 | bandwidth | e) agreed part-time hours will be within the 7 am to 7 pm bandwidth.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
f)
2.2.4
no full-time employee will be compelled to change to part-time arrangements.
variation of hours
a) the 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having
regard to operational requirements, provided the length of the bandwidth period
remains a minimum of 12 continuous hours.
b) the bandwidth as varied will be taken to be the bandwidth for that employee for all
purposes under this agreement (including for the purposes of determining an
employee’s eligibility to receive overtime payments).
2.2.5
regular breaks
a) an employee should not work more than five hours without a break of at least
30 minutes.
2.3
flextime
a) employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b) flextime arrangements include the following features:
i.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 521 | bandwidth | note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
f)
2.2.4
no full-time employee will be compelled to change to part-time arrangements.
variation of hours
a) the 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having
regard to operational requirements, provided the length of the bandwidth period
remains a minimum of 12 continuous hours.
b) the bandwidth as varied will be taken to be the bandwidth for that employee for all
purposes under this agreement (including for the purposes of determining an
employee’s eligibility to receive overtime payments).
2.2.5
regular breaks
a) an employee should not work more than five hours without a break of at least
30 minutes.
2.3
flextime
a) employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b) flextime arrangements include the following features:
i.
an employee may carry over a maximum of 38 hours as a flex credit or up to |
| Treasury-Enterprise-Agreement-2018-21.txt | 529 | bandwidth | a) the 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having
regard to operational requirements, provided the length of the bandwidth period
remains a minimum of 12 continuous hours.
b) the bandwidth as varied will be taken to be the bandwidth for that employee for all
purposes under this agreement (including for the purposes of determining an
employee’s eligibility to receive overtime payments).
2.2.5
regular breaks
a) an employee should not work more than five hours without a break of at least
30 minutes.
2.3
flextime
a) employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b) flextime arrangements include the following features:
i.
an employee may carry over a maximum of 38 hours as a flex credit or up to
10 hours as a flex debit into the next settlement period.
ii.
a settlement period is a four week period.
iii.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 530 | bandwidth | regard to operational requirements, provided the length of the bandwidth period
remains a minimum of 12 continuous hours.
b) the bandwidth as varied will be taken to be the bandwidth for that employee for all
purposes under this agreement (including for the purposes of determining an
employee’s eligibility to receive overtime payments).
2.2.5
regular breaks
a) an employee should not work more than five hours without a break of at least
30 minutes.
2.3
flextime
a) employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b) flextime arrangements include the following features:
i.
an employee may carry over a maximum of 38 hours as a flex credit or up to
10 hours as a flex debit into the next settlement period.
ii.
a settlement period is a four week period.
iii.
an employee may take up to five days as flextime in any one settlement period, |
| Treasury-Enterprise-Agreement-2018-21.txt | 532 | bandwidth | b) the bandwidth as varied will be taken to be the bandwidth for that employee for all
purposes under this agreement (including for the purposes of determining an
employee’s eligibility to receive overtime payments).
2.2.5
regular breaks
a) an employee should not work more than five hours without a break of at least
30 minutes.
2.3
flextime
a) employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b) flextime arrangements include the following features:
i.
an employee may carry over a maximum of 38 hours as a flex credit or up to
10 hours as a flex debit into the next settlement period.
ii.
a settlement period is a four week period.
iii.
an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 534 | overtime | employee’s eligibility to receive overtime payments).
2.2.5
regular breaks
a) an employee should not work more than five hours without a break of at least
30 minutes.
2.3
flextime
a) employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b) flextime arrangements include the following features:
i.
an employee may carry over a maximum of 38 hours as a flex credit or up to
10 hours as a flex debit into the next settlement period.
ii.
a settlement period is a four week period.
iii.
an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
6
|
| Treasury-Enterprise-Agreement-2018-21.txt | 544 | flextime | flextime
a) employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b) flextime arrangements include the following features:
i.
an employee may carry over a maximum of 38 hours as a flex credit or up to
10 hours as a flex debit into the next settlement period.
ii.
a settlement period is a four week period.
iii.
an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
6
2.4
overtime and time off in lieu
2.4.1
aps level employees: overtime and time off in lieu
a) overtime is payable to employees at or below aps 6 level.
b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the |
| Treasury-Enterprise-Agreement-2018-21.txt | 545 | flextime | a) employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b) flextime arrangements include the following features:
i.
an employee may carry over a maximum of 38 hours as a flex credit or up to
10 hours as a flex debit into the next settlement period.
ii.
a settlement period is a four week period.
iii.
an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
6
2.4
overtime and time off in lieu
2.4.1
aps level employees: overtime and time off in lieu
a) overtime is payable to employees at or below aps 6 level.
b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager. |
| Treasury-Enterprise-Agreement-2018-21.txt | 546 | flextime | information can be found in the policy relating to flextime.
b) flextime arrangements include the following features:
i.
an employee may carry over a maximum of 38 hours as a flex credit or up to
10 hours as a flex debit into the next settlement period.
ii.
a settlement period is a four week period.
iii.
an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
6
2.4
overtime and time off in lieu
2.4.1
aps level employees: overtime and time off in lieu
a) overtime is payable to employees at or below aps 6 level.
b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. |
| Treasury-Enterprise-Agreement-2018-21.txt | 547 | flextime | b) flextime arrangements include the following features:
i.
an employee may carry over a maximum of 38 hours as a flex credit or up to
10 hours as a flex debit into the next settlement period.
ii.
a settlement period is a four week period.
iii.
an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
6
2.4
overtime and time off in lieu
2.4.1
aps level employees: overtime and time off in lieu
a) overtime is payable to employees at or below aps 6 level.
b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c) for part-time employees at these levels, overtime is work performed at the direction of |
| Treasury-Enterprise-Agreement-2018-21.txt | 559 | flextime | an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
6
2.4
overtime and time off in lieu
2.4.1
aps level employees: overtime and time off in lieu
a) overtime is payable to employees at or below aps 6 level.
b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c) for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d) for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i.
overtime worked monday to saturday will be paid at the rate of time and a
quarter for the first three hours each day and time and a half thereafter.
ii.
overtime worked on sunday will be paid at the rate of time and a half. |
| Treasury-Enterprise-Agreement-2018-21.txt | 566 | overtime | overtime and time off in lieu
2.4.1
aps level employees: overtime and time off in lieu
a) overtime is payable to employees at or below aps 6 level.
b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c) for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d) for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i.
overtime worked monday to saturday will be paid at the rate of time and a
quarter for the first three hours each day and time and a half thereafter.
ii.
overtime worked on sunday will be paid at the rate of time and a half.
emergency duty, where no notice is given to the employee prior to ceasing
ordinary duty, will also be paid at the rate of time and a half.
iii.
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty |
| Treasury-Enterprise-Agreement-2018-21.txt | 570 | overtime | aps level employees: overtime and time off in lieu
a) overtime is payable to employees at or below aps 6 level.
b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c) for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d) for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i.
overtime worked monday to saturday will be paid at the rate of time and a
quarter for the first three hours each day and time and a half thereafter.
ii.
overtime worked on sunday will be paid at the rate of time and a half.
emergency duty, where no notice is given to the employee prior to ceasing
ordinary duty, will also be paid at the rate of time and a half.
iii.
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e) where overtime is continuous with ordinary duty, overtime payments will be made for |
| Treasury-Enterprise-Agreement-2018-21.txt | 571 | overtime | a) overtime is payable to employees at or below aps 6 level.
b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c) for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d) for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i.
overtime worked monday to saturday will be paid at the rate of time and a
quarter for the first three hours each day and time and a half thereafter.
ii.
overtime worked on sunday will be paid at the rate of time and a half.
emergency duty, where no notice is given to the employee prior to ceasing
ordinary duty, will also be paid at the rate of time and a half.
iii.
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e) where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will |
| Treasury-Enterprise-Agreement-2018-21.txt | 572 | overtime | b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c) for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d) for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i.
overtime worked monday to saturday will be paid at the rate of time and a
quarter for the first three hours each day and time and a half thereafter.
ii.
overtime worked on sunday will be paid at the rate of time and a half.
emergency duty, where no notice is given to the employee prior to ceasing
ordinary duty, will also be paid at the rate of time and a half.
iii.
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e) where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency |
| Treasury-Enterprise-Agreement-2018-21.txt | 573 | bandwidth | hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c) for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d) for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i.
overtime worked monday to saturday will be paid at the rate of time and a
quarter for the first three hours each day and time and a half thereafter.
ii.
overtime worked on sunday will be paid at the rate of time and a half.
emergency duty, where no notice is given to the employee prior to ceasing
ordinary duty, will also be paid at the rate of time and a half.
iii.
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e) where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of |
| Treasury-Enterprise-Agreement-2018-21.txt | 575 | bandwidth | note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c) for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d) for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i.
overtime worked monday to saturday will be paid at the rate of time and a
quarter for the first three hours each day and time and a half thereafter.
ii.
overtime worked on sunday will be paid at the rate of time and a half.
emergency duty, where no notice is given to the employee prior to ceasing
ordinary duty, will also be paid at the rate of time and a half.
iii.
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e) where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of
two hours.
f) |
| Treasury-Enterprise-Agreement-2018-21.txt | 576 | overtime | c) for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d) for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i.
overtime worked monday to saturday will be paid at the rate of time and a
quarter for the first three hours each day and time and a half thereafter.
ii.
overtime worked on sunday will be paid at the rate of time and a half.
emergency duty, where no notice is given to the employee prior to ceasing
ordinary duty, will also be paid at the rate of time and a half.
iii.
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e) where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of
two hours.
f)
|
| Treasury-Enterprise-Agreement-2018-21.txt | 579 | overtime | d) for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i.
overtime worked monday to saturday will be paid at the rate of time and a
quarter for the first three hours each day and time and a half thereafter.
ii.
overtime worked on sunday will be paid at the rate of time and a half.
emergency duty, where no notice is given to the employee prior to ceasing
ordinary duty, will also be paid at the rate of time and a half.
iii.
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e) where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of
two hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the |
| Treasury-Enterprise-Agreement-2018-21.txt | 583 | overtime | overtime worked monday to saturday will be paid at the rate of time and a
quarter for the first three hours each day and time and a half thereafter.
ii.
overtime worked on sunday will be paid at the rate of time and a half.
emergency duty, where no notice is given to the employee prior to ceasing
ordinary duty, will also be paid at the rate of time and a half.
iii.
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e) where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of
two hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no |
| Treasury-Enterprise-Agreement-2018-21.txt | 588 | overtime | overtime worked on sunday will be paid at the rate of time and a half.
emergency duty, where no notice is given to the employee prior to ceasing
ordinary duty, will also be paid at the rate of time and a half.
iii.
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e) where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of
two hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h) where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break. |
| Treasury-Enterprise-Agreement-2018-21.txt | 594 | overtime | overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e) where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of
two hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h) where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
2.4.2
i) |
| Treasury-Enterprise-Agreement-2018-21.txt | 599 | overtime | e) where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of
two hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h) where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
2.4.2
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j) |
| Treasury-Enterprise-Agreement-2018-21.txt | 600 | overtime | hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of
two hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h) where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
2.4.2
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
|
| Treasury-Enterprise-Agreement-2018-21.txt | 601 | overtime | be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of
two hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h) where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
2.4.2
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has |
| Treasury-Enterprise-Agreement-2018-21.txt | 602 | overtime | duty, payment for each separate overtime attendance will be for a minimum of
two hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h) where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
2.4.2
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to |
| Treasury-Enterprise-Agreement-2018-21.txt | 606 | bandwidth | where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h) where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
2.4.2
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original
entitlement.
executive level employees: flexible hours and time off in lieu |
| Treasury-Enterprise-Agreement-2018-21.txt | 607 | travel | employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h) where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
2.4.2
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original
entitlement.
executive level employees: flexible hours and time off in lieu
a) employees at the executive levels 1 and 2 are able to work flexible hours, under |
| Treasury-Enterprise-Agreement-2018-21.txt | 612 | bandwidth | bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h) where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
2.4.2
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original
entitlement.
executive level employees: flexible hours and time off in lieu
a) employees at the executive levels 1 and 2 are able to work flexible hours, under
treasury’s time off in lieu (toil) system. this means that variations in attendance
times and absences, including for part-day or full-day absences may be approved by
managers without the need for a leave application. further information on toil can be
found in the toil guidelines.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 613 | bandwidth | earlier than two hours before the beginning of the bandwidth.
h) where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
2.4.2
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original
entitlement.
executive level employees: flexible hours and time off in lieu
a) employees at the executive levels 1 and 2 are able to work flexible hours, under
treasury’s time off in lieu (toil) system. this means that variations in attendance
times and absences, including for part-day or full-day absences may be approved by
managers without the need for a leave application. further information on toil can be
found in the toil guidelines.
2.5 |
| Treasury-Enterprise-Agreement-2018-21.txt | 625 | overtime | where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original
entitlement.
executive level employees: flexible hours and time off in lieu
a) employees at the executive levels 1 and 2 are able to work flexible hours, under
treasury’s time off in lieu (toil) system. this means that variations in attendance
times and absences, including for part-day or full-day absences may be approved by
managers without the need for a leave application. further information on toil can be
found in the toil guidelines.
2.5
public holidays
a) employees will be entitled to the following public holidays:
i.
new year’s day (1 january);
ii.
australia day (26 january);
iii. |
| Treasury-Enterprise-Agreement-2018-21.txt | 630 | overtime | where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original
entitlement.
executive level employees: flexible hours and time off in lieu
a) employees at the executive levels 1 and 2 are able to work flexible hours, under
treasury’s time off in lieu (toil) system. this means that variations in attendance
times and absences, including for part-day or full-day absences may be approved by
managers without the need for a leave application. further information on toil can be
found in the toil guidelines.
2.5
public holidays
a) employees will be entitled to the following public holidays:
i.
new year’s day (1 january);
ii.
australia day (26 january);
iii.
good friday;
iv.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 699 | long service leave | long service leave, maternity and primary carer leave or adoption and permanent foster
care leave there is no entitlement to receive payment as a public holiday. payment for
that day would be in accordance with the entitlement for that form of leave (for
example if on long service leave half pay, payment is on half pay).
2.6
christmas closedown
a) treasury will close its normal operations from the close of business on the last working
day before christmas day, with business resuming on the first working day after new
year’s day (christmas closedown).
b) employees will be provided with time off between christmas and new year’s day and
will be paid in accordance with their ordinary hours of work. where an employee is
absent on long service leave, maternity and primary carer leave, or adoption and
permanent foster care leave, payment for christmas closedown will be in accordance
with the entitlement for that form of leave (for example if on long service leave at half
pay, payment is at half pay).
c) with the exception of long service leave, maternity and primary carer leave or adoption
and permanent foster care leave there will be no deduction from paid leave credits for
the christmas closedown.
d) if an employee is directed to work on any of the working days during christmas
closedown, then the employee may elect to have their credit of annual leave increased
by the equivalent period, or to receive the equivalent period as time off in lieu. in
addition, employees who are directed to work on the first work day after the
boxing day public holiday will be paid as if it were a public holiday.
e) a part-time employee as defined in clause 2.2.3 who would not usually work one or
more of the working days between christmas day and new year’s day will be granted a
period of absence equal to 20 per cent of their weekly part-time hours for each of the
days on which they would not usually work.
f) |
| Treasury-Enterprise-Agreement-2018-21.txt | 702 | long service leave | example if on long service leave half pay, payment is on half pay).
2.6
christmas closedown
a) treasury will close its normal operations from the close of business on the last working
day before christmas day, with business resuming on the first working day after new
year’s day (christmas closedown).
b) employees will be provided with time off between christmas and new year’s day and
will be paid in accordance with their ordinary hours of work. where an employee is
absent on long service leave, maternity and primary carer leave, or adoption and
permanent foster care leave, payment for christmas closedown will be in accordance
with the entitlement for that form of leave (for example if on long service leave at half
pay, payment is at half pay).
c) with the exception of long service leave, maternity and primary carer leave or adoption
and permanent foster care leave there will be no deduction from paid leave credits for
the christmas closedown.
d) if an employee is directed to work on any of the working days during christmas
closedown, then the employee may elect to have their credit of annual leave increased
by the equivalent period, or to receive the equivalent period as time off in lieu. in
addition, employees who are directed to work on the first work day after the
boxing day public holiday will be paid as if it were a public holiday.
e) a part-time employee as defined in clause 2.2.3 who would not usually work one or
more of the working days between christmas day and new year’s day will be granted a
period of absence equal to 20 per cent of their weekly part-time hours for each of the
days on which they would not usually work.
f)
an absence under clause 2.6 will count as service for all purposes.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 712 | long service leave | absent on long service leave, maternity and primary carer leave, or adoption and
permanent foster care leave, payment for christmas closedown will be in accordance
with the entitlement for that form of leave (for example if on long service leave at half
pay, payment is at half pay).
c) with the exception of long service leave, maternity and primary carer leave or adoption
and permanent foster care leave there will be no deduction from paid leave credits for
the christmas closedown.
d) if an employee is directed to work on any of the working days during christmas
closedown, then the employee may elect to have their credit of annual leave increased
by the equivalent period, or to receive the equivalent period as time off in lieu. in
addition, employees who are directed to work on the first work day after the
boxing day public holiday will be paid as if it were a public holiday.
e) a part-time employee as defined in clause 2.2.3 who would not usually work one or
more of the working days between christmas day and new year’s day will be granted a
period of absence equal to 20 per cent of their weekly part-time hours for each of the
days on which they would not usually work.
f)
an absence under clause 2.6 will count as service for all purposes.
9
part 3 — leave entitlements
3.1
application and approval of leave
a) all forms of leave must be applied for and approved by the secretary or a manager as
determined in this part. approvals for leave apart from personal leave, carer’s leave,
compassionate leave, maternity and primary carer leave, and adoption and permanent
foster care leave, are subject to treasury’s operational requirements. further |
| Treasury-Enterprise-Agreement-2018-21.txt | 714 | long service leave | with the entitlement for that form of leave (for example if on long service leave at half
pay, payment is at half pay).
c) with the exception of long service leave, maternity and primary carer leave or adoption
and permanent foster care leave there will be no deduction from paid leave credits for
the christmas closedown.
d) if an employee is directed to work on any of the working days during christmas
closedown, then the employee may elect to have their credit of annual leave increased
by the equivalent period, or to receive the equivalent period as time off in lieu. in
addition, employees who are directed to work on the first work day after the
boxing day public holiday will be paid as if it were a public holiday.
e) a part-time employee as defined in clause 2.2.3 who would not usually work one or
more of the working days between christmas day and new year’s day will be granted a
period of absence equal to 20 per cent of their weekly part-time hours for each of the
days on which they would not usually work.
f)
an absence under clause 2.6 will count as service for all purposes.
9
part 3 — leave entitlements
3.1
application and approval of leave
a) all forms of leave must be applied for and approved by the secretary or a manager as
determined in this part. approvals for leave apart from personal leave, carer’s leave,
compassionate leave, maternity and primary carer leave, and adoption and permanent
foster care leave, are subject to treasury’s operational requirements. further
information on leave can be found in the leave guidelines.
b) where an employee takes more than 30 days in aggregate leave without pay in a |
| Treasury-Enterprise-Agreement-2018-21.txt | 716 | long service leave | c) with the exception of long service leave, maternity and primary carer leave or adoption
and permanent foster care leave there will be no deduction from paid leave credits for
the christmas closedown.
d) if an employee is directed to work on any of the working days during christmas
closedown, then the employee may elect to have their credit of annual leave increased
by the equivalent period, or to receive the equivalent period as time off in lieu. in
addition, employees who are directed to work on the first work day after the
boxing day public holiday will be paid as if it were a public holiday.
e) a part-time employee as defined in clause 2.2.3 who would not usually work one or
more of the working days between christmas day and new year’s day will be granted a
period of absence equal to 20 per cent of their weekly part-time hours for each of the
days on which they would not usually work.
f)
an absence under clause 2.6 will count as service for all purposes.
9
part 3 — leave entitlements
3.1
application and approval of leave
a) all forms of leave must be applied for and approved by the secretary or a manager as
determined in this part. approvals for leave apart from personal leave, carer’s leave,
compassionate leave, maternity and primary carer leave, and adoption and permanent
foster care leave, are subject to treasury’s operational requirements. further
information on leave can be found in the leave guidelines.
b) where an employee takes more than 30 days in aggregate leave without pay in a
calendar year (annual leave) or an accrual year (personal/carer’s leave), the whole
period will not count as service for the purposes of annual and personal/carer’s leave |
| Treasury-Enterprise-Agreement-2018-21.txt | 870 | parental leave | parental leave
a) an employee is entitled to maternity leave in accordance with the
maternity leave (commonwealth employees) act 1973.
b) an employee may elect to spread the payment for the leave granted under
clause 3.8(a) over a maximum period of 24 weeks at a rate of no less than half pay. any
such period of leave in excess of 12 weeks will not count as service for any purpose.
c) an employee, other than a casual, who has at least 12 continuous months of aps
service and who is the primary carer of a child may take four weeks’ paid leave within
12 months of the birth of that child, which:
i.
must be taken as a continuous block;
ii.
is only available to employees who are the primary carer of their own child or
their partner’s child;
iii.
for primary carers who are the birth mother, is in addition to the entitlement
under clause 3.8(a).
12
d) an employee may elect to spread the payment for the leave granted under clause
3.8(c) over a maximum period of eight weeks at a rate of no less than half pay. any such
period of leave in excess of four weeks will not count as service for any purpose.
e) an employee who accesses leave under clause 3.8 is not also entitled to access leave
under clause 3.9 in circumstances where both forms of leave would be available to that |
| Treasury-Enterprise-Agreement-2018-21.txt | 871 | maternity leave | a) an employee is entitled to maternity leave in accordance with the
maternity leave (commonwealth employees) act 1973.
b) an employee may elect to spread the payment for the leave granted under
clause 3.8(a) over a maximum period of 24 weeks at a rate of no less than half pay. any
such period of leave in excess of 12 weeks will not count as service for any purpose.
c) an employee, other than a casual, who has at least 12 continuous months of aps
service and who is the primary carer of a child may take four weeks’ paid leave within
12 months of the birth of that child, which:
i.
must be taken as a continuous block;
ii.
is only available to employees who are the primary carer of their own child or
their partner’s child;
iii.
for primary carers who are the birth mother, is in addition to the entitlement
under clause 3.8(a).
12
d) an employee may elect to spread the payment for the leave granted under clause
3.8(c) over a maximum period of eight weeks at a rate of no less than half pay. any such
period of leave in excess of four weeks will not count as service for any purpose.
e) an employee who accesses leave under clause 3.8 is not also entitled to access leave
under clause 3.9 in circumstances where both forms of leave would be available to that
employee, in respect of that child. |
| Treasury-Enterprise-Agreement-2018-21.txt | 872 | maternity leave | maternity leave (commonwealth employees) act 1973.
b) an employee may elect to spread the payment for the leave granted under
clause 3.8(a) over a maximum period of 24 weeks at a rate of no less than half pay. any
such period of leave in excess of 12 weeks will not count as service for any purpose.
c) an employee, other than a casual, who has at least 12 continuous months of aps
service and who is the primary carer of a child may take four weeks’ paid leave within
12 months of the birth of that child, which:
i.
must be taken as a continuous block;
ii.
is only available to employees who are the primary carer of their own child or
their partner’s child;
iii.
for primary carers who are the birth mother, is in addition to the entitlement
under clause 3.8(a).
12
d) an employee may elect to spread the payment for the leave granted under clause
3.8(c) over a maximum period of eight weeks at a rate of no less than half pay. any such
period of leave in excess of four weeks will not count as service for any purpose.
e) an employee who accesses leave under clause 3.8 is not also entitled to access leave
under clause 3.9 in circumstances where both forms of leave would be available to that
employee, in respect of that child.
f) |
| Treasury-Enterprise-Agreement-2018-21.txt | 975 | long service leave | long service leave
a) an employee is eligible for long service leave in accordance with the
long service leave (commonwealth employees) act 1976.
b) the minimum period during which long service leave can be taken is seven calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
3.12
defence reservists leave
a) an employee may be granted leave by their manager (with or without pay) to enable
the employee to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
note: the entitlement to leave for reserve service is prescribed under the defence
reserve service (protection) act 2001.
b) an employee is entitled to adf reserve leave with pay, for up to four weeks during
each financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required.
i.
a further two weeks’ paid leave may be granted to facilitate participation in
additional adf reserve training, including induction requirements. this two week
period of paid leave may be accessed during an employee’s first two years of adf
reserve service. no employee can access more than two weeks’ paid leave under
this clause.
ii.
with the exception of the additional two weeks’ leave which can be taken any
time within the first two years of service, leave can be accumulated and taken |
| Treasury-Enterprise-Agreement-2018-21.txt | 976 | long service leave | a) an employee is eligible for long service leave in accordance with the
long service leave (commonwealth employees) act 1976.
b) the minimum period during which long service leave can be taken is seven calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
3.12
defence reservists leave
a) an employee may be granted leave by their manager (with or without pay) to enable
the employee to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
note: the entitlement to leave for reserve service is prescribed under the defence
reserve service (protection) act 2001.
b) an employee is entitled to adf reserve leave with pay, for up to four weeks during
each financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required.
i.
a further two weeks’ paid leave may be granted to facilitate participation in
additional adf reserve training, including induction requirements. this two week
period of paid leave may be accessed during an employee’s first two years of adf
reserve service. no employee can access more than two weeks’ paid leave under
this clause.
ii.
with the exception of the additional two weeks’ leave which can be taken any
time within the first two years of service, leave can be accumulated and taken
over a period of two years, to enable the employee to undertake training as a |
| Treasury-Enterprise-Agreement-2018-21.txt | 977 | long service leave | long service leave (commonwealth employees) act 1976.
b) the minimum period during which long service leave can be taken is seven calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
3.12
defence reservists leave
a) an employee may be granted leave by their manager (with or without pay) to enable
the employee to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
note: the entitlement to leave for reserve service is prescribed under the defence
reserve service (protection) act 2001.
b) an employee is entitled to adf reserve leave with pay, for up to four weeks during
each financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required.
i.
a further two weeks’ paid leave may be granted to facilitate participation in
additional adf reserve training, including induction requirements. this two week
period of paid leave may be accessed during an employee’s first two years of adf
reserve service. no employee can access more than two weeks’ paid leave under
this clause.
ii.
with the exception of the additional two weeks’ leave which can be taken any
time within the first two years of service, leave can be accumulated and taken
over a period of two years, to enable the employee to undertake training as a
member of the adf reserves. |
| Treasury-Enterprise-Agreement-2018-21.txt | 978 | long service leave | b) the minimum period during which long service leave can be taken is seven calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
3.12
defence reservists leave
a) an employee may be granted leave by their manager (with or without pay) to enable
the employee to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
note: the entitlement to leave for reserve service is prescribed under the defence
reserve service (protection) act 2001.
b) an employee is entitled to adf reserve leave with pay, for up to four weeks during
each financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required.
i.
a further two weeks’ paid leave may be granted to facilitate participation in
additional adf reserve training, including induction requirements. this two week
period of paid leave may be accessed during an employee’s first two years of adf
reserve service. no employee can access more than two weeks’ paid leave under
this clause.
ii.
with the exception of the additional two weeks’ leave which can be taken any
time within the first two years of service, leave can be accumulated and taken
over a period of two years, to enable the employee to undertake training as a
member of the adf reserves.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 979 | long service leave | days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
3.12
defence reservists leave
a) an employee may be granted leave by their manager (with or without pay) to enable
the employee to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
note: the entitlement to leave for reserve service is prescribed under the defence
reserve service (protection) act 2001.
b) an employee is entitled to adf reserve leave with pay, for up to four weeks during
each financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required.
i.
a further two weeks’ paid leave may be granted to facilitate participation in
additional adf reserve training, including induction requirements. this two week
period of paid leave may be accessed during an employee’s first two years of adf
reserve service. no employee can access more than two weeks’ paid leave under
this clause.
ii.
with the exception of the additional two weeks’ leave which can be taken any
time within the first two years of service, leave can be accumulated and taken
over a period of two years, to enable the employee to undertake training as a
member of the adf reserves.
14 |
| Treasury-Enterprise-Agreement-2018-21.txt | 1018 | long service leave | d) eligible employees may also apply for annual leave, long service leave, leave without
pay, or they may use flextime for the purpose of fulfilling adf reserve, cfts or cadet
force obligations.
e) employees are to notify their manager at the earliest opportunity once the dates for
adf reserve, cfts or cadet force activities are known and/or changed.
3.13
miscellaneous leave
a) the secretary may grant leave not provided for elsewhere to an employee for a
purpose that the secretary considers to be in the interests of treasury and the aps,
having regard to operational requirements. further information on miscellaneous leave
can be found in the leave guidelines.
b) miscellaneous leave may be granted for the period requested or another period, with
or without pay and may be subject to conditions as determined by the secretary.
c) when an employee is granted leave without pay (lwop), the secretary will determine
whether the period of lwop counts as service for the purposes of annual and personal
leave entitlements.
3.14
unauthorised absence
a) where an employee is absent from duty and the period of absence was not authorised,
all pay and other benefits provided under this agreement (such as flextime) will cease
to be available until the employee resumes duty or is granted leave.
b) any period of unauthorised absence does not count as service for any purpose, and no
entitlements accrue during this period.
3.15
|
| Treasury-Enterprise-Agreement-2018-21.txt | 1019 | flextime | pay, or they may use flextime for the purpose of fulfilling adf reserve, cfts or cadet
force obligations.
e) employees are to notify their manager at the earliest opportunity once the dates for
adf reserve, cfts or cadet force activities are known and/or changed.
3.13
miscellaneous leave
a) the secretary may grant leave not provided for elsewhere to an employee for a
purpose that the secretary considers to be in the interests of treasury and the aps,
having regard to operational requirements. further information on miscellaneous leave
can be found in the leave guidelines.
b) miscellaneous leave may be granted for the period requested or another period, with
or without pay and may be subject to conditions as determined by the secretary.
c) when an employee is granted leave without pay (lwop), the secretary will determine
whether the period of lwop counts as service for the purposes of annual and personal
leave entitlements.
3.14
unauthorised absence
a) where an employee is absent from duty and the period of absence was not authorised,
all pay and other benefits provided under this agreement (such as flextime) will cease
to be available until the employee resumes duty or is granted leave.
b) any period of unauthorised absence does not count as service for any purpose, and no
entitlements accrue during this period.
3.15
payment in lieu of leave entitlements on death of employee |
| Treasury-Enterprise-Agreement-2018-21.txt | 1041 | flextime | all pay and other benefits provided under this agreement (such as flextime) will cease
to be available until the employee resumes duty or is granted leave.
b) any period of unauthorised absence does not count as service for any purpose, and no
entitlements accrue during this period.
3.15
payment in lieu of leave entitlements on death of employee
a) where an employee dies, or is presumed to have died on a particular date, the
division head of people and organisational strategy division may authorise payment
to be made to dependants, the partner of the former employee or the former
employee’s legal representative of all leave entitlements otherwise payable on
resignation or retirement.
15
part 4 — conditions of engagement
4.1
portability of leave
a) where an employee moves (including on promotion or for an agreed period) from
another agency where they were an ongoing aps employee, the employee’s unused
accrued annual leave and personal/carer’s leave (however described) will be
transferred, provided there is no break in continuity of service.
b) where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service
or the act government service, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be transferred.
c) for the purposes of this clause:
i. |
| Treasury-Enterprise-Agreement-2018-21.txt | 1100 | parental leave | entitlements to annual leave, paid personal leave, paid parental leave, paid adoption
and permanent foster care leave, paid short-term foster care leave, paid compassionate
leave and payment for public holidays not worked.
c) a casual employee is entitled to unpaid carer’s leave and unpaid compassionate leave
in accordance with the national employment standards.
16
4.4
resignation
4.4.1
notice of resignation or retirement from the aps
a) an employee will give a minimum of two weeks’ notice of an intended resignation or
retirement from the aps, unless otherwise agreed with their division head, or the
division head of people and organisational strategy division.
4.4.2
date of effect of resignation or retirement
a) the date of effect of an employee’s resignation or retirement will not be a day on which
the employee would normally not have been on duty or on an approved period of
leave.
b) resignations will take effect only on a normal working day, not on a weekend or
public holiday unless exceptional circumstances exist as determined by the
division head of people and organisational strategy division.
4.5 |
| Treasury-Enterprise-Agreement-2018-21.txt | 1427 | travel | travel allowance
a) an employee who undertakes travel on official business and is required to be away
from home overnight will be paid an allowance for meals and incidental expenses. an
allowance for accommodation will be paid where there are reasonable and actual costs
involved. wherever possible treasury will prepay accommodation costs.
b) in some circumstances, an allowance will be payable for travel that does not involve an
overnight absence.
6.3
overtime meal allowance
a) an employee who is required by their manager to work overtime and takes a meal
break during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where treasury provides the employee with a meal.
6.4
first aid officer allowance
a) an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
6.5
departmental liaison officer allowance
a) an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the secretary.
b) an employee who receives the dlo allowance is not entitled to claim for any overtime
worked while performing the duties of dlo.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 1427 | travel allowance | travel allowance
a) an employee who undertakes travel on official business and is required to be away
from home overnight will be paid an allowance for meals and incidental expenses. an
allowance for accommodation will be paid where there are reasonable and actual costs
involved. wherever possible treasury will prepay accommodation costs.
b) in some circumstances, an allowance will be payable for travel that does not involve an
overnight absence.
6.3
overtime meal allowance
a) an employee who is required by their manager to work overtime and takes a meal
break during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where treasury provides the employee with a meal.
6.4
first aid officer allowance
a) an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
6.5
departmental liaison officer allowance
a) an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the secretary.
b) an employee who receives the dlo allowance is not entitled to claim for any overtime
worked while performing the duties of dlo.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 1428 | travel | a) an employee who undertakes travel on official business and is required to be away
from home overnight will be paid an allowance for meals and incidental expenses. an
allowance for accommodation will be paid where there are reasonable and actual costs
involved. wherever possible treasury will prepay accommodation costs.
b) in some circumstances, an allowance will be payable for travel that does not involve an
overnight absence.
6.3
overtime meal allowance
a) an employee who is required by their manager to work overtime and takes a meal
break during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where treasury provides the employee with a meal.
6.4
first aid officer allowance
a) an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
6.5
departmental liaison officer allowance
a) an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the secretary.
b) an employee who receives the dlo allowance is not entitled to claim for any overtime
worked while performing the duties of dlo.
6.6 |
| Treasury-Enterprise-Agreement-2018-21.txt | 1432 | travel | b) in some circumstances, an allowance will be payable for travel that does not involve an
overnight absence.
6.3
overtime meal allowance
a) an employee who is required by their manager to work overtime and takes a meal
break during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where treasury provides the employee with a meal.
6.4
first aid officer allowance
a) an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
6.5
departmental liaison officer allowance
a) an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the secretary.
b) an employee who receives the dlo allowance is not entitled to claim for any overtime
worked while performing the duties of dlo.
6.6
restriction allowance
a) a manager may direct an employee to be contactable and to be available to perform
extra duty outside of the bandwidth, subject to payment of an allowance. the rate of |
| Treasury-Enterprise-Agreement-2018-21.txt | 1437 | overtime | overtime meal allowance
a) an employee who is required by their manager to work overtime and takes a meal
break during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where treasury provides the employee with a meal.
6.4
first aid officer allowance
a) an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
6.5
departmental liaison officer allowance
a) an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the secretary.
b) an employee who receives the dlo allowance is not entitled to claim for any overtime
worked while performing the duties of dlo.
6.6
restriction allowance
a) a manager may direct an employee to be contactable and to be available to perform
extra duty outside of the bandwidth, subject to payment of an allowance. the rate of
payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted
hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each
restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate
of salary for each restricted hour on public holidays.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. |
| Treasury-Enterprise-Agreement-2018-21.txt | 1438 | overtime | a) an employee who is required by their manager to work overtime and takes a meal
break during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where treasury provides the employee with a meal.
6.4
first aid officer allowance
a) an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
6.5
departmental liaison officer allowance
a) an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the secretary.
b) an employee who receives the dlo allowance is not entitled to claim for any overtime
worked while performing the duties of dlo.
6.6
restriction allowance
a) a manager may direct an employee to be contactable and to be available to perform
extra duty outside of the bandwidth, subject to payment of an allowance. the rate of
payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted
hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each
restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate
of salary for each restricted hour on public holidays.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 1439 | overtime | break during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where treasury provides the employee with a meal.
6.4
first aid officer allowance
a) an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
6.5
departmental liaison officer allowance
a) an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the secretary.
b) an employee who receives the dlo allowance is not entitled to claim for any overtime
worked while performing the duties of dlo.
6.6
restriction allowance
a) a manager may direct an employee to be contactable and to be available to perform
extra duty outside of the bandwidth, subject to payment of an allowance. the rate of
payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted
hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each
restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate
of salary for each restricted hour on public holidays.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
23 |
| Treasury-Enterprise-Agreement-2018-21.txt | 1440 | overtime | addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where treasury provides the employee with a meal.
6.4
first aid officer allowance
a) an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
6.5
departmental liaison officer allowance
a) an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the secretary.
b) an employee who receives the dlo allowance is not entitled to claim for any overtime
worked while performing the duties of dlo.
6.6
restriction allowance
a) a manager may direct an employee to be contactable and to be available to perform
extra duty outside of the bandwidth, subject to payment of an allowance. the rate of
payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted
hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each
restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate
of salary for each restricted hour on public holidays.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
23
|
| Treasury-Enterprise-Agreement-2018-21.txt | 1454 | overtime | b) an employee who receives the dlo allowance is not entitled to claim for any overtime
worked while performing the duties of dlo.
6.6
restriction allowance
a) a manager may direct an employee to be contactable and to be available to perform
extra duty outside of the bandwidth, subject to payment of an allowance. the rate of
payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted
hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each
restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate
of salary for each restricted hour on public holidays.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
23
6.7
establishment allowance — graduate recruitment
a) employees who are recruited to treasury as a result of a graduate recruitment
campaign may be entitled to an establishment allowance in the form of a single lump
sum payment to cover relocation costs incurred in the graduate’s commencement at
treasury.
b) unless otherwise determined by the division head of people and organisational
strategy division, clause 6.11 (removal expenses) will not apply to employees recruited
under graduate recruitment campaigns.
6.8
lifestyle contribution |
| Treasury-Enterprise-Agreement-2018-21.txt | 1461 | bandwidth | extra duty outside of the bandwidth, subject to payment of an allowance. the rate of
payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted
hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each
restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate
of salary for each restricted hour on public holidays.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
23
6.7
establishment allowance — graduate recruitment
a) employees who are recruited to treasury as a result of a graduate recruitment
campaign may be entitled to an establishment allowance in the form of a single lump
sum payment to cover relocation costs incurred in the graduate’s commencement at
treasury.
b) unless otherwise determined by the division head of people and organisational
strategy division, clause 6.11 (removal expenses) will not apply to employees recruited
under graduate recruitment campaigns.
6.8
lifestyle contribution
a) in recognition of the benefit to treasury of employees undertaking initiatives of their
own, each eligible ongoing employee may apply for a single payment of $600 each
calendar year to contribute towards maintaining a healthy lifestyle. further information
on payment of the lifestyle contribution can be found in the allowance and
reimbursement guidelines.
6.9 |
| Treasury-Enterprise-Agreement-2018-21.txt | 1466 | bandwidth | note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
23
6.7
establishment allowance — graduate recruitment
a) employees who are recruited to treasury as a result of a graduate recruitment
campaign may be entitled to an establishment allowance in the form of a single lump
sum payment to cover relocation costs incurred in the graduate’s commencement at
treasury.
b) unless otherwise determined by the division head of people and organisational
strategy division, clause 6.11 (removal expenses) will not apply to employees recruited
under graduate recruitment campaigns.
6.8
lifestyle contribution
a) in recognition of the benefit to treasury of employees undertaking initiatives of their
own, each eligible ongoing employee may apply for a single payment of $600 each
calendar year to contribute towards maintaining a healthy lifestyle. further information
on payment of the lifestyle contribution can be found in the allowance and
reimbursement guidelines.
6.9
family responsibilities
a) where employees may be called upon to respond to an unexpected workplace
demand, managers may approve reimbursement of reasonable expenses arising from
additional family care arrangements made necessary where an employee is required to |
| Treasury-Enterprise-Agreement-2018-21.txt | 1496 | travel | travel away from their normal work location for business purposes or is directed to
work outside their normal patterns of work. wherever possible, employees should alert
their manager when that situation might arise.
6.10
loss, damage and indemnity
a) a division head may approve reimbursement to an employee for loss or damage to
clothing or personal effects, which occurred in the course of the employee’s work.
6.11
relocation expenses on engagement or reassignment of duties
a) the secretary may approve financial assistance to existing or prospective employees to
assist with relocation and removal expenses where an employee is relocating for work
purposes. the employee will be notified of any assistance before they move locality.
further information on removal or relocation expenses can be found in the relocation
guidelines.
6.12
overseas conditions of service
a) in determining the appropriate conditions and rates, treasury may be guided by the
conditions of service extended to employees of the department of foreign affairs and
trade and material available from accredited providers, for employees on overseas
posts and on short-term duty overseas.
24
part 7 — management of excess employees |
| Treasury-Enterprise-Agreement-2018-21.txt | 1674 | long service leave | government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976;
iii.
service with the commonwealth (other than service with a joint commonwealth
state body or a body corporate in which the commonwealth does not have a
controlling interest) which is recognised for long service leave purposes;
iv.
service with the australian defence forces; and
v.
service in another organisation where:
1)
an employee was transferred from that organisation with a transfer of
function; or
2)
an employee engaged by that organisation on work connected with the
function is engaged as a result of the transfer of that function to the aps
and such service is recognised for long service leave purposes.
service not to count as service for redundancy pay purposes
a) any period of service which ceased in any of the following ways will not count as
service for redundancy pay purposes: |
| Treasury-Enterprise-Agreement-2018-21.txt | 1681 | long service leave | controlling interest) which is recognised for long service leave purposes;
iv.
service with the australian defence forces; and
v.
service in another organisation where:
1)
an employee was transferred from that organisation with a transfer of
function; or
2)
an employee engaged by that organisation on work connected with the
function is engaged as a result of the transfer of that function to the aps
and such service is recognised for long service leave purposes.
service not to count as service for redundancy pay purposes
a) any period of service which ceased in any of the following ways will not count as
service for redundancy pay purposes:
i.
retrenchment;
ii.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 1699 | long service leave | and such service is recognised for long service leave purposes.
service not to count as service for redundancy pay purposes
a) any period of service which ceased in any of the following ways will not count as
service for redundancy pay purposes:
i.
retrenchment;
ii.
retirement on grounds of invalidity;
iii.
termination of probation;
iv.
‘voluntary’ retirement at or above the minimum retiring age applicable to the
employee or with the payment of an employer financed retirement benefit; or
v.
termination of employment for:
1)
misconduct or a breach of the aps code of conduct;
|
| Treasury-Enterprise-Agreement-2018-21.txt | 1751 | long service leave | b) absences from duty that do not count as service for long service leave purposes will not
count as service for redundancy pay purposes.
7.7
earlier periods of service
a) for earlier periods of service to count, there must be no breaks between the periods
except where the break in service is less than one month and occurs where an offer of
employment with the new employer was made and accepted by the employee before
ceasing employment with the preceding employer.
7.8
rate of payment — redundancy pay
a) for the purposes of calculating any payment under clause 7.4 or 7.10, ‘salary’ will
include:
7.9
i.
the employee’s full-time base salary, adjusted on a pro-rata basis for periods of
part-time service;
ii.
other allowances in the nature of salary which have been paid during periods of
annual leave and on a regular basis and which are not reimbursement for
expenses incurred or payment for disabilities associated with the performance of
a duty; and |
| Treasury-Enterprise-Agreement-2018-21.txt | 1802 | travel | employee will be entitled to reasonable travel and incidental expenses incurred.
28
7.10
reduction in classification
a) where the secretary proposes to reduce an excess employee’s classification, pursuant
to clause 7.3, either:
i.
the employee will be given the same period of notice as the employee would
have been entitled to receive pursuant to clause 7.9; or
ii.
the treasury may pay an amount to maintain the level of salary received by the
employee at the date of notice of reduction in classification for the number of
weeks of notice still owing. such payments will be calculated in accordance with
clause 7.4.
29
part 8 — dispute resolution
8.1
dispute resolution procedures
a) if a dispute relates to a matter under this agreement, or the national employment
standards, the parties to the dispute must first attempt to resolve the matter at the |
| Treasury-Enterprise-Agreement-2018-21.txt | 1896 | bandwidth | ‘bandwidth’ means the hours between 7 am to 7 pm, monday to friday excluding public holidays, or
the bandwidth otherwise agreed between the employee and the manager under clause 2.2.4,
provided the varied bandwidth remains a minimum continuous 12 hour period.
‘department’, unless otherwise specified, means the treasury.
‘employee’, unless otherwise stated, refers to someone employed in treasury, ongoing or
non-ongoing, full-time or part-time, who is employed under or within the meaning of the
public service act 1999.
‘family’ is defined as a person who:
•
is related to the employee by blood or marriage (including former spouses); or
•
has a strong affinity with the employee by way of traditional or ceremonial affiliation, as
determined by the secretary; or
•
stands in a genuine domestic or household relationship with the employee without
discrimination as to sexual preference (including a former de facto partner); or
•
is a child or an adopted child of the employee; or
•
is a child or an adopted child of the person who stands in a genuine domestic or household
relationship with the employee. |
| Treasury-Enterprise-Agreement-2018-21.txt | 1897 | bandwidth | the bandwidth otherwise agreed between the employee and the manager under clause 2.2.4,
provided the varied bandwidth remains a minimum continuous 12 hour period.
‘department’, unless otherwise specified, means the treasury.
‘employee’, unless otherwise stated, refers to someone employed in treasury, ongoing or
non-ongoing, full-time or part-time, who is employed under or within the meaning of the
public service act 1999.
‘family’ is defined as a person who:
•
is related to the employee by blood or marriage (including former spouses); or
•
has a strong affinity with the employee by way of traditional or ceremonial affiliation, as
determined by the secretary; or
•
stands in a genuine domestic or household relationship with the employee without
discrimination as to sexual preference (including a former de facto partner); or
•
is a child or an adopted child of the employee; or
•
is a child or an adopted child of the person who stands in a genuine domestic or household
relationship with the employee.
|
| Treasury-Enterprise-Agreement-2018-21.txt | 1898 | bandwidth | provided the varied bandwidth remains a minimum continuous 12 hour period.
‘department’, unless otherwise specified, means the treasury.
‘employee’, unless otherwise stated, refers to someone employed in treasury, ongoing or
non-ongoing, full-time or part-time, who is employed under or within the meaning of the
public service act 1999.
‘family’ is defined as a person who:
•
is related to the employee by blood or marriage (including former spouses); or
•
has a strong affinity with the employee by way of traditional or ceremonial affiliation, as
determined by the secretary; or
•
stands in a genuine domestic or household relationship with the employee without
discrimination as to sexual preference (including a former de facto partner); or
•
is a child or an adopted child of the employee; or
•
is a child or an adopted child of the person who stands in a genuine domestic or household
relationship with the employee.
‘flextime’ means the scheme of flexible working hours in treasury. |
| Treasury-Enterprise-Agreement-2018-21.txt | 1927 | flextime | ‘flextime’ means the scheme of flexible working hours in treasury.
‘full-time employee’ means an employee whose ordinary hours of work are 38 hours each week.
‘lwop’ means leave without pay.
‘manager’ is taken to mean all or any of the following: ‘manager’, ‘immediate manager’,
‘team leader’ and ‘division head’.
‘part-time employee’ means an employee whose normal hours of work are less than 38 hours each
week.
‘pds’ means performance development system.
‘salary’ means the amount determined under part 5 and schedule a to this agreement.
‘secretary’ means the secretary of the treasury or the secretary’s delegate.
32
‘ses pay model’ means the model that the secretary to the treasury may apply to the salary of
senior executive employees in the treasury.
‘standard day’ means 7 hours and 36 minutes each day worked between the hours of 8:30 am to
12:30 pm and 1:30 pm to 5:06 pm, monday to friday.
‘toil’ means the time off in lieu system in treasury.
33
schedule a — rates of pay
pay
point
current
rates
effective on
commencement |
| Australian Law Reform Commission.txt | 70 | travel | aps award 20 i 5, except where this is required for the purpose of work-related travel.
2. where an employee at the aps 1 to aps 6 classification is required to work outside the
span of hours set out in the aps award 2015, for the purpose ofwork-re1ated travel, the
employee will acctunulate flex time, for the time worked out>ide the ;pan of hours, at
the relevant rate or rates in respect of overtime in the aps award 2015, that is, at 150%,
200% or 250% of ordinary time, depending on when the time is worked.
signed:
professor rosalind frances croucher am
d - alrc, level 40, mlc tower, 19 martin place, sydney 2000
dated: 13 october 20 i 6
3
australian law reform commission
enterprise agreement 2016-19
australian government
australian law reform commission
enterprise agreement 2016-19
1
australian law refonn commission
part a: |
| Australian Law Reform Commission.txt | 73 | travel | span of hours set out in the aps award 2015, for the purpose ofwork-re1ated travel, the
employee will acctunulate flex time, for the time worked out>ide the ;pan of hours, at
the relevant rate or rates in respect of overtime in the aps award 2015, that is, at 150%,
200% or 250% of ordinary time, depending on when the time is worked.
signed:
professor rosalind frances croucher am
d - alrc, level 40, mlc tower, 19 martin place, sydney 2000
dated: 13 october 20 i 6
3
australian law reform commission
enterprise agreement 2016-19
australian government
australian law reform commission
enterprise agreement 2016-19
1
australian law refonn commission
part a:
enterprise agreement 2016-1 9
|
| Australian Law Reform Commission.txt | 193 | salary advancement | salary advancement
8
15.
performance and development
8
16.
managing underperformance
9
17.
temporary assignment of higher duties-acting positions
9
18.
superannuation
10
part d:
|
| Australian Law Reform Commission.txt | 239 | flextime | flextime applicable to staff in categories aps l-aps 6, l01-l09
ii
22.
toil: excess hours for senior and executive employees
12
23.
reporting absences
12
24.
individual flexibility arrangements
13
25.
requests for flexible working arrangements
14
parte:
|
| Australian Law Reform Commission.txt | 297 | long service leave | long service leave
17
31.
maternity and parental leave
17
32.
supporting partner/other primary caregiver leave
18
33.
defence reserve service leave
18
34.
community service leave
18
2
australian law refonn commission |
| Australian Law Reform Commission.txt | 303 | parental leave | maternity and parental leave
17
32.
supporting partner/other primary caregiver leave
18
33.
defence reserve service leave
18
34.
community service leave
18
2
australian law refonn commission
enterprise agreement 2016-19
36.
study leave |
| Australian Law Reform Commission.txt | 514 | long service leave | long service leave (commonwealth employees) act 1976;
(e)
maternity leave (commonwealth employees) act 1973;
(f)
work health and safety act 2011;
(g)
safety, rehabilitation and compensation act 1988;
(h)
superannuation act 1976;
(i)
superannuation (productivity benefit) act 1988;
u)
superannuation a ct 1990; and
4
australian law reform commission
(k) |
| Australian Law Reform Commission.txt | 518 | maternity leave | maternity leave (commonwealth employees) act 1973;
(f)
work health and safety act 2011;
(g)
safety, rehabilitation and compensation act 1988;
(h)
superannuation act 1976;
(i)
superannuation (productivity benefit) act 1988;
u)
superannuation a ct 1990; and
4
australian law reform commission
(k)
enterprise agreement 20 16-1 9
superannuation act 2009. |
| Australian Law Reform Commission.txt | 597 | flextime | 'flex' means flextime;
(g)
' fwc' means fair work commission;
(h)
' immediate family' means a person who is a spouse or former spouse, de
facto pa11ner or former de facto pmtner, a child, parent, grandparent,
grandchild or sibling of an employee or a child, parent, grandparent,
grandchild or sibling of an employee's spouse or de facto partner.
(i)
ml act means the maternity leave (commonwealth employees) act 1973
(cth);
u)
' president' means the president of the alrc who is also the accountable
authority of the alrc;
(k)
' ps sap' means the publi c sector superannuation accumulation plan;
(1)
' salary' means the employee's rate of pay in accordance w ith his or her |
| Australian Law Reform Commission.txt | 612 | maternity leave | ml act means the maternity leave (commonwealth employees) act 1973
(cth);
u)
' president' means the president of the alrc who is also the accountable
authority of the alrc;
(k)
' ps sap' means the publi c sector superannuation accumulation plan;
(1)
' salary' means the employee's rate of pay in accordance w ith his or her
classification (pro rata where applicable) as shown in schedule 1. this rate
of pay will be sala1y for superannuation (subj ect to superannuation scheme
rules), severance and tennination. participation in salary sacrifice
arrangements or purchased leave options will not affect sala1y for these
purposes;
(m)
'senior and executive employees' means employees who are classified as
executive level 1 or executive level 2 (including senior legal officers and
principal legal officers);
(n)
'settlement period' means a fortnight coinciding with the pay fortnight; |
| Australian Law Reform Commission.txt | 778 | long service leave | not rostered to work, other than long service leave.
12.2
junior rates of pay are a percentage of the minimum salary for an employee
classified at alrc 1. the rates are:
•
under 18 years of age - 60%
•
at 18 years of age- 70%
•
at 19 years of age- 81%
•
at 20 years of age- 91%.
13.
payment of salary
13.1
employees shall be paid fortnightly in arrears by electronic funds transfer into a
financial institution account nominated by the employee. |
| Australian Law Reform Commission.txt | 829 | salary advancement | salary advancement
14.1
salary advancement is determined through the alrc's perfo rmance and
development scheme (pads).
14.2
an employee may only progress w ithin the pay scale for his or her classification
after 12 months service at a particular salary point and subject to their performance
rating, as per the pads. an employee will not progress within the pay scale unless
they achieve a perfonnance rating of at least 'meets all performance expectations'.
14.3
an employee can only progress from one classification to another w ithin a
broadband if the president dete1mines that sufficient work is available at the higher
classification level, the employee is assessed as having gained the necessary skills
and proficiencies for the more complex work, and the employee achieves a
minimum performance rating of ' meets all performance expectations'.
14.4
where an employee has taken 30 calendar days or more of leave without payincluding unpaid matemity, adoption, foster, parental or miscellaneous leave- any
salary advancement w ill be deferred by the corresponding number of days leave.
15.
performance and development |
| Australian Law Reform Commission.txt | 833 | salary advancement | salary advancement is determined through the alrc's perfo rmance and
development scheme (pads).
14.2
an employee may only progress w ithin the pay scale for his or her classification
after 12 months service at a particular salary point and subject to their performance
rating, as per the pads. an employee will not progress within the pay scale unless
they achieve a perfonnance rating of at least 'meets all performance expectations'.
14.3
an employee can only progress from one classification to another w ithin a
broadband if the president dete1mines that sufficient work is available at the higher
classification level, the employee is assessed as having gained the necessary skills
and proficiencies for the more complex work, and the employee achieves a
minimum performance rating of ' meets all performance expectations'.
14.4
where an employee has taken 30 calendar days or more of leave without payincluding unpaid matemity, adoption, foster, parental or miscellaneous leave- any
salary advancement w ill be deferred by the corresponding number of days leave.
15.
performance and development
15.1
at every 12 months anniversary of an employee' s appointment, the alrc will |
| Australian Law Reform Commission.txt | 854 | salary advancement | salary advancement w ill be deferred by the corresponding number of days leave.
15.
performance and development
15.1
at every 12 months anniversary of an employee' s appointment, the alrc will
rev iew the employee's salary, performance and career development in accordance
w ith the alrc performance and development scheme. all employees must
participate in the alrc perfonnance and development scheme (pads).
15.2
the pads provides process to determine eligibility for perfmmance based salary
advancement and to identify any professional development needs.
15.3
the pads provides a basis for:
•
appropriately rewarding work performance;
•
identifying opportunities for the development of skills and knowledge; and
• |
| Australian Law Reform Commission.txt | 870 | professional development | advancement and to identify any professional development needs.
15.3
the pads provides a basis for:
•
appropriately rewarding work performance;
•
identifying opportunities for the development of skills and knowledge; and
•
addressing underperfmmance.
15.4
fm1her infmmation about the pads is outlined in the alrc performance and
development scheme policy.
15.5
employees who are not at the maximum pay point level for their classification w ill
be eligible for progression to a higher pay point, based on a performance appraisal.
if rated as meeting all perfonnance expectations, the employee will progress one
pay point. if rated as exceeding performance expectations, the employee w ill
progress two pay points. if rated as meeting most or not meeting performance
expectations, the employee will remain on current pay point or go down one or |
| Australian Law Reform Commission.txt | 919 | salary advancement | non-ongoing employees are not eligible for salary advancement under the pads.
15.8
opportunities for professional development are outlined in the pads. the annual
process of perfmmance appraisal will identify staff development and/or training
needs. the alrc may provide funding for staff to undertake professional
development where a need has been identified through the pads process and there
is a clear connection with the alrc work program and the career development of
the employee.
16.
managing underperformance
16.1
where an employee is not meeting the performance expectations of their role and
classification, a performance management strategy will be put in place. however,
underperfmmance may be addressed at any time with an employee.
16.2
when an employee's performance is not meeting required standards, the supervisor
will work cooperatively with the employee to attain and sustain the standards
required. this may include the provision of coaching, training and counselling.
16.3
the employee may be suppotted by a person of their choice during the process and for |
| Australian Law Reform Commission.txt | 923 | professional development | opportunities for professional development are outlined in the pads. the annual
process of perfmmance appraisal will identify staff development and/or training
needs. the alrc may provide funding for staff to undertake professional
development where a need has been identified through the pads process and there
is a clear connection with the alrc work program and the career development of
the employee.
16.
managing underperformance
16.1
where an employee is not meeting the performance expectations of their role and
classification, a performance management strategy will be put in place. however,
underperfmmance may be addressed at any time with an employee.
16.2
when an employee's performance is not meeting required standards, the supervisor
will work cooperatively with the employee to attain and sustain the standards
required. this may include the provision of coaching, training and counselling.
16.3
the employee may be suppotted by a person of their choice during the process and for
any meetings that are relevant to the process.
16.4
|
| Australian Law Reform Commission.txt | 1105 | long service leave | entitlement for that form of leave (e.g. if on long service leave on half pay,
payment is at half pay).
19.6
christmas closure-the alrc office will close between christmas day and
new year' s day. employees will be paid for the working days between christmas
day and new year's day in accordance with their ordinary hours of work. where
an employee is absent on leave during this time, payment for the clu·istmas closure
will be in accordance with the entitlement for that form of leave (for example, if on
long service leave with half pay, then the payment is on half pay).
20.
hours of duty
20.1
the ordinary hours of work for a full-time employee are 7 hours 21 minutes per
day from monday to friday-a total of 36 hours 45minutes per week-(73 hours
30 minutes per settlement period).
20.2
the times when an employee may work ordinary hours are between 7.30am to
7.30pm monday to friday, with a one-hour lunch break between 12.00pm and
2.00pm. employees must be in attendance during the core hours of loam to 12 noon,
and 2pm to 4pm.
20.3 |
| Australian Law Reform Commission.txt | 1115 | long service leave | long service leave with half pay, then the payment is on half pay).
20.
hours of duty
20.1
the ordinary hours of work for a full-time employee are 7 hours 21 minutes per
day from monday to friday-a total of 36 hours 45minutes per week-(73 hours
30 minutes per settlement period).
20.2
the times when an employee may work ordinary hours are between 7.30am to
7.30pm monday to friday, with a one-hour lunch break between 12.00pm and
2.00pm. employees must be in attendance during the core hours of loam to 12 noon,
and 2pm to 4pm.
20.3
an employee may be required to perform reasonable additional hours to meet
operational requirements.
20.4
for pmt-time employees, ordinary hours of work over the settlement period are the
number of hours decided by the president for the employee' s position and/or as
stated in the employee's engagement letter.
|
| Australian Law Reform Commission.txt | 1149 | flextime | alrc timesheet. these timesheets will be used for the recording of flextime.
20.6
an employee will not be required to work more than 10 hours on any one day and
will not be required to work more than five hours without a break of at least 30
minutes.
21.
flextime applicable to staff in categories aps l-aps 6, l01-l09
21.1
flextime arrangements are provided for in the alrc's flextime and time in lieu
policy.
21.2
it is expected that employees will complete their duties within ordinary hours.
however, where workloads temporarily increase or employees in the categories
aps 1 to aps 6, l01-l09 work additional hours within the ordinary hours
bandwidth to meet organisational requirements, such additional hours are accrued
as flextime.
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enterprise agreement 2016-19
|
| Australian Law Reform Commission.txt | 1159 | flextime | flextime applicable to staff in categories aps l-aps 6, l01-l09
21.1
flextime arrangements are provided for in the alrc's flextime and time in lieu
policy.
21.2
it is expected that employees will complete their duties within ordinary hours.
however, where workloads temporarily increase or employees in the categories
aps 1 to aps 6, l01-l09 work additional hours within the ordinary hours
bandwidth to meet organisational requirements, such additional hours are accrued
as flextime.
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enterprise agreement 2016-19
21.3
a full-time employee can catty over a maximum of20 hours credit or 7.35 hours
debit from one settlement period to the next. flextime credits or debits for parttime employees will be on a pro rata basis.
21.4
any flextime credit in excess of 20 hours will be lost unless approval to
accumulate additional hours has been received from the emp loyee's supervisor.
any flextime debit in excess of 7.35 hours must be acquitted by utilising leave, |
| Australian Law Reform Commission.txt | 1163 | flextime | flextime arrangements are provided for in the alrc's flextime and time in lieu
policy.
21.2
it is expected that employees will complete their duties within ordinary hours.
however, where workloads temporarily increase or employees in the categories
aps 1 to aps 6, l01-l09 work additional hours within the ordinary hours
bandwidth to meet organisational requirements, such additional hours are accrued
as flextime.
11
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21.3
a full-time employee can catty over a maximum of20 hours credit or 7.35 hours
debit from one settlement period to the next. flextime credits or debits for parttime employees will be on a pro rata basis.
21.4
any flextime credit in excess of 20 hours will be lost unless approval to
accumulate additional hours has been received from the emp loyee's supervisor.
any flextime debit in excess of 7.35 hours must be acquitted by utilising leave,
including leave without pay, unless an employee has approval from their
supervisor to accumulate additional debit hours.
21.5 |
| Australian Law Reform Commission.txt | 1171 | bandwidth | bandwidth to meet organisational requirements, such additional hours are accrued
as flextime.
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21.3
a full-time employee can catty over a maximum of20 hours credit or 7.35 hours
debit from one settlement period to the next. flextime credits or debits for parttime employees will be on a pro rata basis.
21.4
any flextime credit in excess of 20 hours will be lost unless approval to
accumulate additional hours has been received from the emp loyee's supervisor.
any flextime debit in excess of 7.35 hours must be acquitted by utilising leave,
including leave without pay, unless an employee has approval from their
supervisor to accumulate additional debit hours.
21.5
flextime credit will not be paid out on separation. flextime debits will be
recovered from an employee's final pay.
22.
toil: excess hours for senior and executive employees
|
| Australian Law Reform Commission.txt | 1172 | flextime | as flextime.
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21.3
a full-time employee can catty over a maximum of20 hours credit or 7.35 hours
debit from one settlement period to the next. flextime credits or debits for parttime employees will be on a pro rata basis.
21.4
any flextime credit in excess of 20 hours will be lost unless approval to
accumulate additional hours has been received from the emp loyee's supervisor.
any flextime debit in excess of 7.35 hours must be acquitted by utilising leave,
including leave without pay, unless an employee has approval from their
supervisor to accumulate additional debit hours.
21.5
flextime credit will not be paid out on separation. flextime debits will be
recovered from an employee's final pay.
22.
toil: excess hours for senior and executive employees
22.1 |
| Australian Law Reform Commission.txt | 1182 | flextime | debit from one settlement period to the next. flextime credits or debits for parttime employees will be on a pro rata basis.
21.4
any flextime credit in excess of 20 hours will be lost unless approval to
accumulate additional hours has been received from the emp loyee's supervisor.
any flextime debit in excess of 7.35 hours must be acquitted by utilising leave,
including leave without pay, unless an employee has approval from their
supervisor to accumulate additional debit hours.
21.5
flextime credit will not be paid out on separation. flextime debits will be
recovered from an employee's final pay.
22.
toil: excess hours for senior and executive employees
22.1
time off in lieu arrangements are provided for in the alrc's flextime and time
in lieu policy. remuneration for senior and executive employees in the
categories el1-el2, sl01-sl010, pl01-pl03 incorporates a salary
component to compensate for the extra responsibility of seniority that may be
expected of them, including working reasonable additional hours beyond ordinary
hours for operational reasons.
22.2
|
| Australian Law Reform Commission.txt | 1186 | flextime | any flextime credit in excess of 20 hours will be lost unless approval to
accumulate additional hours has been received from the emp loyee's supervisor.
any flextime debit in excess of 7.35 hours must be acquitted by utilising leave,
including leave without pay, unless an employee has approval from their
supervisor to accumulate additional debit hours.
21.5
flextime credit will not be paid out on separation. flextime debits will be
recovered from an employee's final pay.
22.
toil: excess hours for senior and executive employees
22.1
time off in lieu arrangements are provided for in the alrc's flextime and time
in lieu policy. remuneration for senior and executive employees in the
categories el1-el2, sl01-sl010, pl01-pl03 incorporates a salary
component to compensate for the extra responsibility of seniority that may be
expected of them, including working reasonable additional hours beyond ordinary
hours for operational reasons.
22.2
senior and executive employees are permitted to take time off in lieu (toil) to
compensate for substantial hours worked in excess of ordinary hours subject to
prior approval of their supervisor.
|
| Australian Law Reform Commission.txt | 1188 | flextime | any flextime debit in excess of 7.35 hours must be acquitted by utilising leave,
including leave without pay, unless an employee has approval from their
supervisor to accumulate additional debit hours.
21.5
flextime credit will not be paid out on separation. flextime debits will be
recovered from an employee's final pay.
22.
toil: excess hours for senior and executive employees
22.1
time off in lieu arrangements are provided for in the alrc's flextime and time
in lieu policy. remuneration for senior and executive employees in the
categories el1-el2, sl01-sl010, pl01-pl03 incorporates a salary
component to compensate for the extra responsibility of seniority that may be
expected of them, including working reasonable additional hours beyond ordinary
hours for operational reasons.
22.2
senior and executive employees are permitted to take time off in lieu (toil) to
compensate for substantial hours worked in excess of ordinary hours subject to
prior approval of their supervisor.
22.3
|
| Australian Law Reform Commission.txt | 1194 | flextime | flextime credit will not be paid out on separation. flextime debits will be
recovered from an employee's final pay.
22.
toil: excess hours for senior and executive employees
22.1
time off in lieu arrangements are provided for in the alrc's flextime and time
in lieu policy. remuneration for senior and executive employees in the
categories el1-el2, sl01-sl010, pl01-pl03 incorporates a salary
component to compensate for the extra responsibility of seniority that may be
expected of them, including working reasonable additional hours beyond ordinary
hours for operational reasons.
22.2
senior and executive employees are permitted to take time off in lieu (toil) to
compensate for substantial hours worked in excess of ordinary hours subject to
prior approval of their supervisor.
22.3
toil is a limited entitlement and is not intended to compensate for additional
hours on a one for one basis. the president wiii determine the number of hours
that can compensate for excess hours worked, in consultation with the employee.
22.4
|
| Australian Law Reform Commission.txt | 1203 | flextime | time off in lieu arrangements are provided for in the alrc's flextime and time
in lieu policy. remuneration for senior and executive employees in the
categories el1-el2, sl01-sl010, pl01-pl03 incorporates a salary
component to compensate for the extra responsibility of seniority that may be
expected of them, including working reasonable additional hours beyond ordinary
hours for operational reasons.
22.2
senior and executive employees are permitted to take time off in lieu (toil) to
compensate for substantial hours worked in excess of ordinary hours subject to
prior approval of their supervisor.
22.3
toil is a limited entitlement and is not intended to compensate for additional
hours on a one for one basis. the president wiii determine the number of hours
that can compensate for excess hours worked, in consultation with the employee.
22.4
while access to toil is subject to the approval of the president and the executive
director, where substantial additional hours have been required to be worked, and
where workloads permit, reasonable requests will not be refused.
23.
reporting absences
23.1 |
| Australian Law Reform Commission.txt | 1289 | overtime | overtime rates;
111.
penalty rates;
iv.
allowances;
v.
remuneration; and/or
v1.
leave and leave loading; and
b)
the arrangement meets the genuine needs of the employer and employee in
relation to one or more of the matters mentioned in paragraph (a); and
c)
the anangement is genuinely agreed to by the employer and employee.
the employer must ensure that the te1ms of the individual flexibility a1rangement:
•
|
| Australian Law Reform Commission.txt | 1484 | long service leave | not count for service for the purposes of the long service leave (commonwealth
employees) act 1976, unless the president determines otherwise.
27.
cashing out of annual leave
27.1
an employee may, with the approval of the president, cash out a p01tion of the
employee ' s annual leave credit, provided that the employee ' s remaining accrued
entitlement to annual leave, following cash out, is not less than 20 working days.
each cashing out of a patticular amount of annual leave must be by a separate
agreement in writing between the president and the employee.
27.2
the maximum amount of annual leave credit that can be cashed out in one year is
10 days.
27.3
if an employee cashes out annual leave, the employee will be paid the full amount
that would have been paid to the employee had the employee taken the leave that
the employee has foregone .
2 7.4
the president will not approve requests to cash out leave in accordance with this
clause unless the employee has taken 15 days annual leave in the 12 months |
| Australian Law Reform Commission.txt | 1592 | parental leave | personal leave w hile on paid maternity, adoption, foster or parental leave.
29.7
an employee must provide supporting evidence acceptable to the p resident in the
following circumstances:
29.8
(a)
w hen the employee is absent on personal/carer' s leave for m ore than three
consecutive working days; or
(b)
w hen the employee has taken more than five days personal/carer's leave in a
calendar year without producing a ce1tificate; or
(c)
w hen the president believes, on reasonable grounds, that the employee's
absence is not consistent with the appropriate use of personal leave.
supporting evidence includes:
•
a medical ce1tificate;
• |
| Australian Law Reform Commission.txt | 1656 | long service leave | long service leave
30.1
an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
30.2
the minimum period for which long service leave will be granted is seven
calendar days at full pay, or 14 calendar days at half pay, per occasion. long
service leave cannot be broken with other periods of leave, except as otherwise
provided by legislation.
31.
maternity and parental leave
31.1
pregnant employees or employees who have given birth are entitled to matemity
leave in accordance with the maternity leave (commonwealth employees) act
1973 (cth) (mla) and the fair work act. eligible employees are entitled to up to
52 weeks of leave of which up to 12 weeks may be paid leave.
31.2
eligible employees with an entitlement to paid leave under the ml act will be
provided with an additional 2 weeks paid maternity leave to be taken continuous
with a period of paid maternity leave, provided by the ml act. |
| Australian Law Reform Commission.txt | 1660 | long service leave | an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
30.2
the minimum period for which long service leave will be granted is seven
calendar days at full pay, or 14 calendar days at half pay, per occasion. long
service leave cannot be broken with other periods of leave, except as otherwise
provided by legislation.
31.
maternity and parental leave
31.1
pregnant employees or employees who have given birth are entitled to matemity
leave in accordance with the maternity leave (commonwealth employees) act
1973 (cth) (mla) and the fair work act. eligible employees are entitled to up to
52 weeks of leave of which up to 12 weeks may be paid leave.
31.2
eligible employees with an entitlement to paid leave under the ml act will be
provided with an additional 2 weeks paid maternity leave to be taken continuous
with a period of paid maternity leave, provided by the ml act.
31.3
employees who adopt or petmanently foster a child, and who are the primary |
| Australian Law Reform Commission.txt | 1665 | long service leave | the minimum period for which long service leave will be granted is seven
calendar days at full pay, or 14 calendar days at half pay, per occasion. long
service leave cannot be broken with other periods of leave, except as otherwise
provided by legislation.
31.
maternity and parental leave
31.1
pregnant employees or employees who have given birth are entitled to matemity
leave in accordance with the maternity leave (commonwealth employees) act
1973 (cth) (mla) and the fair work act. eligible employees are entitled to up to
52 weeks of leave of which up to 12 weeks may be paid leave.
31.2
eligible employees with an entitlement to paid leave under the ml act will be
provided with an additional 2 weeks paid maternity leave to be taken continuous
with a period of paid maternity leave, provided by the ml act.
31.3
employees who adopt or petmanently foster a child, and who are the primary
caregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14
weeks of that leave will be paid leave, commencing from the time of placement of
the child, provided the employee satisfies the same qualifying service requirements
as those required to receive paid leave in accordance with the ml act.
|
| Australian Law Reform Commission.txt | 1672 | parental leave | maternity and parental leave
31.1
pregnant employees or employees who have given birth are entitled to matemity
leave in accordance with the maternity leave (commonwealth employees) act
1973 (cth) (mla) and the fair work act. eligible employees are entitled to up to
52 weeks of leave of which up to 12 weeks may be paid leave.
31.2
eligible employees with an entitlement to paid leave under the ml act will be
provided with an additional 2 weeks paid maternity leave to be taken continuous
with a period of paid maternity leave, provided by the ml act.
31.3
employees who adopt or petmanently foster a child, and who are the primary
caregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14
weeks of that leave will be paid leave, commencing from the time of placement of
the child, provided the employee satisfies the same qualifying service requirements
as those required to receive paid leave in accordance with the ml act.
3 1.4
employees are entitled to parental leave for adoption or permanent foster care
when that child:
a.
is under 16 years of age; |
| Australian Law Reform Commission.txt | 1677 | maternity leave | leave in accordance with the maternity leave (commonwealth employees) act
1973 (cth) (mla) and the fair work act. eligible employees are entitled to up to
52 weeks of leave of which up to 12 weeks may be paid leave.
31.2
eligible employees with an entitlement to paid leave under the ml act will be
provided with an additional 2 weeks paid maternity leave to be taken continuous
with a period of paid maternity leave, provided by the ml act.
31.3
employees who adopt or petmanently foster a child, and who are the primary
caregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14
weeks of that leave will be paid leave, commencing from the time of placement of
the child, provided the employee satisfies the same qualifying service requirements
as those required to receive paid leave in accordance with the ml act.
3 1.4
employees are entitled to parental leave for adoption or permanent foster care
when that child:
a.
is under 16 years of age;
b.
has not, or will not have, lived continuously with the employee for a period
of 6 months or more as at the day (or expected day) of placement; and |
| Australian Law Reform Commission.txt | 1684 | maternity leave | provided with an additional 2 weeks paid maternity leave to be taken continuous
with a period of paid maternity leave, provided by the ml act.
31.3
employees who adopt or petmanently foster a child, and who are the primary
caregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14
weeks of that leave will be paid leave, commencing from the time of placement of
the child, provided the employee satisfies the same qualifying service requirements
as those required to receive paid leave in accordance with the ml act.
3 1.4
employees are entitled to parental leave for adoption or permanent foster care
when that child:
a.
is under 16 years of age;
b.
has not, or will not have, lived continuously with the employee for a period
of 6 months or more as at the day (or expected day) of placement; and
c.
is not (otherwise than because of the adoption) a child of the employee or the
employee's spouse or partner.
31.5 |
| Australian Law Reform Commission.txt | 1685 | maternity leave | with a period of paid maternity leave, provided by the ml act.
31.3
employees who adopt or petmanently foster a child, and who are the primary
caregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14
weeks of that leave will be paid leave, commencing from the time of placement of
the child, provided the employee satisfies the same qualifying service requirements
as those required to receive paid leave in accordance with the ml act.
3 1.4
employees are entitled to parental leave for adoption or permanent foster care
when that child:
a.
is under 16 years of age;
b.
has not, or will not have, lived continuously with the employee for a period
of 6 months or more as at the day (or expected day) of placement; and
c.
is not (otherwise than because of the adoption) a child of the employee or the
employee's spouse or partner.
31.5
|
| Australian Law Reform Commission.txt | 1690 | parental leave | caregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14
weeks of that leave will be paid leave, commencing from the time of placement of
the child, provided the employee satisfies the same qualifying service requirements
as those required to receive paid leave in accordance with the ml act.
3 1.4
employees are entitled to parental leave for adoption or permanent foster care
when that child:
a.
is under 16 years of age;
b.
has not, or will not have, lived continuously with the employee for a period
of 6 months or more as at the day (or expected day) of placement; and
c.
is not (otherwise than because of the adoption) a child of the employee or the
employee's spouse or partner.
31.5
documentary evidence of approval for adoption or enduring parental
responsibilities under fotmal fostering an·angements must be submitted when
applying for parental leave for adoption or petmanent foster career purposes.
3 1.6 |
| Australian Law Reform Commission.txt | 1697 | parental leave | employees are entitled to parental leave for adoption or permanent foster care
when that child:
a.
is under 16 years of age;
b.
has not, or will not have, lived continuously with the employee for a period
of 6 months or more as at the day (or expected day) of placement; and
c.
is not (otherwise than because of the adoption) a child of the employee or the
employee's spouse or partner.
31.5
documentary evidence of approval for adoption or enduring parental
responsibilities under fotmal fostering an·angements must be submitted when
applying for parental leave for adoption or petmanent foster career purposes.
3 1.6
employees who are eligible for paid matemity or parental leave may elect to have
the payment for that leave spread over a maximum of a maximum of 28 weeks, at
a rate not less than half normal salary. where payment is spread over a longer
period, only 14 of the total weeks of leave will count as service.
31.7 |
| Australian Law Reform Commission.txt | 1717 | parental leave | applying for parental leave for adoption or petmanent foster career purposes.
3 1.6
employees who are eligible for paid matemity or parental leave may elect to have
the payment for that leave spread over a maximum of a maximum of 28 weeks, at
a rate not less than half normal salary. where payment is spread over a longer
period, only 14 of the total weeks of leave will count as service.
31.7
on ending the initial period of up to 52 weeks of matemity or parental leave,
employees may request an extension of unpaid parental leave for a further period
of up to 52 weeks. the second period of unpaid leave is to commence immediately
following the initial leave period.
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31.9
unpaid matemity or parental leave will not count as service for any purpose other
than unpaid leave taken during the fu·st 12 weeks.
31.10
m atemity and parental leave is inclusive of public holidays and will not be
extended because a public holiday (or clu·istmas closedown) falls during a period |
| Australian Law Reform Commission.txt | 1721 | parental leave | employees who are eligible for paid matemity or parental leave may elect to have
the payment for that leave spread over a maximum of a maximum of 28 weeks, at
a rate not less than half normal salary. where payment is spread over a longer
period, only 14 of the total weeks of leave will count as service.
31.7
on ending the initial period of up to 52 weeks of matemity or parental leave,
employees may request an extension of unpaid parental leave for a further period
of up to 52 weeks. the second period of unpaid leave is to commence immediately
following the initial leave period.
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31.9
unpaid matemity or parental leave will not count as service for any purpose other
than unpaid leave taken during the fu·st 12 weeks.
31.10
m atemity and parental leave is inclusive of public holidays and will not be
extended because a public holiday (or clu·istmas closedown) falls during a period
of paid or unpaid matemity or parental leave.
31.11
|
| Australian Law Reform Commission.txt | 1728 | parental leave | on ending the initial period of up to 52 weeks of matemity or parental leave,
employees may request an extension of unpaid parental leave for a further period
of up to 52 weeks. the second period of unpaid leave is to commence immediately
following the initial leave period.
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31.9
unpaid matemity or parental leave will not count as service for any purpose other
than unpaid leave taken during the fu·st 12 weeks.
31.10
m atemity and parental leave is inclusive of public holidays and will not be
extended because a public holiday (or clu·istmas closedown) falls during a period
of paid or unpaid matemity or parental leave.
31.11
on ending matemity or parental leave, employees have the retum to work
guarantee and the right to request flexible working arrangements provided by the
fair work act 2009.
32.
supporting partner/other primary caregiver leave |
| Australian Law Reform Commission.txt | 1729 | parental leave | employees may request an extension of unpaid parental leave for a further period
of up to 52 weeks. the second period of unpaid leave is to commence immediately
following the initial leave period.
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31.9
unpaid matemity or parental leave will not count as service for any purpose other
than unpaid leave taken during the fu·st 12 weeks.
31.10
m atemity and parental leave is inclusive of public holidays and will not be
extended because a public holiday (or clu·istmas closedown) falls during a period
of paid or unpaid matemity or parental leave.
31.11
on ending matemity or parental leave, employees have the retum to work
guarantee and the right to request flexible working arrangements provided by the
fair work act 2009.
32.
supporting partner/other primary caregiver leave
|
| Australian Law Reform Commission.txt | 1740 | parental leave | unpaid matemity or parental leave will not count as service for any purpose other
than unpaid leave taken during the fu·st 12 weeks.
31.10
m atemity and parental leave is inclusive of public holidays and will not be
extended because a public holiday (or clu·istmas closedown) falls during a period
of paid or unpaid matemity or parental leave.
31.11
on ending matemity or parental leave, employees have the retum to work
guarantee and the right to request flexible working arrangements provided by the
fair work act 2009.
32.
supporting partner/other primary caregiver leave
32. 1
employees who are not othetw ise entitled to paid matemity leave under the ml act
or parental leave under this agreement are entitled to 2 weeks of paid leave on the
birth, adoption or permanent foster care placement of a child or their partner's child.
32.2
paid parental leave must be taken at a time agreed between the employee and the
president and within 12 months of the bitth, adoption or fostering of the child.
|
| Australian Law Reform Commission.txt | 1745 | parental leave | m atemity and parental leave is inclusive of public holidays and will not be
extended because a public holiday (or clu·istmas closedown) falls during a period
of paid or unpaid matemity or parental leave.
31.11
on ending matemity or parental leave, employees have the retum to work
guarantee and the right to request flexible working arrangements provided by the
fair work act 2009.
32.
supporting partner/other primary caregiver leave
32. 1
employees who are not othetw ise entitled to paid matemity leave under the ml act
or parental leave under this agreement are entitled to 2 weeks of paid leave on the
birth, adoption or permanent foster care placement of a child or their partner's child.
32.2
paid parental leave must be taken at a time agreed between the employee and the
president and within 12 months of the bitth, adoption or fostering of the child.
32.3
documentary evidence, for example a bi1t h ce1t ificate follow ing the birth of a
child, must be submitted when applying fo r suppmting pa1tner or other primary
caregiver leave. |
| Australian Law Reform Commission.txt | 1747 | parental leave | of paid or unpaid matemity or parental leave.
31.11
on ending matemity or parental leave, employees have the retum to work
guarantee and the right to request flexible working arrangements provided by the
fair work act 2009.
32.
supporting partner/other primary caregiver leave
32. 1
employees who are not othetw ise entitled to paid matemity leave under the ml act
or parental leave under this agreement are entitled to 2 weeks of paid leave on the
birth, adoption or permanent foster care placement of a child or their partner's child.
32.2
paid parental leave must be taken at a time agreed between the employee and the
president and within 12 months of the bitth, adoption or fostering of the child.
32.3
documentary evidence, for example a bi1t h ce1t ificate follow ing the birth of a
child, must be submitted when applying fo r suppmting pa1tner or other primary
caregiver leave.
32.4 |
| Australian Law Reform Commission.txt | 1751 | parental leave | on ending matemity or parental leave, employees have the retum to work
guarantee and the right to request flexible working arrangements provided by the
fair work act 2009.
32.
supporting partner/other primary caregiver leave
32. 1
employees who are not othetw ise entitled to paid matemity leave under the ml act
or parental leave under this agreement are entitled to 2 weeks of paid leave on the
birth, adoption or permanent foster care placement of a child or their partner's child.
32.2
paid parental leave must be taken at a time agreed between the employee and the
president and within 12 months of the bitth, adoption or fostering of the child.
32.3
documentary evidence, for example a bi1t h ce1t ificate follow ing the birth of a
child, must be submitted when applying fo r suppmting pa1tner or other primary
caregiver leave.
32.4
paid parental leave will count as service for all purposes.
32.5 |
| Australian Law Reform Commission.txt | 1762 | parental leave | or parental leave under this agreement are entitled to 2 weeks of paid leave on the
birth, adoption or permanent foster care placement of a child or their partner's child.
32.2
paid parental leave must be taken at a time agreed between the employee and the
president and within 12 months of the bitth, adoption or fostering of the child.
32.3
documentary evidence, for example a bi1t h ce1t ificate follow ing the birth of a
child, must be submitted when applying fo r suppmting pa1tner or other primary
caregiver leave.
32.4
paid parental leave will count as service for all purposes.
32.5
an employee who is eligible for pa id parental leave is also eligible for up to 52
weeks of unpaid leave, inclusive of any periods of paid leave, commencing on the
date of the bi1t h of a child, or on the day on which the employee assumes
responsibility for an adopted or fostered child.
33.
defence reserve service leave
33. 1 |
| Australian Law Reform Commission.txt | 1767 | parental leave | paid parental leave must be taken at a time agreed between the employee and the
president and within 12 months of the bitth, adoption or fostering of the child.
32.3
documentary evidence, for example a bi1t h ce1t ificate follow ing the birth of a
child, must be submitted when applying fo r suppmting pa1tner or other primary
caregiver leave.
32.4
paid parental leave will count as service for all purposes.
32.5
an employee who is eligible for pa id parental leave is also eligible for up to 52
weeks of unpaid leave, inclusive of any periods of paid leave, commencing on the
date of the bi1t h of a child, or on the day on which the employee assumes
responsibility for an adopted or fostered child.
33.
defence reserve service leave
33. 1
an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
|
| Australian Law Reform Commission.txt | 1778 | parental leave | paid parental leave will count as service for all purposes.
32.5
an employee who is eligible for pa id parental leave is also eligible for up to 52
weeks of unpaid leave, inclusive of any periods of paid leave, commencing on the
date of the bi1t h of a child, or on the day on which the employee assumes
responsibility for an adopted or fostered child.
33.
defence reserve service leave
33. 1
an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
33.2
an employee is entitled to leave w ith pay, of up to four weeks during each
financial year, and an additional two weeks paid leave in the first year of adf
reserve service, fo r the purpose of fulfilling service in the adf reserve.
33.3
with the exception of the additional two weeks in the first year of service, leave
can be accumulated and taken over a period of two years.
|
| Australian Law Reform Commission.txt | 1782 | parental leave | an employee who is eligible for pa id parental leave is also eligible for up to 52
weeks of unpaid leave, inclusive of any periods of paid leave, commencing on the
date of the bi1t h of a child, or on the day on which the employee assumes
responsibility for an adopted or fostered child.
33.
defence reserve service leave
33. 1
an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
33.2
an employee is entitled to leave w ith pay, of up to four weeks during each
financial year, and an additional two weeks paid leave in the first year of adf
reserve service, fo r the purpose of fulfilling service in the adf reserve.
33.3
with the exception of the additional two weeks in the first year of service, leave
can be accumulated and taken over a period of two years.
33.4
defence reserve leave counts as service for all purposes, except for unpaid leave
to undettake continuous full time service (cfts) . unpaid leave for the purpose |
| Australian Law Reform Commission.txt | 1879 | study leave | study leave
36.1
an ongoing employee who is undertaking f01mal study may be granted up to five
days unpaid leave per academic year. a pat1-time employee may be granted a pro
rata amount.
36.2
all study leave is discretionary and will be decided by the president. the president
is able to consider granting a further period of unpaid leave per academic year on
request, taking into consideration the operational requirements of the alrc, and the
individual circumstances ofthe employee.
36.3
in deciding on whether to grant study leave, the president will take into account the
operational priorities and needs of the alrc, the benefit of the study to the
employee's position and/or to the alrc's work, the amount of time involved and
the professional development needs of the individual.
37.
discretionary miscellaneous leave
3 7.1
the president may grant leave to an employee, either with or without pay, in
circumstances not provided for elsewhere in this agreement for a purpose that the |
| Australian Law Reform Commission.txt | 1889 | study leave | all study leave is discretionary and will be decided by the president. the president
is able to consider granting a further period of unpaid leave per academic year on
request, taking into consideration the operational requirements of the alrc, and the
individual circumstances ofthe employee.
36.3
in deciding on whether to grant study leave, the president will take into account the
operational priorities and needs of the alrc, the benefit of the study to the
employee's position and/or to the alrc's work, the amount of time involved and
the professional development needs of the individual.
37.
discretionary miscellaneous leave
3 7.1
the president may grant leave to an employee, either with or without pay, in
circumstances not provided for elsewhere in this agreement for a purpose that the
president considers to be in the interests of the alrc and having regard to
operational requirements.
37.2
the president may request that an employee provide reasonable evidence of the
need and/or desirability of the leave requested.
19
|
| Australian Law Reform Commission.txt | 1896 | study leave | in deciding on whether to grant study leave, the president will take into account the
operational priorities and needs of the alrc, the benefit of the study to the
employee's position and/or to the alrc's work, the amount of time involved and
the professional development needs of the individual.
37.
discretionary miscellaneous leave
3 7.1
the president may grant leave to an employee, either with or without pay, in
circumstances not provided for elsewhere in this agreement for a purpose that the
president considers to be in the interests of the alrc and having regard to
operational requirements.
37.2
the president may request that an employee provide reasonable evidence of the
need and/or desirability of the leave requested.
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3 7.4
the president may approve up to 10 days ceremonial leave with pay in any one year |
| Australian Law Reform Commission.txt | 1899 | professional development | the professional development needs of the individual.
37.
discretionary miscellaneous leave
3 7.1
the president may grant leave to an employee, either with or without pay, in
circumstances not provided for elsewhere in this agreement for a purpose that the
president considers to be in the interests of the alrc and having regard to
operational requirements.
37.2
the president may request that an employee provide reasonable evidence of the
need and/or desirability of the leave requested.
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3 7.4
the president may approve up to 10 days ceremonial leave with pay in any one year
for employees of aboriginal or tottes strait islander descent. ceremonial leave is in
addition to compassionate leave.
|
| Australian Law Reform Commission.txt | 1933 | long service leave | than provided for by the long service leave (commonwealth employees) act 1976.
3 7.4
discretionary miscellaneous leave includes, but is not limited to, cultural leave for
culturally and linguistically diverse employees. the president may decide that all
or part of a period of cultural leave is leave with pay or without pay.
38.
portability of leave
38. 1
where an employee moves (including on promotion or for an agreed period) from
another agency where they were an ongoing aps employee, the employee' s unused
accrued annual leave and personal/carers leave (however described) will be
transferred, provided there is no break in continuity of service.
38.2
where an employee is engaged as either an ongoing or non-ongoing ap s employee
immediately following a period of ongoing employment in the parliamentary
serv ice or the act government service, the employee's unu sed accrued annual
leave and p ersonal/carers leave (however described) will be recognised.
38.3
for the purposes of thi s clause:
|
| Australian Law Reform Commission.txt | 1985 | travel | travel
39. 1
when employees are required to travel as patt of their employment, the costs of
travel and hotel accommodation, if required, will be covered by the alrc. travel
allowances to cover the cost of meals and incidental expenses may also be paid.
futther infonnation is available in the alrc travel policy.
40.
first aid
40. 1
an employee who possesses a current first aid certificate and has designated
responsibilities as a first aid officer at the alrc will be paid an allowance of $15
per f01tnight.
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41.
re-location expenses
41.1
|
| Australian Law Reform Commission.txt | 1989 | travel | when employees are required to travel as patt of their employment, the costs of
travel and hotel accommodation, if required, will be covered by the alrc. travel
allowances to cover the cost of meals and incidental expenses may also be paid.
futther infonnation is available in the alrc travel policy.
40.
first aid
40. 1
an employee who possesses a current first aid certificate and has designated
responsibilities as a first aid officer at the alrc will be paid an allowance of $15
per f01tnight.
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41.
re-location expenses
41.1
where a successful candidate is offered ongoing employment at the alrc, and
usually resides outside of the city in which the alrc has its office, the president
may determine whether it is reasonable to offer an amount to assist the candidate to
re-locate to sydney in order to take up the position. |
| Australian Law Reform Commission.txt | 1990 | travel | travel and hotel accommodation, if required, will be covered by the alrc. travel
allowances to cover the cost of meals and incidental expenses may also be paid.
futther infonnation is available in the alrc travel policy.
40.
first aid
40. 1
an employee who possesses a current first aid certificate and has designated
responsibilities as a first aid officer at the alrc will be paid an allowance of $15
per f01tnight.
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41.
re-location expenses
41.1
where a successful candidate is offered ongoing employment at the alrc, and
usually resides outside of the city in which the alrc has its office, the president
may determine whether it is reasonable to offer an amount to assist the candidate to
re-locate to sydney in order to take up the position.
|
| Australian Law Reform Commission.txt | 1992 | travel | futther infonnation is available in the alrc travel policy.
40.
first aid
40. 1
an employee who possesses a current first aid certificate and has designated
responsibilities as a first aid officer at the alrc will be paid an allowance of $15
per f01tnight.
20
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41.
re-location expenses
41.1
where a successful candidate is offered ongoing employment at the alrc, and
usually resides outside of the city in which the alrc has its office, the president
may determine whether it is reasonable to offer an amount to assist the candidate to
re-locate to sydney in order to take up the position.
41.2
|
| Australian Law Reform Commission.txt | 2029 | health and wellbeing | health and wellbeing
42.1
the alrc will facilitate access to a confidential, professional counseling service
to help employees resolve personal or work-related problems that may be
disrupting their life at work or at home. this service will provide up to four free
counseling sessions per annum with the alrc ' s approved provider.
42 .2
the alrc will suppo11 the training of designated employees to undettake the
duties of first aid officer, fire warden, and occupational health and safety workplace
delegate.
42.3
the alrc will provide annually, at no expense to employees and on a voluntary
basis, access to a flu vaccination.
42.4
the alrc will provide to all employees an annual allowance of $ 150.00 to
reimburse for expenditure on approved health and wellbeing activities. this
allowance will be paid once per year at the time of the employee's annual
perfotmance appraisal and on presentation of a valid tax invoice.
part h: misconduct, termination of employment and resignation
43. |
| Australian Law Reform Commission.txt | 2052 | health and wellbeing | reimburse for expenditure on approved health and wellbeing activities. this
allowance will be paid once per year at the time of the employee's annual
perfotmance appraisal and on presentation of a valid tax invoice.
part h: misconduct, termination of employment and resignation
43.
misconduct
43.1
possible misconduct or breaches of the aps code of conduct will be dealt with as
per section 10 of the public service a ct. further infotmation can be found in the
alrc' s procedures for determining breaches ofthe code of conduct.
43.2
nothing in this agreement prevents the president from terminating the employment
of an employee for serious misconduct, without the notice or payment in lieu
required by s 117 of the fair work act.
44.
review of decisions to terminate employment
44.1
the sole and exhaustive rights and remedies of an employee in relation to
tem1ination of employment, either for misconduct, as a result of poor performance |
| Australian Law Reform Commission.txt | 3480 | travel | aps award 2015, except where this is required for the purpose of work-related travel.
2. where an employee at the aps 1 to aps 6 classification is required to work outside the
span of hours set out in the aps award 2015, for the purpose of work-related travel, the
employee will accumulate flex time, for the time worked outside the span of hours, at
the relevant rate or rates in respect of overtime in the aps award 2015, that is, at 150%,
200% or 250% of ordinary time, depending on when the time is worked.
signed:
professor rosalind frances croucher am
c/- alrc, level 40, mlc tower, 19 martin place, sydney 2000
dated: 13 october 2016
australian law reform commission
level 40, mlc centre, 19 martin place,
sydney nsw 2000
postal address:
gpo box 3708
sydney nsw 2001
tel (02) 8238 6333
fax (02) 8238 6363
web www.alrc.gov.au
email rosalind.croucher@alrc.gov.au
|
| Australian Law Reform Commission.txt | 3482 | travel | span of hours set out in the aps award 2015, for the purpose of work-related travel, the
employee will accumulate flex time, for the time worked outside the span of hours, at
the relevant rate or rates in respect of overtime in the aps award 2015, that is, at 150%,
200% or 250% of ordinary time, depending on when the time is worked.
signed:
professor rosalind frances croucher am
c/- alrc, level 40, mlc tower, 19 martin place, sydney 2000
dated: 13 october 2016
australian law reform commission
level 40, mlc centre, 19 martin place,
sydney nsw 2000
postal address:
gpo box 3708
sydney nsw 2001
tel (02) 8238 6333
fax (02) 8238 6363
web www.alrc.gov.au
email rosalind.croucher@alrc.gov.au
|
| Australian Law Reform Commission.txt | 3484 | overtime | the relevant rate or rates in respect of overtime in the aps award 2015, that is, at 150%,
200% or 250% of ordinary time, depending on when the time is worked.
signed:
professor rosalind frances croucher am
c/- alrc, level 40, mlc tower, 19 martin place, sydney 2000
dated: 13 october 2016
australian law reform commission
level 40, mlc centre, 19 martin place,
sydney nsw 2000
postal address:
gpo box 3708
sydney nsw 2001
tel (02) 8238 6333
fax (02) 8238 6363
web www.alrc.gov.au
email rosalind.croucher@alrc.gov.au
|
| ASEA Determination.txt | 110 | salary advancement | loading (tpl) above the base pay point due to receiving salary advancement at the tpl
classification, will be paid at the higher pay point from the date of promotion.
salary on reduction
14.
where an employee requests or agrees in writing, to permanently or temporarily perform
work at a lower classification level, salary will be determined at a rate applicable to the
lower level for the period specified. the ceo will determine salary within the lower
classification level having regard to the experience, qualifications and skills of the
employee, and the circumstances under which the reduction occurred.
casual employees
15.
casual employees are entitled to a salary loading of 25% in lieu of public holidays not
worked and all leave entitlements except for long service leave and leave as provided by
the nes.
supported wage system
16.
employees who are eligible for a supported salary who meet the impairment criteria for
the disability support pension will be paid the applicable percentage of the relevant rate
for the work value they are performing in accordance with the special supported wage
system (employees with a disability) australian pay and classification scale.
3
supported wage prescribed rates |
| ASEA Determination.txt | 126 | long service leave | worked and all leave entitlements except for long service leave and leave as provided by
the nes.
supported wage system
16.
employees who are eligible for a supported salary who meet the impairment criteria for
the disability support pension will be paid the applicable percentage of the relevant rate
for the work value they are performing in accordance with the special supported wage
system (employees with a disability) australian pay and classification scale.
3
supported wage prescribed rates
17.
assessed capacity % of prescribed salary assessed capacity
rate
% of prescribed salary
rate
10%
10%
60%
60%
20% |
| ASEA Determination.txt | 263 | salary packaging | salary packaging
29.
employees may access salary packaging and may package up to 100% of salary.
30.
where an employee elects to access salary packaging, the employee’s salary for the
purposes of superannuation, severance and termination payments, and any other
purposes, will be determined as if the salary packaging arrangement had not occurred.
31.
any fringe benefits tax incurred in relation to an individual employee as a result of his or
her salary packaging arrangement will be met by the individual employee.
payment on death
32.
where an employee dies, or the ceo directs that an employee will be presumed to have
died on a particular date, the ceo may authorise the payment of the amount of salary, tpl,
5
annual leave and allowances to which the former employee would have been entitled had
employment been ceased by resignation or retirement.
allowances
school holiday care allowance
33.
|
| ASEA Determination.txt | 266 | salary packaging | employees may access salary packaging and may package up to 100% of salary.
30.
where an employee elects to access salary packaging, the employee’s salary for the
purposes of superannuation, severance and termination payments, and any other
purposes, will be determined as if the salary packaging arrangement had not occurred.
31.
any fringe benefits tax incurred in relation to an individual employee as a result of his or
her salary packaging arrangement will be met by the individual employee.
payment on death
32.
where an employee dies, or the ceo directs that an employee will be presumed to have
died on a particular date, the ceo may authorise the payment of the amount of salary, tpl,
5
annual leave and allowances to which the former employee would have been entitled had
employment been ceased by resignation or retirement.
allowances
school holiday care allowance
33.
the agency will contribute to the cost of school holiday care for primary school children of
employees, when the employee is at work. where both carers work for the agency, the
allowance will only be paid when both are at work. |
| ASEA Determination.txt | 270 | salary packaging | where an employee elects to access salary packaging, the employee’s salary for the
purposes of superannuation, severance and termination payments, and any other
purposes, will be determined as if the salary packaging arrangement had not occurred.
31.
any fringe benefits tax incurred in relation to an individual employee as a result of his or
her salary packaging arrangement will be met by the individual employee.
payment on death
32.
where an employee dies, or the ceo directs that an employee will be presumed to have
died on a particular date, the ceo may authorise the payment of the amount of salary, tpl,
5
annual leave and allowances to which the former employee would have been entitled had
employment been ceased by resignation or retirement.
allowances
school holiday care allowance
33.
the agency will contribute to the cost of school holiday care for primary school children of
employees, when the employee is at work. where both carers work for the agency, the
allowance will only be paid when both are at work.
34.
on production of a receipt from an approved school holiday program provider, the agency |
| ASEA Determination.txt | 272 | salary packaging | purposes, will be determined as if the salary packaging arrangement had not occurred.
31.
any fringe benefits tax incurred in relation to an individual employee as a result of his or
her salary packaging arrangement will be met by the individual employee.
payment on death
32.
where an employee dies, or the ceo directs that an employee will be presumed to have
died on a particular date, the ceo may authorise the payment of the amount of salary, tpl,
5
annual leave and allowances to which the former employee would have been entitled had
employment been ceased by resignation or retirement.
allowances
school holiday care allowance
33.
the agency will contribute to the cost of school holiday care for primary school children of
employees, when the employee is at work. where both carers work for the agency, the
allowance will only be paid when both are at work.
34.
on production of a receipt from an approved school holiday program provider, the agency
will reimburse $19 per child per day up to a maximum of $189 per family per week.
|
| ASEA Determination.txt | 277 | salary packaging | her salary packaging arrangement will be met by the individual employee.
payment on death
32.
where an employee dies, or the ceo directs that an employee will be presumed to have
died on a particular date, the ceo may authorise the payment of the amount of salary, tpl,
5
annual leave and allowances to which the former employee would have been entitled had
employment been ceased by resignation or retirement.
allowances
school holiday care allowance
33.
the agency will contribute to the cost of school holiday care for primary school children of
employees, when the employee is at work. where both carers work for the agency, the
allowance will only be paid when both are at work.
34.
on production of a receipt from an approved school holiday program provider, the agency
will reimburse $19 per child per day up to a maximum of $189 per family per week.
workplace responsibility allowance
35.
an ongoing employee is entitled to a workplace responsibility allowance per fortnight
where they are appointed to a workplace responsibility role and have successfully |
| ASEA Determination.txt | 349 | bandwidth | means a 7-hour 30-minute day within the bandwidth. #
‘standard
day’
is 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm (or 8:00 am to 12:00 pm
and 1:00 pm to 4:30 pm in the northern territory) monday to friday,
except where a public holiday occurs.
‘settlement is the four-week period beginning on a pay thursday for the purposes of
period’
determining flex debit / credit carryover.
‘bandwidth’ is 8am to 6pm, from monday to friday, for aps 1-3 employees and
7:00 am to 7:00 pm, from monday to friday, for aps4 and above
employees. the exception to this is on a public holiday or where different
start time is approved for travel purposes.
# note: the definition of ordinary hours is inclusive of 7 hours and 21 minutes to be ordinarily
worked and the additional 9 minutes for christmas closedown. employees will work an additional
9 minutes per day as an offset for the christmas closedown in clause 59. the 9 minutes per day is
reflected in salary rates at attachment a.
ordinary hours – full time employees
43.
the ordinary hours for full time asea employees equal 150 hours per settlement period,
which includes the additional nine minutes per day which is included in the salary rates.
44.
employees must take an unpaid meal break of at least 30 minutes after five continuous
hours of work. the maximum number of agreed working hours to be worked in a day is |
| ASEA Determination.txt | 361 | bandwidth | ‘bandwidth’ is 8am to 6pm, from monday to friday, for aps 1-3 employees and
7:00 am to 7:00 pm, from monday to friday, for aps4 and above
employees. the exception to this is on a public holiday or where different
start time is approved for travel purposes.
# note: the definition of ordinary hours is inclusive of 7 hours and 21 minutes to be ordinarily
worked and the additional 9 minutes for christmas closedown. employees will work an additional
9 minutes per day as an offset for the christmas closedown in clause 59. the 9 minutes per day is
reflected in salary rates at attachment a.
ordinary hours – full time employees
43.
the ordinary hours for full time asea employees equal 150 hours per settlement period,
which includes the additional nine minutes per day which is included in the salary rates.
44.
employees must take an unpaid meal break of at least 30 minutes after five continuous
hours of work. the maximum number of agreed working hours to be worked in a day is
10 hours, unless also working overtime.
part time employees
45.
the agency may engage an employee on a permanent part time basis. an employee
engaged on a permanent part time basis does not have an automatic right to vary their
part time hours or access full time hours.
46.
a part time employee is an employee whose ordinary hours equal less than 150 hours in a |
| ASEA Determination.txt | 364 | travel | start time is approved for travel purposes.
# note: the definition of ordinary hours is inclusive of 7 hours and 21 minutes to be ordinarily
worked and the additional 9 minutes for christmas closedown. employees will work an additional
9 minutes per day as an offset for the christmas closedown in clause 59. the 9 minutes per day is
reflected in salary rates at attachment a.
ordinary hours – full time employees
43.
the ordinary hours for full time asea employees equal 150 hours per settlement period,
which includes the additional nine minutes per day which is included in the salary rates.
44.
employees must take an unpaid meal break of at least 30 minutes after five continuous
hours of work. the maximum number of agreed working hours to be worked in a day is
10 hours, unless also working overtime.
part time employees
45.
the agency may engage an employee on a permanent part time basis. an employee
engaged on a permanent part time basis does not have an automatic right to vary their
part time hours or access full time hours.
46.
a part time employee is an employee whose ordinary hours equal less than 150 hours in a
settlement period. employees are required to work at least three continuous hours, or an
alternative period agreed by the ceo and the employee, on any agreed working day.
|
| ASEA Determination.txt | 379 | overtime | 10 hours, unless also working overtime.
part time employees
45.
the agency may engage an employee on a permanent part time basis. an employee
engaged on a permanent part time basis does not have an automatic right to vary their
part time hours or access full time hours.
46.
a part time employee is an employee whose ordinary hours equal less than 150 hours in a
settlement period. employees are required to work at least three continuous hours, or an
alternative period agreed by the ceo and the employee, on any agreed working day.
47.
remuneration, with the exception of expense related allowances and reimbursements, are
calculated on a pro rata basis. leave for part time employees is provided in accordance
with relevant legislation and this determination. payment of salary when an employee
takes leave will be reflective of the part-time hours except during long service leave where
salary will be calculated in accordance with the long service leave (commonwealth
employees) act 1976 (lsl act).
48.
employees who work part time can agree to work outside their agreed hours and pattern
of work. in such instances part time employees will be entitled to flextime or toil
7
|
| ASEA Determination.txt | 399 | long service leave | takes leave will be reflective of the part-time hours except during long service leave where
salary will be calculated in accordance with the long service leave (commonwealth
employees) act 1976 (lsl act).
48.
employees who work part time can agree to work outside their agreed hours and pattern
of work. in such instances part time employees will be entitled to flextime or toil
7
provisions (as applicable), but where work is directed outside their agreed hours, overtime
rates are applicable.
request for part time work
49.
all employees have the ability to request flexible working arrangements consistent with
the relevant provisions of this determination and the fw act.
50.
a request made in accordance with clause 49 must be in writing and set out details of the
change sought and the reasons for the change. the ceo will consider the request and
respond in writing. such requests may be refused on reasonable business grounds.
51.
part time work arrangements will be set out in a written agreement which will include the
employee’s hours of duty, the duration of the agreement and details of any specific
arrangements that are necessary to facilitate the part time employment.
|
| ASEA Determination.txt | 400 | long service leave | salary will be calculated in accordance with the long service leave (commonwealth
employees) act 1976 (lsl act).
48.
employees who work part time can agree to work outside their agreed hours and pattern
of work. in such instances part time employees will be entitled to flextime or toil
7
provisions (as applicable), but where work is directed outside their agreed hours, overtime
rates are applicable.
request for part time work
49.
all employees have the ability to request flexible working arrangements consistent with
the relevant provisions of this determination and the fw act.
50.
a request made in accordance with clause 49 must be in writing and set out details of the
change sought and the reasons for the change. the ceo will consider the request and
respond in writing. such requests may be refused on reasonable business grounds.
51.
part time work arrangements will be set out in a written agreement which will include the
employee’s hours of duty, the duration of the agreement and details of any specific
arrangements that are necessary to facilitate the part time employment.
52. |
| ASEA Determination.txt | 406 | flextime | of work. in such instances part time employees will be entitled to flextime or toil
7
provisions (as applicable), but where work is directed outside their agreed hours, overtime
rates are applicable.
request for part time work
49.
all employees have the ability to request flexible working arrangements consistent with
the relevant provisions of this determination and the fw act.
50.
a request made in accordance with clause 49 must be in writing and set out details of the
change sought and the reasons for the change. the ceo will consider the request and
respond in writing. such requests may be refused on reasonable business grounds.
51.
part time work arrangements will be set out in a written agreement which will include the
employee’s hours of duty, the duration of the agreement and details of any specific
arrangements that are necessary to facilitate the part time employment.
52.
the terms of a part time agreement cannot be varied without the agreement of the
employee and the ceo. this includes reversion or conversion to full time arrangements
before the originally agreed date. part time hours can be varied by agreement between
the employee and the manager on a short-term basis to facilitate access to training or
other agency opportunities. at the end of the part time agreement the employee can |
| ASEA Determination.txt | 409 | overtime | provisions (as applicable), but where work is directed outside their agreed hours, overtime
rates are applicable.
request for part time work
49.
all employees have the ability to request flexible working arrangements consistent with
the relevant provisions of this determination and the fw act.
50.
a request made in accordance with clause 49 must be in writing and set out details of the
change sought and the reasons for the change. the ceo will consider the request and
respond in writing. such requests may be refused on reasonable business grounds.
51.
part time work arrangements will be set out in a written agreement which will include the
employee’s hours of duty, the duration of the agreement and details of any specific
arrangements that are necessary to facilitate the part time employment.
52.
the terms of a part time agreement cannot be varied without the agreement of the
employee and the ceo. this includes reversion or conversion to full time arrangements
before the originally agreed date. part time hours can be varied by agreement between
the employee and the manager on a short-term basis to facilitate access to training or
other agency opportunities. at the end of the part time agreement the employee can
either return to full time work or apply for a further period of part time employment.
53. |
| ASEA Determination.txt | 498 | long service leave | of leave (e.g. if on long service leave on half pay, payment is on half pay).
58.
an employee and the ceo may come to an agreement to substitute any holiday prescribed
above for a cultural or religious day of significance to the employee.
christmas closedown
59.
all asea workplaces will be closed from 12.30 pm of the last working day before christmas
day and re-open the first working day following the first day of january; this will be known
as the christmas closedown and is inclusive of the australian public service award
additional leave day.
60.
employees are not required to attend for duty during the christmas closedown, unless
directed otherwise by the ceo. employees will be provided with time off for the christmas
closedown and will be paid in accordance with their ordinary hours of work. where an
employee is absent on leave, payment for the christmas closedown provision will be in
accordance with the entitlement for that form of leave, (e.g. if on long service leave half pay,
payment is on half pay). there will be no deduction from annual or personal leave credits for
the christmas closedown.
flextime
61.
flextime is available to all aps level (or equivalent) employees (aps levels 1 – 6). flextime
allows for employees and managers to vary working hours and patterns to provide |
| ASEA Determination.txt | 519 | long service leave | accordance with the entitlement for that form of leave, (e.g. if on long service leave half pay,
payment is on half pay). there will be no deduction from annual or personal leave credits for
the christmas closedown.
flextime
61.
flextime is available to all aps level (or equivalent) employees (aps levels 1 – 6). flextime
allows for employees and managers to vary working hours and patterns to provide
maximum organisational flexibility. it allows the manager and employee to design flexible
working arrangements that take account of the need to balance the achievement of
organisational outcomes and the individual’s personal commitments. all hours must be
recorded on the agency flex sheet.
9
62.
the ordinary pattern of hours for a full-time employee will be a standard day, unless an
agreement is reached with the employee’s manager for a different ordinary pattern of
hours. full time employees may be required by their manager to vary their ordinary
pattern of hours within the bandwidth to meet operational requirements.
63.
an employee and their manager may agree to new arrangements in relation to ordinary
pattern of hours at any time.
64.
employees accumulate flextime within the bandwidth. |
| ASEA Determination.txt | 523 | flextime | flextime
61.
flextime is available to all aps level (or equivalent) employees (aps levels 1 – 6). flextime
allows for employees and managers to vary working hours and patterns to provide
maximum organisational flexibility. it allows the manager and employee to design flexible
working arrangements that take account of the need to balance the achievement of
organisational outcomes and the individual’s personal commitments. all hours must be
recorded on the agency flex sheet.
9
62.
the ordinary pattern of hours for a full-time employee will be a standard day, unless an
agreement is reached with the employee’s manager for a different ordinary pattern of
hours. full time employees may be required by their manager to vary their ordinary
pattern of hours within the bandwidth to meet operational requirements.
63.
an employee and their manager may agree to new arrangements in relation to ordinary
pattern of hours at any time.
64.
employees accumulate flextime within the bandwidth.
65.
a flex credit is where an employee accumulates hours in excess of ordinary hours. an |
| ASEA Determination.txt | 526 | flextime | flextime is available to all aps level (or equivalent) employees (aps levels 1 – 6). flextime
allows for employees and managers to vary working hours and patterns to provide
maximum organisational flexibility. it allows the manager and employee to design flexible
working arrangements that take account of the need to balance the achievement of
organisational outcomes and the individual’s personal commitments. all hours must be
recorded on the agency flex sheet.
9
62.
the ordinary pattern of hours for a full-time employee will be a standard day, unless an
agreement is reached with the employee’s manager for a different ordinary pattern of
hours. full time employees may be required by their manager to vary their ordinary
pattern of hours within the bandwidth to meet operational requirements.
63.
an employee and their manager may agree to new arrangements in relation to ordinary
pattern of hours at any time.
64.
employees accumulate flextime within the bandwidth.
65.
a flex credit is where an employee accumulates hours in excess of ordinary hours. an
employee may only carry over a maximum of 37.5 hours flex credit into the next
settlement period in exceptional circumstances and where the manager has expressly
agreed to the additional hours being worked. |
| ASEA Determination.txt | 539 | bandwidth | pattern of hours within the bandwidth to meet operational requirements.
63.
an employee and their manager may agree to new arrangements in relation to ordinary
pattern of hours at any time.
64.
employees accumulate flextime within the bandwidth.
65.
a flex credit is where an employee accumulates hours in excess of ordinary hours. an
employee may only carry over a maximum of 37.5 hours flex credit into the next
settlement period in exceptional circumstances and where the manager has expressly
agreed to the additional hours being worked.
66.
a flex debit occurs when the employee works less time than their ordinary hours. a
maximum of 22.5 hours debit can be accumulated and carried over to the next settlement
period. an employee carrying over an amount in excess of 22.5 hours to the next
settlement period must use miscellaneous leave without pay for the period in excess of
22.5 hours. any flex debit will be deducted from a person’s final monies if they cease to
work for asea.
67.
flex leave is where an employee works less than their ordinary hours on any given day and |
| ASEA Determination.txt | 548 | flextime | employees accumulate flextime within the bandwidth.
65.
a flex credit is where an employee accumulates hours in excess of ordinary hours. an
employee may only carry over a maximum of 37.5 hours flex credit into the next
settlement period in exceptional circumstances and where the manager has expressly
agreed to the additional hours being worked.
66.
a flex debit occurs when the employee works less time than their ordinary hours. a
maximum of 22.5 hours debit can be accumulated and carried over to the next settlement
period. an employee carrying over an amount in excess of 22.5 hours to the next
settlement period must use miscellaneous leave without pay for the period in excess of
22.5 hours. any flex debit will be deducted from a person’s final monies if they cease to
work for asea.
67.
flex leave is where an employee works less than their ordinary hours on any given day and
is not on any other form of leave. an employee may use up to the equivalent of five days
flex credits in a settlement period. flex leave requires prior approval and for periods of
one day or more reasonable notice is required.
68.
where there is demonstrably insufficient work, a manager may require an employee not
to work hours in addition to their ordinary hours.
|
| ASEA Determination.txt | 548 | bandwidth | employees accumulate flextime within the bandwidth.
65.
a flex credit is where an employee accumulates hours in excess of ordinary hours. an
employee may only carry over a maximum of 37.5 hours flex credit into the next
settlement period in exceptional circumstances and where the manager has expressly
agreed to the additional hours being worked.
66.
a flex debit occurs when the employee works less time than their ordinary hours. a
maximum of 22.5 hours debit can be accumulated and carried over to the next settlement
period. an employee carrying over an amount in excess of 22.5 hours to the next
settlement period must use miscellaneous leave without pay for the period in excess of
22.5 hours. any flex debit will be deducted from a person’s final monies if they cease to
work for asea.
67.
flex leave is where an employee works less than their ordinary hours on any given day and
is not on any other form of leave. an employee may use up to the equivalent of five days
flex credits in a settlement period. flex leave requires prior approval and for periods of
one day or more reasonable notice is required.
68.
where there is demonstrably insufficient work, a manager may require an employee not
to work hours in addition to their ordinary hours.
|
| ASEA Determination.txt | 584 | overtime | overtime
70.
where operational requirements make it necessary, a manager may direct an employee to
work outside their ordinary hours on any day. employees may also be restricted to be
contactable to return to work outside ordinary hours. the restriction provisions will apply
in these cases.
71.
the manager will give reasonable notice about the requirement to work overtime and be
mindful of the personal responsibilities of the employee.
72.
an aps level employee directed to perform work outside and in excess of their ordinary
hours on a given day is eligible for an overtime payment, or where agreed, time off in lieu
of overtime payment.
10
73.
where a period of overtime is not continuous with ordinary time work, the base period of
overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
74.
|
| ASEA Determination.txt | 594 | overtime | the manager will give reasonable notice about the requirement to work overtime and be
mindful of the personal responsibilities of the employee.
72.
an aps level employee directed to perform work outside and in excess of their ordinary
hours on a given day is eligible for an overtime payment, or where agreed, time off in lieu
of overtime payment.
10
73.
where a period of overtime is not continuous with ordinary time work, the base period of
overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
74.
overtime payments will be calculated as follows:
a. monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
b. saturday: double the hourly rate for shift workers (as per shift work provisions)
c. sunday: double the hourly rate
d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in
excess of an employee’s ordinary hours - that is, duty that is not overtime but which is
part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate
additional to payment for the holiday).
|
| ASEA Determination.txt | 600 | overtime | hours on a given day is eligible for an overtime payment, or where agreed, time off in lieu
of overtime payment.
10
73.
where a period of overtime is not continuous with ordinary time work, the base period of
overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
74.
overtime payments will be calculated as follows:
a. monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
b. saturday: double the hourly rate for shift workers (as per shift work provisions)
c. sunday: double the hourly rate
d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in
excess of an employee’s ordinary hours - that is, duty that is not overtime but which is
part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate
additional to payment for the holiday).
75.
time off in lieu of overtime payment may be taken as follows:
a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with
an entitlement to residual payment (for example - three hours’ time off plus three hours
pay at half time, in lieu of three hours overtime at time and a half), or |
| ASEA Determination.txt | 601 | overtime | of overtime payment.
10
73.
where a period of overtime is not continuous with ordinary time work, the base period of
overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
74.
overtime payments will be calculated as follows:
a. monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
b. saturday: double the hourly rate for shift workers (as per shift work provisions)
c. sunday: double the hourly rate
d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in
excess of an employee’s ordinary hours - that is, duty that is not overtime but which is
part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate
additional to payment for the holiday).
75.
time off in lieu of overtime payment may be taken as follows:
a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with
an entitlement to residual payment (for example - three hours’ time off plus three hours
pay at half time, in lieu of three hours overtime at time and a half), or
b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime |
| ASEA Determination.txt | 607 | overtime | where a period of overtime is not continuous with ordinary time work, the base period of
overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
74.
overtime payments will be calculated as follows:
a. monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
b. saturday: double the hourly rate for shift workers (as per shift work provisions)
c. sunday: double the hourly rate
d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in
excess of an employee’s ordinary hours - that is, duty that is not overtime but which is
part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate
additional to payment for the holiday).
75.
time off in lieu of overtime payment may be taken as follows:
a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with
an entitlement to residual payment (for example - three hours’ time off plus three hours
pay at half time, in lieu of three hours overtime at time and a half), or
b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime
payment.
76.
where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period, due to operational |
| ASEA Determination.txt | 608 | overtime | overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
74.
overtime payments will be calculated as follows:
a. monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
b. saturday: double the hourly rate for shift workers (as per shift work provisions)
c. sunday: double the hourly rate
d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in
excess of an employee’s ordinary hours - that is, duty that is not overtime but which is
part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate
additional to payment for the holiday).
75.
time off in lieu of overtime payment may be taken as follows:
a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with
an entitlement to residual payment (for example - three hours’ time off plus three hours
pay at half time, in lieu of three hours overtime at time and a half), or
b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime
payment.
76.
where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period, due to operational
requirements, payment of the original entitlement will be made. |
| ASEA Determination.txt | 614 | overtime | overtime payments will be calculated as follows:
a. monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
b. saturday: double the hourly rate for shift workers (as per shift work provisions)
c. sunday: double the hourly rate
d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in
excess of an employee’s ordinary hours - that is, duty that is not overtime but which is
part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate
additional to payment for the holiday).
75.
time off in lieu of overtime payment may be taken as follows:
a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with
an entitlement to residual payment (for example - three hours’ time off plus three hours
pay at half time, in lieu of three hours overtime at time and a half), or
b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime
payment.
76.
where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period, due to operational
requirements, payment of the original entitlement will be made.
77.
executive level employees will only be eligible to receive overtime payments in
exceptional circumstances with the approval of the ceo.
|
| ASEA Determination.txt | 620 | overtime | excess of an employee’s ordinary hours - that is, duty that is not overtime but which is
part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate
additional to payment for the holiday).
75.
time off in lieu of overtime payment may be taken as follows:
a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with
an entitlement to residual payment (for example - three hours’ time off plus three hours
pay at half time, in lieu of three hours overtime at time and a half), or
b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime
payment.
76.
where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period, due to operational
requirements, payment of the original entitlement will be made.
77.
executive level employees will only be eligible to receive overtime payments in
exceptional circumstances with the approval of the ceo.
executive level employees – flexible working arrangements and time off in lieu (toil)
78.
the hours of duty worked by el employees are not regular and el employees may be
required to work additional time beyond ordinary hours. where an el employee makes a
significant productive effort by working considerable additional hours, managers will, |
| ASEA Determination.txt | 626 | overtime | time off in lieu of overtime payment may be taken as follows:
a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with
an entitlement to residual payment (for example - three hours’ time off plus three hours
pay at half time, in lieu of three hours overtime at time and a half), or
b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime
payment.
76.
where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period, due to operational
requirements, payment of the original entitlement will be made.
77.
executive level employees will only be eligible to receive overtime payments in
exceptional circumstances with the approval of the ceo.
executive level employees – flexible working arrangements and time off in lieu (toil)
78.
the hours of duty worked by el employees are not regular and el employees may be
required to work additional time beyond ordinary hours. where an el employee makes a
significant productive effort by working considerable additional hours, managers will,
subject to operational requirements, approve access to reasonable time off in lieu as
recognition of additional hours worked. this means that variations in attendance times
and absences, including for part-day or full-day absences may be agreed with managers
without the need for a leave application.
restriction allowance |
| ASEA Determination.txt | 629 | overtime | pay at half time, in lieu of three hours overtime at time and a half), or
b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime
payment.
76.
where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period, due to operational
requirements, payment of the original entitlement will be made.
77.
executive level employees will only be eligible to receive overtime payments in
exceptional circumstances with the approval of the ceo.
executive level employees – flexible working arrangements and time off in lieu (toil)
78.
the hours of duty worked by el employees are not regular and el employees may be
required to work additional time beyond ordinary hours. where an el employee makes a
significant productive effort by working considerable additional hours, managers will,
subject to operational requirements, approve access to reasonable time off in lieu as
recognition of additional hours worked. this means that variations in attendance times
and absences, including for part-day or full-day absences may be agreed with managers
without the need for a leave application.
restriction allowance
79.
a manager may direct an employee to be contactable and available to return to work to |
| ASEA Determination.txt | 630 | overtime | b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime
payment.
76.
where time off in lieu of payment has been agreed and the employee has not been
granted time off within four weeks or another agreed period, due to operational
requirements, payment of the original entitlement will be made.
77.
executive level employees will only be eligible to receive overtime payments in
exceptional circumstances with the approval of the ceo.
executive level employees – flexible working arrangements and time off in lieu (toil)
78.
the hours of duty worked by el employees are not regular and el employees may be
required to work additional time beyond ordinary hours. where an el employee makes a
significant productive effort by working considerable additional hours, managers will,
subject to operational requirements, approve access to reasonable time off in lieu as
recognition of additional hours worked. this means that variations in attendance times
and absences, including for part-day or full-day absences may be agreed with managers
without the need for a leave application.
restriction allowance
79.
a manager may direct an employee to be contactable and available to return to work to
perform extra duty outside their agreed ordinary hours (i.e. be restricted) with the |
| ASEA Determination.txt | 641 | overtime | executive level employees will only be eligible to receive overtime payments in
exceptional circumstances with the approval of the ceo.
executive level employees – flexible working arrangements and time off in lieu (toil)
78.
the hours of duty worked by el employees are not regular and el employees may be
required to work additional time beyond ordinary hours. where an el employee makes a
significant productive effort by working considerable additional hours, managers will,
subject to operational requirements, approve access to reasonable time off in lieu as
recognition of additional hours worked. this means that variations in attendance times
and absences, including for part-day or full-day absences may be agreed with managers
without the need for a leave application.
restriction allowance
79.
a manager may direct an employee to be contactable and available to return to work to
perform extra duty outside their agreed ordinary hours (i.e. be restricted) with the
agreement of the employee, subject to the payment of an allowance.
11
80.
restricted employees will receive a restriction allowance at the rate of 9% of their hourly
rate for each hour they are restricted outside the bandwidth, subject to:
a. prior approval of the ceo and
b. the employee remaining contactable and available to perform extra duty and
c. the employee not being in receipt of any other payment for the period for which
restriction allowance would otherwise be payable, except as provided for in the |
| ASEA Determination.txt | 666 | bandwidth | rate for each hour they are restricted outside the bandwidth, subject to:
a. prior approval of the ceo and
b. the employee remaining contactable and available to perform extra duty and
c. the employee not being in receipt of any other payment for the period for which
restriction allowance would otherwise be payable, except as provided for in the
following clause.
81.
restriction allowance is payable whether or not the restricted employee is required to
perform duty outside the agreed ordinary hours. where a restricted employee, entitled to
overtime payment is required to perform duty, overtime will be payable and subject to:
a. a one-hour base rate of payment when work is performed without the necessity to travel
to the workplace
b. a three-hour base rate of payment including travel time if work is required to be
performed at the workplace.
82.
if an employee is required to perform subsequent periods of duty within the one-hour
minimum payment period, only the initial one hour minimum is payable. where an
employee is required to undertake a second period of duty that commences after the onehour minimum payment period has elapsed for the previous first period of duty, a further
second one-hour minimum payment period commences and a further one hour minimum
is payable.
83.
restriction allowance will continue to be paid for periods of overtime worked while
restricted.
|
| ASEA Determination.txt | 677 | overtime | overtime payment is required to perform duty, overtime will be payable and subject to:
a. a one-hour base rate of payment when work is performed without the necessity to travel
to the workplace
b. a three-hour base rate of payment including travel time if work is required to be
performed at the workplace.
82.
if an employee is required to perform subsequent periods of duty within the one-hour
minimum payment period, only the initial one hour minimum is payable. where an
employee is required to undertake a second period of duty that commences after the onehour minimum payment period has elapsed for the previous first period of duty, a further
second one-hour minimum payment period commences and a further one hour minimum
is payable.
83.
restriction allowance will continue to be paid for periods of overtime worked while
restricted.
emergency duty
84.
emergency duty will attract a base payment of two hours (which includes reasonable
travel time) at double the hourly rate, which will be payable for all emergency callouts
without prior notice. executive level employees will only be eligible to receive emergency
duty payments in exceptional circumstances with the approval of the ceo.
overtime meal allowance
85.
|
| ASEA Determination.txt | 678 | travel | a. a one-hour base rate of payment when work is performed without the necessity to travel
to the workplace
b. a three-hour base rate of payment including travel time if work is required to be
performed at the workplace.
82.
if an employee is required to perform subsequent periods of duty within the one-hour
minimum payment period, only the initial one hour minimum is payable. where an
employee is required to undertake a second period of duty that commences after the onehour minimum payment period has elapsed for the previous first period of duty, a further
second one-hour minimum payment period commences and a further one hour minimum
is payable.
83.
restriction allowance will continue to be paid for periods of overtime worked while
restricted.
emergency duty
84.
emergency duty will attract a base payment of two hours (which includes reasonable
travel time) at double the hourly rate, which will be payable for all emergency callouts
without prior notice. executive level employees will only be eligible to receive emergency
duty payments in exceptional circumstances with the approval of the ceo.
overtime meal allowance
85.
where an employee is directed to work overtime for at least three hours outside their |
| ASEA Determination.txt | 680 | travel | b. a three-hour base rate of payment including travel time if work is required to be
performed at the workplace.
82.
if an employee is required to perform subsequent periods of duty within the one-hour
minimum payment period, only the initial one hour minimum is payable. where an
employee is required to undertake a second period of duty that commences after the onehour minimum payment period has elapsed for the previous first period of duty, a further
second one-hour minimum payment period commences and a further one hour minimum
is payable.
83.
restriction allowance will continue to be paid for periods of overtime worked while
restricted.
emergency duty
84.
emergency duty will attract a base payment of two hours (which includes reasonable
travel time) at double the hourly rate, which will be payable for all emergency callouts
without prior notice. executive level employees will only be eligible to receive emergency
duty payments in exceptional circumstances with the approval of the ceo.
overtime meal allowance
85.
where an employee is directed to work overtime for at least three hours outside their
ordinary hours they will receive an overtime meal allowance. the meal allowance rate will
be equivalent to that set by the australian taxation office (ato), currently $32.50. where |
| ASEA Determination.txt | 693 | overtime | restriction allowance will continue to be paid for periods of overtime worked while
restricted.
emergency duty
84.
emergency duty will attract a base payment of two hours (which includes reasonable
travel time) at double the hourly rate, which will be payable for all emergency callouts
without prior notice. executive level employees will only be eligible to receive emergency
duty payments in exceptional circumstances with the approval of the ceo.
overtime meal allowance
85.
where an employee is directed to work overtime for at least three hours outside their
ordinary hours they will receive an overtime meal allowance. the meal allowance rate will
be equivalent to that set by the australian taxation office (ato), currently $32.50. where
an employee works a further five hours overtime on a saturday, sunday or public holiday,
they will receive an additional overtime meal allowance at the rate set by the ato.
12
rest break
86.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the ceo.
87. |
| ASEA Determination.txt | 700 | travel | travel time) at double the hourly rate, which will be payable for all emergency callouts
without prior notice. executive level employees will only be eligible to receive emergency
duty payments in exceptional circumstances with the approval of the ceo.
overtime meal allowance
85.
where an employee is directed to work overtime for at least three hours outside their
ordinary hours they will receive an overtime meal allowance. the meal allowance rate will
be equivalent to that set by the australian taxation office (ato), currently $32.50. where
an employee works a further five hours overtime on a saturday, sunday or public holiday,
they will receive an additional overtime meal allowance at the rate set by the ato.
12
rest break
86.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the ceo.
87.
where the ceo requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until he or she has had an eight-hour break.
88.
|
| ASEA Determination.txt | 704 | overtime | overtime meal allowance
85.
where an employee is directed to work overtime for at least three hours outside their
ordinary hours they will receive an overtime meal allowance. the meal allowance rate will
be equivalent to that set by the australian taxation office (ato), currently $32.50. where
an employee works a further five hours overtime on a saturday, sunday or public holiday,
they will receive an additional overtime meal allowance at the rate set by the ato.
12
rest break
86.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the ceo.
87.
where the ceo requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until he or she has had an eight-hour break.
88.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
working from home |
| ASEA Determination.txt | 707 | overtime | where an employee is directed to work overtime for at least three hours outside their
ordinary hours they will receive an overtime meal allowance. the meal allowance rate will
be equivalent to that set by the australian taxation office (ato), currently $32.50. where
an employee works a further five hours overtime on a saturday, sunday or public holiday,
they will receive an additional overtime meal allowance at the rate set by the ato.
12
rest break
86.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the ceo.
87.
where the ceo requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until he or she has had an eight-hour break.
88.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
working from home
89.
arrangements may be entered into between the manager and employee for regular or |
| ASEA Determination.txt | 708 | overtime | ordinary hours they will receive an overtime meal allowance. the meal allowance rate will
be equivalent to that set by the australian taxation office (ato), currently $32.50. where
an employee works a further five hours overtime on a saturday, sunday or public holiday,
they will receive an additional overtime meal allowance at the rate set by the ato.
12
rest break
86.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the ceo.
87.
where the ceo requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until he or she has had an eight-hour break.
88.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
working from home
89.
arrangements may be entered into between the manager and employee for regular or
ad hoc working from home arrangements. these provisions also apply to mobile |
| ASEA Determination.txt | 710 | overtime | an employee works a further five hours overtime on a saturday, sunday or public holiday,
they will receive an additional overtime meal allowance at the rate set by the ato.
12
rest break
86.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the ceo.
87.
where the ceo requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until he or she has had an eight-hour break.
88.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
working from home
89.
arrangements may be entered into between the manager and employee for regular or
ad hoc working from home arrangements. these provisions also apply to mobile
arrangements where employees are working away from their usual workplace.
|
| ASEA Determination.txt | 711 | overtime | they will receive an additional overtime meal allowance at the rate set by the ato.
12
rest break
86.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the ceo.
87.
where the ceo requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until he or she has had an eight-hour break.
88.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
working from home
89.
arrangements may be entered into between the manager and employee for regular or
ad hoc working from home arrangements. these provisions also apply to mobile
arrangements where employees are working away from their usual workplace.
unauthorised absences |
| ASEA Determination.txt | 719 | travel | reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the ceo.
87.
where the ceo requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until he or she has had an eight-hour break.
88.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
working from home
89.
arrangements may be entered into between the manager and employee for regular or
ad hoc working from home arrangements. these provisions also apply to mobile
arrangements where employees are working away from their usual workplace.
unauthorised absences
90.
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination, cease to be available until the employee resumes
duty, or is granted leave or ceases employment. such absences will not count as service
for any purpose.
91. |
| ASEA Determination.txt | 720 | overtime | overtime worked, without specific approval from the ceo.
87.
where the ceo requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until he or she has had an eight-hour break.
88.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
working from home
89.
arrangements may be entered into between the manager and employee for regular or
ad hoc working from home arrangements. these provisions also apply to mobile
arrangements where employees are working away from their usual workplace.
unauthorised absences
90.
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination, cease to be available until the employee resumes
duty, or is granted leave or ceases employment. such absences will not count as service
for any purpose.
91.
|
| ASEA Determination.txt | 790 | travel | travel costs, travelling time, incidental costs and any other unavoidable costs arising from
the recall to duty where they are not recoverable under insurance or from another source.
all unused leave will be re-credited. further information is available in asea’s official
travel policy.
recrediting periods of approved leave
97.
an employee who becomes eligible for another form of paid leave that is required to be
granted in accordance with legislation, or this determination, while on annual or long
service leave, may apply for that leave. subject to the provision of satisfactory evidence to
support the approval of alternative leave, annual leave, long service leave or purchase
leave will be recredited to the extent of the other leave granted. such other leave that
may be required to be granted includes, but may not be limited to:
a. personal carer’s leave;
b. compassionate leave;
c. community and volunteer leave;
d. defence reservists’ leave;
e. war service sick leave; and
f.
paid maternity and paid parental leave types.
annual leave
98.
a full-time employee is entitled to accrue four weeks’ paid annual leave for each year of
service. annual leave accrues progressively and employees are able to access leave
entitlements as they accrue.
|
| ASEA Determination.txt | 793 | travel | travel policy.
recrediting periods of approved leave
97.
an employee who becomes eligible for another form of paid leave that is required to be
granted in accordance with legislation, or this determination, while on annual or long
service leave, may apply for that leave. subject to the provision of satisfactory evidence to
support the approval of alternative leave, annual leave, long service leave or purchase
leave will be recredited to the extent of the other leave granted. such other leave that
may be required to be granted includes, but may not be limited to:
a. personal carer’s leave;
b. compassionate leave;
c. community and volunteer leave;
d. defence reservists’ leave;
e. war service sick leave; and
f.
paid maternity and paid parental leave types.
annual leave
98.
a full-time employee is entitled to accrue four weeks’ paid annual leave for each year of
service. annual leave accrues progressively and employees are able to access leave
entitlements as they accrue.
99.
where an employee works part time, the employee’s annual leave entitlement will accrue |
| ASEA Determination.txt | 801 | long service leave | support the approval of alternative leave, annual leave, long service leave or purchase
leave will be recredited to the extent of the other leave granted. such other leave that
may be required to be granted includes, but may not be limited to:
a. personal carer’s leave;
b. compassionate leave;
c. community and volunteer leave;
d. defence reservists’ leave;
e. war service sick leave; and
f.
paid maternity and paid parental leave types.
annual leave
98.
a full-time employee is entitled to accrue four weeks’ paid annual leave for each year of
service. annual leave accrues progressively and employees are able to access leave
entitlements as they accrue.
99.
where an employee works part time, the employee’s annual leave entitlement will accrue
on a pro-rata basis according to the approved part time hours.
14
100. annual leave credits may be taken at any time, subject to operational requirements and
the approval of the employee’s manager. any unused annual leave accumulates.
101. an employee may seek approval from their manager to take annual leave at half pay.
where an employee takes annual leave at half pay, the employee cannot access purchased |
| ASEA Determination.txt | 811 | parental leave | paid maternity and paid parental leave types.
annual leave
98.
a full-time employee is entitled to accrue four weeks’ paid annual leave for each year of
service. annual leave accrues progressively and employees are able to access leave
entitlements as they accrue.
99.
where an employee works part time, the employee’s annual leave entitlement will accrue
on a pro-rata basis according to the approved part time hours.
14
100. annual leave credits may be taken at any time, subject to operational requirements and
the approval of the employee’s manager. any unused annual leave accumulates.
101. an employee may seek approval from their manager to take annual leave at half pay.
where an employee takes annual leave at half pay, the employee cannot access purchased
leave in the same calendar year.
102. an employee who ceases employment with the aps will be paid for unused annual leave
credits. payment includes allowances in the nature of salary which are paid during periods
of annual leave and on a regular basis, excluding allowances which are a reimbursement
for expenses incurred.
103. periods of long service leave cannot be broken with annual leave, except as provided for
by legislation.
purchased leave
104. with the approval of the ceo, employees may elect to purchase up to eight weeks
additional annual leave per year. employees will have an amount deducted from their |
| ASEA Determination.txt | 836 | long service leave | 103. periods of long service leave cannot be broken with annual leave, except as provided for
by legislation.
purchased leave
104. with the approval of the ceo, employees may elect to purchase up to eight weeks
additional annual leave per year. employees will have an amount deducted from their
annual salary, dependent on the amount of leave purchased and the employee’s salary,
which will be reflected in their fortnightly salary.
105. purchased leave is intended for use in a planned manner with the timing and expected
pattern of purchased leave to be discussed and approved by the employee’s manager
taking account of operational requirements and the reasons for the employee’s request.
106. where an employee chooses to purchase leave they cannot take annual leave at half pay
in the same calendar year.
107. where an employee who has taken purchased leave either proceeds on extended leave or
leaves asea before having repaid the full amount, the amount outstanding must be repaid
in full before the employee’s departure.
108. unless otherwise agreed, purchased leave not taken during the nominated 12-month
period will automatically be reimbursed as salary.
109. purchased leave counts as service for all purposes including superannuation.
superannuation will be paid in accordance with the relevant superannuation legislation.
personal leave
110. ongoing employees are entitled to 18 days’ paid personal leave for each year of service
which will accrue daily and accumulate from year to year. part-time employees accrue
paid personal leave on a pro rata basis.
111. on initial engagement with the agency, ongoing employees will be credited with
18 working days paid personal leave. on the following 1 january, their credits will be
calculated on a pro-rata basis for service between the engagement date and 31 december
15
of the year of engagement less any periods of leave taken. ongoing employees engaged
on a part time basis will accrue paid personal leave in the same manner based on their |
| ASEA Determination.txt | 928 | maternity leave | 126. an eligible employee is entitled to maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973 (maternity leave act) and/or fw act.
127. an eligible employee who is entitled to paid leave under the maternity leave act is also
entitled to two weeks of paid maternal leave to be taken immediately following the paid
component of maternity leave.
128. in order to provide more flexible provisions for maternity leave, eligible employees have the
option to spread the payment of paid maternity leave and maternal leave over a period of
up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks
under the maternity leave act and two weeks maternal leave) count as service for all
purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as
17
service for any purpose and this administrative arrangement does not extend the total
period of paid or unpaid maternity leave available under the maternity leave act.
129. an employee is unable to access personal leave while on paid maternity and maternal
leave.
130. a period of maternity or maternal leave is not broken by public holidays or christmas
closedown.
131. upon request from the employee, asea will agree to unpaid parental leave for a further
period of up to 12 months, immediately following the end of the initial 12-month period of
maternity leave.
132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to |
| ASEA Determination.txt | 929 | maternity leave | (commonwealth employees) act 1973 (maternity leave act) and/or fw act.
127. an eligible employee who is entitled to paid leave under the maternity leave act is also
entitled to two weeks of paid maternal leave to be taken immediately following the paid
component of maternity leave.
128. in order to provide more flexible provisions for maternity leave, eligible employees have the
option to spread the payment of paid maternity leave and maternal leave over a period of
up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks
under the maternity leave act and two weeks maternal leave) count as service for all
purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as
17
service for any purpose and this administrative arrangement does not extend the total
period of paid or unpaid maternity leave available under the maternity leave act.
129. an employee is unable to access personal leave while on paid maternity and maternal
leave.
130. a period of maternity or maternal leave is not broken by public holidays or christmas
closedown.
131. upon request from the employee, asea will agree to unpaid parental leave for a further
period of up to 12 months, immediately following the end of the initial 12-month period of
maternity leave.
132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to
spread the payment over a maximum period of 12 weeks, at a rate of half normal salary. |
| ASEA Determination.txt | 930 | maternity leave | 127. an eligible employee who is entitled to paid leave under the maternity leave act is also
entitled to two weeks of paid maternal leave to be taken immediately following the paid
component of maternity leave.
128. in order to provide more flexible provisions for maternity leave, eligible employees have the
option to spread the payment of paid maternity leave and maternal leave over a period of
up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks
under the maternity leave act and two weeks maternal leave) count as service for all
purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as
17
service for any purpose and this administrative arrangement does not extend the total
period of paid or unpaid maternity leave available under the maternity leave act.
129. an employee is unable to access personal leave while on paid maternity and maternal
leave.
130. a period of maternity or maternal leave is not broken by public holidays or christmas
closedown.
131. upon request from the employee, asea will agree to unpaid parental leave for a further
period of up to 12 months, immediately following the end of the initial 12-month period of
maternity leave.
132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to
spread the payment over a maximum period of 12 weeks, at a rate of half normal salary.
where an employee elects to spread the payment for this leave, a maximum of six weeks |
| ASEA Determination.txt | 932 | maternity leave | component of maternity leave.
128. in order to provide more flexible provisions for maternity leave, eligible employees have the
option to spread the payment of paid maternity leave and maternal leave over a period of
up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks
under the maternity leave act and two weeks maternal leave) count as service for all
purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as
17
service for any purpose and this administrative arrangement does not extend the total
period of paid or unpaid maternity leave available under the maternity leave act.
129. an employee is unable to access personal leave while on paid maternity and maternal
leave.
130. a period of maternity or maternal leave is not broken by public holidays or christmas
closedown.
131. upon request from the employee, asea will agree to unpaid parental leave for a further
period of up to 12 months, immediately following the end of the initial 12-month period of
maternity leave.
132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to
spread the payment over a maximum period of 12 weeks, at a rate of half normal salary.
where an employee elects to spread the payment for this leave, a maximum of six weeks
will count as service.
adoption leave |
| ASEA Determination.txt | 933 | maternity leave | 128. in order to provide more flexible provisions for maternity leave, eligible employees have the
option to spread the payment of paid maternity leave and maternal leave over a period of
up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks
under the maternity leave act and two weeks maternal leave) count as service for all
purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as
17
service for any purpose and this administrative arrangement does not extend the total
period of paid or unpaid maternity leave available under the maternity leave act.
129. an employee is unable to access personal leave while on paid maternity and maternal
leave.
130. a period of maternity or maternal leave is not broken by public holidays or christmas
closedown.
131. upon request from the employee, asea will agree to unpaid parental leave for a further
period of up to 12 months, immediately following the end of the initial 12-month period of
maternity leave.
132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to
spread the payment over a maximum period of 12 weeks, at a rate of half normal salary.
where an employee elects to spread the payment for this leave, a maximum of six weeks
will count as service.
adoption leave
135. following adoption approval, an employee who has a period of qualifying service the same |
| ASEA Determination.txt | 934 | maternity leave | option to spread the payment of paid maternity leave and maternal leave over a period of
up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks
under the maternity leave act and two weeks maternal leave) count as service for all
purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as
17
service for any purpose and this administrative arrangement does not extend the total
period of paid or unpaid maternity leave available under the maternity leave act.
129. an employee is unable to access personal leave while on paid maternity and maternal
leave.
130. a period of maternity or maternal leave is not broken by public holidays or christmas
closedown.
131. upon request from the employee, asea will agree to unpaid parental leave for a further
period of up to 12 months, immediately following the end of the initial 12-month period of
maternity leave.
132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to
spread the payment over a maximum period of 12 weeks, at a rate of half normal salary.
where an employee elects to spread the payment for this leave, a maximum of six weeks
will count as service.
adoption leave
135. following adoption approval, an employee who has a period of qualifying service the same
as that required by an employee to be entitled to paid maternity leave under the |
| ASEA Determination.txt | 936 | maternity leave | under the maternity leave act and two weeks maternal leave) count as service for all
purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as
17
service for any purpose and this administrative arrangement does not extend the total
period of paid or unpaid maternity leave available under the maternity leave act.
129. an employee is unable to access personal leave while on paid maternity and maternal
leave.
130. a period of maternity or maternal leave is not broken by public holidays or christmas
closedown.
131. upon request from the employee, asea will agree to unpaid parental leave for a further
period of up to 12 months, immediately following the end of the initial 12-month period of
maternity leave.
132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to
spread the payment over a maximum period of 12 weeks, at a rate of half normal salary.
where an employee elects to spread the payment for this leave, a maximum of six weeks
will count as service.
adoption leave
135. following adoption approval, an employee who has a period of qualifying service the same
as that required by an employee to be entitled to paid maternity leave under the
maternity leave act , and who is the primary carer of the child, is entitled to up to
14 weeks of paid adoption leave where: |
| ASEA Determination.txt | 937 | maternity leave | purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as
17
service for any purpose and this administrative arrangement does not extend the total
period of paid or unpaid maternity leave available under the maternity leave act.
129. an employee is unable to access personal leave while on paid maternity and maternal
leave.
130. a period of maternity or maternal leave is not broken by public holidays or christmas
closedown.
131. upon request from the employee, asea will agree to unpaid parental leave for a further
period of up to 12 months, immediately following the end of the initial 12-month period of
maternity leave.
132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to
spread the payment over a maximum period of 12 weeks, at a rate of half normal salary.
where an employee elects to spread the payment for this leave, a maximum of six weeks
will count as service.
adoption leave
135. following adoption approval, an employee who has a period of qualifying service the same
as that required by an employee to be entitled to paid maternity leave under the
maternity leave act , and who is the primary carer of the child, is entitled to up to
14 weeks of paid adoption leave where:
a. the adoptive child is under the age of 16 as at the day of placement and |
| ASEA Determination.txt | 941 | maternity leave | period of paid or unpaid maternity leave available under the maternity leave act.
129. an employee is unable to access personal leave while on paid maternity and maternal
leave.
130. a period of maternity or maternal leave is not broken by public holidays or christmas
closedown.
131. upon request from the employee, asea will agree to unpaid parental leave for a further
period of up to 12 months, immediately following the end of the initial 12-month period of
maternity leave.
132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to
spread the payment over a maximum period of 12 weeks, at a rate of half normal salary.
where an employee elects to spread the payment for this leave, a maximum of six weeks
will count as service.
adoption leave
135. following adoption approval, an employee who has a period of qualifying service the same
as that required by an employee to be entitled to paid maternity leave under the
maternity leave act , and who is the primary carer of the child, is entitled to up to
14 weeks of paid adoption leave where:
a. the adoptive child is under the age of 16 as at the day of placement and
b. the adoptive child did not previously live with the employee for a period of six months or
more before the day of placement and
c. the adoptive child is not a child or step-child of the employee or the employee’s partner,
unless that child had not been in the custody and care of the employee or the employee’s |
| ASEA Determination.txt | 946 | parental leave | 131. upon request from the employee, asea will agree to unpaid parental leave for a further
period of up to 12 months, immediately following the end of the initial 12-month period of
maternity leave.
132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to
spread the payment over a maximum period of 12 weeks, at a rate of half normal salary.
where an employee elects to spread the payment for this leave, a maximum of six weeks
will count as service.
adoption leave
135. following adoption approval, an employee who has a period of qualifying service the same
as that required by an employee to be entitled to paid maternity leave under the
maternity leave act , and who is the primary carer of the child, is entitled to up to
14 weeks of paid adoption leave where:
a. the adoptive child is under the age of 16 as at the day of placement and
b. the adoptive child did not previously live with the employee for a period of six months or
more before the day of placement and
c. the adoptive child is not a child or step-child of the employee or the employee’s partner,
unless that child had not been in the custody and care of the employee or the employee’s
partner for a significant period of time.
136. documentary evidence of approval for adoption must be submitted to the ceo when
applying for adoption leave.
137. adoption leave is available from one month prior to the date of placement of a child.
adoption leave must be taken as a single, unbroken period. |
| ASEA Determination.txt | 948 | maternity leave | maternity leave.
132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to
spread the payment over a maximum period of 12 weeks, at a rate of half normal salary.
where an employee elects to spread the payment for this leave, a maximum of six weeks
will count as service.
adoption leave
135. following adoption approval, an employee who has a period of qualifying service the same
as that required by an employee to be entitled to paid maternity leave under the
maternity leave act , and who is the primary carer of the child, is entitled to up to
14 weeks of paid adoption leave where:
a. the adoptive child is under the age of 16 as at the day of placement and
b. the adoptive child did not previously live with the employee for a period of six months or
more before the day of placement and
c. the adoptive child is not a child or step-child of the employee or the employee’s partner,
unless that child had not been in the custody and care of the employee or the employee’s
partner for a significant period of time.
136. documentary evidence of approval for adoption must be submitted to the ceo when
applying for adoption leave.
137. adoption leave is available from one month prior to the date of placement of a child.
adoption leave must be taken as a single, unbroken period.
18
|
| ASEA Determination.txt | 949 | maternity leave | 132. where an employee returns to work after a period of maternity leave, the employee will
be assigned to the duties previously performed or to alternative duties where appropriate
to the employee’s skills and classification.
133. where the returning employee seeks part time working arrangements her previous duties
must be considered for conversion initially.
primary carer leave
134. an ongoing employee, other than the birth mother, who becomes the primary care giver
for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in
order to provide flexibility, an employee taking paid primary carer leave may elect to
spread the payment over a maximum period of 12 weeks, at a rate of half normal salary.
where an employee elects to spread the payment for this leave, a maximum of six weeks
will count as service.
adoption leave
135. following adoption approval, an employee who has a period of qualifying service the same
as that required by an employee to be entitled to paid maternity leave under the
maternity leave act , and who is the primary carer of the child, is entitled to up to
14 weeks of paid adoption leave where:
a. the adoptive child is under the age of 16 as at the day of placement and
b. the adoptive child did not previously live with the employee for a period of six months or
more before the day of placement and
c. the adoptive child is not a child or step-child of the employee or the employee’s partner,
unless that child had not been in the custody and care of the employee or the employee’s
partner for a significant period of time.
136. documentary evidence of approval for adoption must be submitted to the ceo when
applying for adoption leave.
137. adoption leave is available from one month prior to the date of placement of a child.
adoption leave must be taken as a single, unbroken period.
18
138. an employee is unable to access personal leave while on paid adoption leave. |
| ASEA Determination.txt | 963 | maternity leave | as that required by an employee to be entitled to paid maternity leave under the
maternity leave act , and who is the primary carer of the child, is entitled to up to
14 weeks of paid adoption leave where:
a. the adoptive child is under the age of 16 as at the day of placement and
b. the adoptive child did not previously live with the employee for a period of six months or
more before the day of placement and
c. the adoptive child is not a child or step-child of the employee or the employee’s partner,
unless that child had not been in the custody and care of the employee or the employee’s
partner for a significant period of time.
136. documentary evidence of approval for adoption must be submitted to the ceo when
applying for adoption leave.
137. adoption leave is available from one month prior to the date of placement of a child.
adoption leave must be taken as a single, unbroken period.
18
138. an employee is unable to access personal leave while on paid adoption leave.
139. in order to provide more flexible provisions for adoption leave, employees have the option
to spread the payment for adoption leave over a period of up to 28 weeks at a rate of half
normal salary. a maximum of 14 weeks of adoption leave counts as service for all
purposes. any adoption leave in excess of 14 weeks does not count as service for any
purpose.
140. where an employee returns to work after a period of adoption leave, the employee will be
assigned to the duties previously performed or to alternative duties appropriate to the
employee’s skills and classification.
long term foster care and permanent care orders
141. an employee who has a period of qualifying service the same as that required by an
employee to be entitled to paid maternity leave under the maternity leave act is entitled
to up to 14 weeks paid foster care leave from the date of the placement of a child where:
a. the employee becomes the primary care giver of a long-term foster child or
b. is granted custody and guardianship of a child is under the age of 16 as at the day of |
| ASEA Determination.txt | 964 | maternity leave | maternity leave act , and who is the primary carer of the child, is entitled to up to
14 weeks of paid adoption leave where:
a. the adoptive child is under the age of 16 as at the day of placement and
b. the adoptive child did not previously live with the employee for a period of six months or
more before the day of placement and
c. the adoptive child is not a child or step-child of the employee or the employee’s partner,
unless that child had not been in the custody and care of the employee or the employee’s
partner for a significant period of time.
136. documentary evidence of approval for adoption must be submitted to the ceo when
applying for adoption leave.
137. adoption leave is available from one month prior to the date of placement of a child.
adoption leave must be taken as a single, unbroken period.
18
138. an employee is unable to access personal leave while on paid adoption leave.
139. in order to provide more flexible provisions for adoption leave, employees have the option
to spread the payment for adoption leave over a period of up to 28 weeks at a rate of half
normal salary. a maximum of 14 weeks of adoption leave counts as service for all
purposes. any adoption leave in excess of 14 weeks does not count as service for any
purpose.
140. where an employee returns to work after a period of adoption leave, the employee will be
assigned to the duties previously performed or to alternative duties appropriate to the
employee’s skills and classification.
long term foster care and permanent care orders
141. an employee who has a period of qualifying service the same as that required by an
employee to be entitled to paid maternity leave under the maternity leave act is entitled
to up to 14 weeks paid foster care leave from the date of the placement of a child where:
a. the employee becomes the primary care giver of a long-term foster child or
b. is granted custody and guardianship of a child is under the age of 16 as at the day of
placement as a result of a permanent care order and |
| ASEA Determination.txt | 989 | maternity leave | employee to be entitled to paid maternity leave under the maternity leave act is entitled
to up to 14 weeks paid foster care leave from the date of the placement of a child where:
a. the employee becomes the primary care giver of a long-term foster child or
b. is granted custody and guardianship of a child is under the age of 16 as at the day of
placement as a result of a permanent care order and
c. the child did not previously live with the employee for a period of six months or more
before the day of placement.
142. employees have the option to spread the payment for foster care leave over a period of up
to 28 weeks at a rate of half normal salary. a maximum of 14 weeks of foster leave counts
as service for all purposes. any foster care leave in excess of 14 weeks does not count as
service for any purpose.
143. paid foster care leave must be taken as a single unbroken period.
144. an employee who has a period of qualifying service the same as that required by an
employee to be entitled to paid maternity leave under the maternity leave act, and for
whom these provisions apply, may access up to 52 weeks unpaid foster care leave. this
leave is not to count as service for any purpose.
145. the maximum period of 52 weeks is inclusive of any period of paid or unpaid foster care
leave.
146. in exceptional circumstances, the ceo may approve paid and/or unpaid foster care leave
under these provisions for short-term fostering arrangements or kinship care.
19
supporting partner leave
147. an employee, except a casual employee, whose partner gives birth, fosters or adopts a
child, and is not entitled to paid parental leave under any other term of this
determination, will be entitled to a period of two weeks of paid or four weeks at half pay
supporting partner leave directly following the placement of a foster child, or the birth or
adoption of a child.
148. the two weeks of paid supporting partner leave counts as service for all purposes. any |
| ASEA Determination.txt | 1002 | maternity leave | employee to be entitled to paid maternity leave under the maternity leave act, and for
whom these provisions apply, may access up to 52 weeks unpaid foster care leave. this
leave is not to count as service for any purpose.
145. the maximum period of 52 weeks is inclusive of any period of paid or unpaid foster care
leave.
146. in exceptional circumstances, the ceo may approve paid and/or unpaid foster care leave
under these provisions for short-term fostering arrangements or kinship care.
19
supporting partner leave
147. an employee, except a casual employee, whose partner gives birth, fosters or adopts a
child, and is not entitled to paid parental leave under any other term of this
determination, will be entitled to a period of two weeks of paid or four weeks at half pay
supporting partner leave directly following the placement of a foster child, or the birth or
adoption of a child.
148. the two weeks of paid supporting partner leave counts as service for all purposes. any
supporting partner leave in excess of two weeks does not count as service for any
purpose.
149. documentary evidence must be submitted to the ceo when applying for supporting
partner leave.
compassionate leave
150. an employee is entitled to a period of three days of paid compassionate leave for each
occasion when a member of the employee’s family or household:
a. contracts or develops a personal illness or sustains a personal injury that poses a serious
threat to his or her life, or
b. dies.
151. an employee may be required to provide reasonable evidence to the ceo in support of an
application for compassionate leave.
152. compassionate leave will count for service for all purposes. |
| ASEA Determination.txt | 1014 | parental leave | child, and is not entitled to paid parental leave under any other term of this
determination, will be entitled to a period of two weeks of paid or four weeks at half pay
supporting partner leave directly following the placement of a foster child, or the birth or
adoption of a child.
148. the two weeks of paid supporting partner leave counts as service for all purposes. any
supporting partner leave in excess of two weeks does not count as service for any
purpose.
149. documentary evidence must be submitted to the ceo when applying for supporting
partner leave.
compassionate leave
150. an employee is entitled to a period of three days of paid compassionate leave for each
occasion when a member of the employee’s family or household:
a. contracts or develops a personal illness or sustains a personal injury that poses a serious
threat to his or her life, or
b. dies.
151. an employee may be required to provide reasonable evidence to the ceo in support of an
application for compassionate leave.
152. compassionate leave will count for service for all purposes.
miscellaneous leave
153. the ceo may approve miscellaneous leave for employees, with or without pay. the ceo
may also prescribe the circumstances under which the leave without pay may count as
service.
cultural leave
154. employees may be granted up to two days paid cultural leave in a calendar year for
religious or cultural activities associated with their culture or ethnicity.
155. aboriginal and torres strait islander employees may access the two days of paid cultural
leave in clause 154 to participate in naidoc or other cultural or ceremonial events.
156. the ceo may grant ceremonial leave to aboriginal and torres strait islander employees for
ceremonial purposes:
a. arising from the death of an immediate or extended family member or |
| ASEA Determination.txt | 1068 | long service leave | 164. eligible employees may also apply for annual leave, long service leave, leave without pay,
top-up pay or they may use flextime or make up time for the purpose of fulfilling adf
reserve, cfts or cadet force obligations.
165. employees are to notify supervisors at the earliest opportunity once the dates for adf
reserve, cfts or cadet force activities are known and/or changed.
community and volunteer leave
166. employees will be entitled to paid leave for the purposes of engaging in community service
activities, including jury service and emergency management activities, as per section 108
of the fw act. for jury service, the employee will be required to pay asea any amount
received from the court with the exception of an amount that is or is in the nature of an
expense-related amount
21
167. leave to community service personnel for emergency services duties encompasses leave
for required regular training, all emergency services responses, reasonable travelling time
associated with the activity, reasonable recovery time and ceremonial duties.
168. employees may be granted up to two days paid (and thereafter reasonable unpaid)
miscellaneous leave each calendar year to volunteer with a registered community
organisation other than for those covered under clause 166.
169. paid leave will not be available to attend ceremonial functions unless the organisation
certifies in writing that the employee is required to attend as part of their duties.
170. volunteer work must not:
a. involve any payment in cash or kind for work performed
b. replace a paid worker
c. as a general rule be undertaken solely for direct personal benefit
d. be work which does not have a community focus
e. present a conflict of interest for asea
f.
|
| ASEA Determination.txt | 1069 | flextime | top-up pay or they may use flextime or make up time for the purpose of fulfilling adf
reserve, cfts or cadet force obligations.
165. employees are to notify supervisors at the earliest opportunity once the dates for adf
reserve, cfts or cadet force activities are known and/or changed.
community and volunteer leave
166. employees will be entitled to paid leave for the purposes of engaging in community service
activities, including jury service and emergency management activities, as per section 108
of the fw act. for jury service, the employee will be required to pay asea any amount
received from the court with the exception of an amount that is or is in the nature of an
expense-related amount
21
167. leave to community service personnel for emergency services duties encompasses leave
for required regular training, all emergency services responses, reasonable travelling time
associated with the activity, reasonable recovery time and ceremonial duties.
168. employees may be granted up to two days paid (and thereafter reasonable unpaid)
miscellaneous leave each calendar year to volunteer with a registered community
organisation other than for those covered under clause 166.
169. paid leave will not be available to attend ceremonial functions unless the organisation
certifies in writing that the employee is required to attend as part of their duties.
170. volunteer work must not:
a. involve any payment in cash or kind for work performed
b. replace a paid worker
c. as a general rule be undertaken solely for direct personal benefit
d. be work which does not have a community focus
e. present a conflict of interest for asea
f.
be primarily focused on promoting particular religious or political views. |
| ASEA Determination.txt | 1083 | travel | for required regular training, all emergency services responses, reasonable travelling time
associated with the activity, reasonable recovery time and ceremonial duties.
168. employees may be granted up to two days paid (and thereafter reasonable unpaid)
miscellaneous leave each calendar year to volunteer with a registered community
organisation other than for those covered under clause 166.
169. paid leave will not be available to attend ceremonial functions unless the organisation
certifies in writing that the employee is required to attend as part of their duties.
170. volunteer work must not:
a. involve any payment in cash or kind for work performed
b. replace a paid worker
c. as a general rule be undertaken solely for direct personal benefit
d. be work which does not have a community focus
e. present a conflict of interest for asea
f.
be primarily focused on promoting particular religious or political views.
171. the amount of leave granted will take account of operational requirements.
defence service sick leave
172. the ceo will grant defence service sick leave to employees who are unfit for duty because
of an accepted injury or disease.
173. an accepted injury or disease means a condition accepted by the department of veterans’
affairs to be:
a. a war-caused or defence-caused injury or disease meeting the requirements under the
veterans’ entitlements act 1986; or
b. a service injury or service disease that meeting the requirements under the military
rehabilitation and compensation act 2004; or
c. a defence-related injury or defence-related disease meeting the requirements under the
safety, rehabilitation and compensation (defence-related claims) act 1988.
174. an employee who is or becomes eligible for defence service sick leave is entitled to: |
| ASEA Determination.txt | 1139 | long service leave | long service leave
183. an employee is eligible for lsl in accordance with the long service leave (commonwealth
employees) act 1976.
184. the minimum period during which long service leave can be taken is seven calendar days
(at full pay, or 14 calendar days at half pay). lsl cannot be broken with other periods of
leave, except as otherwise provided for in legislation.
workforce planning and performance management
temporary performance loading (tpl)
185. temporary performance means work at a higher classification level.
186. an employee performing duties of a higher classification will be paid tpl.
187. a manager may split the temporary performance duties between employees for
development purposes.
23
188. where tpl is payable this would normally be at the base pay point of the higher
classification.
189. a manager may approve payment of tpl at a pay point above the base pay point. in
considering such an approval, a manager will take into account the employee’s previous
periods of temporary performance, the employee’s performance, and relevant experience
or skills.
190. salary advancement on tpl will be in accordance with clauses 198-204.
191. a non-ses employee, who is directed to temporarily perform work at the ses level will be
paid at a rate determined by the ceo for the period of temporary performance.
192. an employee may decline a manager’s invitation to perform duties temporarily at a higher
classification level.
temporary performance loading on leave
193. where an employee is absent on paid leave, or observes a public holiday and has been
directed to perform duties at a higher classification, payment of tpl will continue during |
| ASEA Determination.txt | 1140 | long service leave | 183. an employee is eligible for lsl in accordance with the long service leave (commonwealth
employees) act 1976.
184. the minimum period during which long service leave can be taken is seven calendar days
(at full pay, or 14 calendar days at half pay). lsl cannot be broken with other periods of
leave, except as otherwise provided for in legislation.
workforce planning and performance management
temporary performance loading (tpl)
185. temporary performance means work at a higher classification level.
186. an employee performing duties of a higher classification will be paid tpl.
187. a manager may split the temporary performance duties between employees for
development purposes.
23
188. where tpl is payable this would normally be at the base pay point of the higher
classification.
189. a manager may approve payment of tpl at a pay point above the base pay point. in
considering such an approval, a manager will take into account the employee’s previous
periods of temporary performance, the employee’s performance, and relevant experience
or skills.
190. salary advancement on tpl will be in accordance with clauses 198-204.
191. a non-ses employee, who is directed to temporarily perform work at the ses level will be
paid at a rate determined by the ceo for the period of temporary performance.
192. an employee may decline a manager’s invitation to perform duties temporarily at a higher
classification level.
temporary performance loading on leave
193. where an employee is absent on paid leave, or observes a public holiday and has been
directed to perform duties at a higher classification, payment of tpl will continue during
the absence as if the employee was still at work, to the extent of the continued operation |
| ASEA Determination.txt | 1142 | long service leave | 184. the minimum period during which long service leave can be taken is seven calendar days
(at full pay, or 14 calendar days at half pay). lsl cannot be broken with other periods of
leave, except as otherwise provided for in legislation.
workforce planning and performance management
temporary performance loading (tpl)
185. temporary performance means work at a higher classification level.
186. an employee performing duties of a higher classification will be paid tpl.
187. a manager may split the temporary performance duties between employees for
development purposes.
23
188. where tpl is payable this would normally be at the base pay point of the higher
classification.
189. a manager may approve payment of tpl at a pay point above the base pay point. in
considering such an approval, a manager will take into account the employee’s previous
periods of temporary performance, the employee’s performance, and relevant experience
or skills.
190. salary advancement on tpl will be in accordance with clauses 198-204.
191. a non-ses employee, who is directed to temporarily perform work at the ses level will be
paid at a rate determined by the ceo for the period of temporary performance.
192. an employee may decline a manager’s invitation to perform duties temporarily at a higher
classification level.
temporary performance loading on leave
193. where an employee is absent on paid leave, or observes a public holiday and has been
directed to perform duties at a higher classification, payment of tpl will continue during
the absence as if the employee was still at work, to the extent of the continued operation
of the direction.
194. the payment of tpl will be appropriately adjusted if the period of leave is on half pay. |
| ASEA Determination.txt | 1161 | salary advancement | 190. salary advancement on tpl will be in accordance with clauses 198-204.
191. a non-ses employee, who is directed to temporarily perform work at the ses level will be
paid at a rate determined by the ceo for the period of temporary performance.
192. an employee may decline a manager’s invitation to perform duties temporarily at a higher
classification level.
temporary performance loading on leave
193. where an employee is absent on paid leave, or observes a public holiday and has been
directed to perform duties at a higher classification, payment of tpl will continue during
the absence as if the employee was still at work, to the extent of the continued operation
of the direction.
194. the payment of tpl will be appropriately adjusted if the period of leave is on half pay.
performance management and salary advancement arrangements
195. the performance management and development arrangements contain dual performance
ratings for key business deliverables and observable work behaviours. these dual ratings
will be assessed separately against the following four-point rating scale:
1. consistently exceeds
2. consistently achieves
3. satisfactory
4. unsatisfactory
196. where employees are rated as unsatisfactory for either their business deliverables or
observable work behaviours an underperformance procedure will be triggered.
197. further information is contained in the asea performance management and development
policy.
salary advancement
198. salary advancement is aligned to the performance review process, which will occur from
1 july each year for the preceding 12 months. the actual payment of salary advancement
will generally occur from the beginning of the first full pay period commencing on or after
1 august each year, back paid to 1 july.
24
|
| ASEA Determination.txt | 1172 | salary advancement | performance management and salary advancement arrangements
195. the performance management and development arrangements contain dual performance
ratings for key business deliverables and observable work behaviours. these dual ratings
will be assessed separately against the following four-point rating scale:
1. consistently exceeds
2. consistently achieves
3. satisfactory
4. unsatisfactory
196. where employees are rated as unsatisfactory for either their business deliverables or
observable work behaviours an underperformance procedure will be triggered.
197. further information is contained in the asea performance management and development
policy.
salary advancement
198. salary advancement is aligned to the performance review process, which will occur from
1 july each year for the preceding 12 months. the actual payment of salary advancement
will generally occur from the beginning of the first full pay period commencing on or after
1 august each year, back paid to 1 july.
24
199. to be eligible for salary advancement, an employee must:
a. not already be at the top pay point of their classification
b. complete the requirements of their performance agreement
c. be rated as satisfactory or better on the performance rating scale at the end of the
performance cycle; and
d. perform duties at the employee's substantive level or above, within the agency, for an
aggregate of 6 months or more within the performance cycle ended 30 june.
200. if the employee does not meet conditions in subclauses 199a to 199d, above, the ceo
may approve the salary advancement.
201. non-ongoing employees will be eligible for salary advancement where they have been
engaged at the same classification to perform the same duties continuously for 6 months |
| ASEA Determination.txt | 1184 | salary advancement | salary advancement
198. salary advancement is aligned to the performance review process, which will occur from
1 july each year for the preceding 12 months. the actual payment of salary advancement
will generally occur from the beginning of the first full pay period commencing on or after
1 august each year, back paid to 1 july.
24
199. to be eligible for salary advancement, an employee must:
a. not already be at the top pay point of their classification
b. complete the requirements of their performance agreement
c. be rated as satisfactory or better on the performance rating scale at the end of the
performance cycle; and
d. perform duties at the employee's substantive level or above, within the agency, for an
aggregate of 6 months or more within the performance cycle ended 30 june.
200. if the employee does not meet conditions in subclauses 199a to 199d, above, the ceo
may approve the salary advancement.
201. non-ongoing employees will be eligible for salary advancement where they have been
engaged at the same classification to perform the same duties continuously for 6 months
during the pdf cycle and receive a performance rating in line with clause 199.
202. employees who are not eligible for salary advancement in accordance with clause 199 will
not be able to progress to another pay point within the classification salary range until
salary advancement occurs in the following year.
203. an ongoing employee who is not already on the top pay point applying to his or her
current aps classification within the asea structure who receives ratings of ‘consistently
exceeds’ for both key business deliverables and observable work behaviours will be
advanced by two pay points within his or her current classification level.
performance ratings and tpl
204. where an employee is in receipt of tpl during their performance review, they will be
eligible for salary advancement at both their temporary performance and substantive
levels, where the employee: |
| ASEA Determination.txt | 1185 | salary advancement | 198. salary advancement is aligned to the performance review process, which will occur from
1 july each year for the preceding 12 months. the actual payment of salary advancement
will generally occur from the beginning of the first full pay period commencing on or after
1 august each year, back paid to 1 july.
24
199. to be eligible for salary advancement, an employee must:
a. not already be at the top pay point of their classification
b. complete the requirements of their performance agreement
c. be rated as satisfactory or better on the performance rating scale at the end of the
performance cycle; and
d. perform duties at the employee's substantive level or above, within the agency, for an
aggregate of 6 months or more within the performance cycle ended 30 june.
200. if the employee does not meet conditions in subclauses 199a to 199d, above, the ceo
may approve the salary advancement.
201. non-ongoing employees will be eligible for salary advancement where they have been
engaged at the same classification to perform the same duties continuously for 6 months
during the pdf cycle and receive a performance rating in line with clause 199.
202. employees who are not eligible for salary advancement in accordance with clause 199 will
not be able to progress to another pay point within the classification salary range until
salary advancement occurs in the following year.
203. an ongoing employee who is not already on the top pay point applying to his or her
current aps classification within the asea structure who receives ratings of ‘consistently
exceeds’ for both key business deliverables and observable work behaviours will be
advanced by two pay points within his or her current classification level.
performance ratings and tpl
204. where an employee is in receipt of tpl during their performance review, they will be
eligible for salary advancement at both their temporary performance and substantive
levels, where the employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january |
| ASEA Determination.txt | 1186 | salary advancement | 1 july each year for the preceding 12 months. the actual payment of salary advancement
will generally occur from the beginning of the first full pay period commencing on or after
1 august each year, back paid to 1 july.
24
199. to be eligible for salary advancement, an employee must:
a. not already be at the top pay point of their classification
b. complete the requirements of their performance agreement
c. be rated as satisfactory or better on the performance rating scale at the end of the
performance cycle; and
d. perform duties at the employee's substantive level or above, within the agency, for an
aggregate of 6 months or more within the performance cycle ended 30 june.
200. if the employee does not meet conditions in subclauses 199a to 199d, above, the ceo
may approve the salary advancement.
201. non-ongoing employees will be eligible for salary advancement where they have been
engaged at the same classification to perform the same duties continuously for 6 months
during the pdf cycle and receive a performance rating in line with clause 199.
202. employees who are not eligible for salary advancement in accordance with clause 199 will
not be able to progress to another pay point within the classification salary range until
salary advancement occurs in the following year.
203. an ongoing employee who is not already on the top pay point applying to his or her
current aps classification within the asea structure who receives ratings of ‘consistently
exceeds’ for both key business deliverables and observable work behaviours will be
advanced by two pay points within his or her current classification level.
performance ratings and tpl
204. where an employee is in receipt of tpl during their performance review, they will be
eligible for salary advancement at both their temporary performance and substantive
levels, where the employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to 30 june that year (i.e. the immediately preceding 6 months) and |
| ASEA Determination.txt | 1191 | salary advancement | 199. to be eligible for salary advancement, an employee must:
a. not already be at the top pay point of their classification
b. complete the requirements of their performance agreement
c. be rated as satisfactory or better on the performance rating scale at the end of the
performance cycle; and
d. perform duties at the employee's substantive level or above, within the agency, for an
aggregate of 6 months or more within the performance cycle ended 30 june.
200. if the employee does not meet conditions in subclauses 199a to 199d, above, the ceo
may approve the salary advancement.
201. non-ongoing employees will be eligible for salary advancement where they have been
engaged at the same classification to perform the same duties continuously for 6 months
during the pdf cycle and receive a performance rating in line with clause 199.
202. employees who are not eligible for salary advancement in accordance with clause 199 will
not be able to progress to another pay point within the classification salary range until
salary advancement occurs in the following year.
203. an ongoing employee who is not already on the top pay point applying to his or her
current aps classification within the asea structure who receives ratings of ‘consistently
exceeds’ for both key business deliverables and observable work behaviours will be
advanced by two pay points within his or her current classification level.
performance ratings and tpl
204. where an employee is in receipt of tpl during their performance review, they will be
eligible for salary advancement at both their temporary performance and substantive
levels, where the employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to 30 june that year (i.e. the immediately preceding 6 months) and
b. has received ratings of ‘satisfactory’ better for both key business deliverables and
observable work behaviours at the tpl classification as part of the end cycle performance
review ending 30 june that year.
performance ratings and promotion
205. an employee who is promoted between 1 january and 30 june each year is eligible for |
| ASEA Determination.txt | 1199 | salary advancement | may approve the salary advancement.
201. non-ongoing employees will be eligible for salary advancement where they have been
engaged at the same classification to perform the same duties continuously for 6 months
during the pdf cycle and receive a performance rating in line with clause 199.
202. employees who are not eligible for salary advancement in accordance with clause 199 will
not be able to progress to another pay point within the classification salary range until
salary advancement occurs in the following year.
203. an ongoing employee who is not already on the top pay point applying to his or her
current aps classification within the asea structure who receives ratings of ‘consistently
exceeds’ for both key business deliverables and observable work behaviours will be
advanced by two pay points within his or her current classification level.
performance ratings and tpl
204. where an employee is in receipt of tpl during their performance review, they will be
eligible for salary advancement at both their temporary performance and substantive
levels, where the employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to 30 june that year (i.e. the immediately preceding 6 months) and
b. has received ratings of ‘satisfactory’ better for both key business deliverables and
observable work behaviours at the tpl classification as part of the end cycle performance
review ending 30 june that year.
performance ratings and promotion
205. an employee who is promoted between 1 january and 30 june each year is eligible for
salary advancement from a performance rating to the next pay point, where the
employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to immediately before the promotion and
25
b. has received ratings of ‘satisfactory’ or better for both key business deliverables and |
| ASEA Determination.txt | 1200 | salary advancement | 201. non-ongoing employees will be eligible for salary advancement where they have been
engaged at the same classification to perform the same duties continuously for 6 months
during the pdf cycle and receive a performance rating in line with clause 199.
202. employees who are not eligible for salary advancement in accordance with clause 199 will
not be able to progress to another pay point within the classification salary range until
salary advancement occurs in the following year.
203. an ongoing employee who is not already on the top pay point applying to his or her
current aps classification within the asea structure who receives ratings of ‘consistently
exceeds’ for both key business deliverables and observable work behaviours will be
advanced by two pay points within his or her current classification level.
performance ratings and tpl
204. where an employee is in receipt of tpl during their performance review, they will be
eligible for salary advancement at both their temporary performance and substantive
levels, where the employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to 30 june that year (i.e. the immediately preceding 6 months) and
b. has received ratings of ‘satisfactory’ better for both key business deliverables and
observable work behaviours at the tpl classification as part of the end cycle performance
review ending 30 june that year.
performance ratings and promotion
205. an employee who is promoted between 1 january and 30 june each year is eligible for
salary advancement from a performance rating to the next pay point, where the
employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to immediately before the promotion and
25
b. has received ratings of ‘satisfactory’ or better for both key business deliverables and
observable work behaviours at the promotion or movement classification as part of the |
| ASEA Determination.txt | 1203 | salary advancement | 202. employees who are not eligible for salary advancement in accordance with clause 199 will
not be able to progress to another pay point within the classification salary range until
salary advancement occurs in the following year.
203. an ongoing employee who is not already on the top pay point applying to his or her
current aps classification within the asea structure who receives ratings of ‘consistently
exceeds’ for both key business deliverables and observable work behaviours will be
advanced by two pay points within his or her current classification level.
performance ratings and tpl
204. where an employee is in receipt of tpl during their performance review, they will be
eligible for salary advancement at both their temporary performance and substantive
levels, where the employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to 30 june that year (i.e. the immediately preceding 6 months) and
b. has received ratings of ‘satisfactory’ better for both key business deliverables and
observable work behaviours at the tpl classification as part of the end cycle performance
review ending 30 june that year.
performance ratings and promotion
205. an employee who is promoted between 1 january and 30 june each year is eligible for
salary advancement from a performance rating to the next pay point, where the
employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to immediately before the promotion and
25
b. has received ratings of ‘satisfactory’ or better for both key business deliverables and
observable work behaviours at the promotion or movement classification as part of the
end cycle performance appraisal ending 30 june that year.
learning and development |
| ASEA Determination.txt | 1205 | salary advancement | salary advancement occurs in the following year.
203. an ongoing employee who is not already on the top pay point applying to his or her
current aps classification within the asea structure who receives ratings of ‘consistently
exceeds’ for both key business deliverables and observable work behaviours will be
advanced by two pay points within his or her current classification level.
performance ratings and tpl
204. where an employee is in receipt of tpl during their performance review, they will be
eligible for salary advancement at both their temporary performance and substantive
levels, where the employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to 30 june that year (i.e. the immediately preceding 6 months) and
b. has received ratings of ‘satisfactory’ better for both key business deliverables and
observable work behaviours at the tpl classification as part of the end cycle performance
review ending 30 june that year.
performance ratings and promotion
205. an employee who is promoted between 1 january and 30 june each year is eligible for
salary advancement from a performance rating to the next pay point, where the
employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to immediately before the promotion and
25
b. has received ratings of ‘satisfactory’ or better for both key business deliverables and
observable work behaviours at the promotion or movement classification as part of the
end cycle performance appraisal ending 30 june that year.
learning and development
studies assistance
206. studies assistance is one way the agency supports lifelong learning for employees and may |
| ASEA Determination.txt | 1212 | salary advancement | eligible for salary advancement at both their temporary performance and substantive
levels, where the employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to 30 june that year (i.e. the immediately preceding 6 months) and
b. has received ratings of ‘satisfactory’ better for both key business deliverables and
observable work behaviours at the tpl classification as part of the end cycle performance
review ending 30 june that year.
performance ratings and promotion
205. an employee who is promoted between 1 january and 30 june each year is eligible for
salary advancement from a performance rating to the next pay point, where the
employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to immediately before the promotion and
25
b. has received ratings of ‘satisfactory’ or better for both key business deliverables and
observable work behaviours at the promotion or movement classification as part of the
end cycle performance appraisal ending 30 june that year.
learning and development
studies assistance
206. studies assistance is one way the agency supports lifelong learning for employees and may
include approved paid and unpaid leave, and/or reimbursement of costs up to $3,147 per
calendar year.
207. an employee undertaking an approved course can request paid leave up to eight hours per
week. employees can request leave without pay for up to 12 months for study purposes.
where studies assistance is approved, additional time off for attendance at compulsory
examinations and assessments (including reasonable travel time) will be approved.
208. further information about studies assistance can be found in the studies assistance policy. |
| ASEA Determination.txt | 1221 | salary advancement | salary advancement from a performance rating to the next pay point, where the
employee:
a. was in receipt of continuous tpl at the same classification and pay point from 1 january
to immediately before the promotion and
25
b. has received ratings of ‘satisfactory’ or better for both key business deliverables and
observable work behaviours at the promotion or movement classification as part of the
end cycle performance appraisal ending 30 june that year.
learning and development
studies assistance
206. studies assistance is one way the agency supports lifelong learning for employees and may
include approved paid and unpaid leave, and/or reimbursement of costs up to $3,147 per
calendar year.
207. an employee undertaking an approved course can request paid leave up to eight hours per
week. employees can request leave without pay for up to 12 months for study purposes.
where studies assistance is approved, additional time off for attendance at compulsory
examinations and assessments (including reasonable travel time) will be approved.
208. further information about studies assistance can be found in the studies assistance policy.
reassignment and termination arrangements for excess
employees
application
209. the following provisions apply to all employees, covered by this determination excluding:
a. an employee serving a probationary period and
b. a non-ongoing employee.
210. an offer of voluntary termination to an employee who is not fit for and not at work may
be made to an employee who is excess in accordance with the excess employee |
| ASEA Determination.txt | 1240 | travel | examinations and assessments (including reasonable travel time) will be approved.
208. further information about studies assistance can be found in the studies assistance policy.
reassignment and termination arrangements for excess
employees
application
209. the following provisions apply to all employees, covered by this determination excluding:
a. an employee serving a probationary period and
b. a non-ongoing employee.
210. an offer of voluntary termination to an employee who is not fit for and not at work may
be made to an employee who is excess in accordance with the excess employee
circumstances outlined in the definitions section below, only where the ceo, having
regard to the commonwealth’s potential liability, decides it is appropriate.
26
definitions
211. the following definitions apply:
excess employee
an employee will be considered excess where:
•
the employee is part of a class of employees that is larger
in size than is necessary for the efficient and economical
working of the agency or
•
the services of an employee cannot be effectively used |
| ASEA Determination.txt | 1387 | long service leave | b. government service as defined in section 10 of the long service leave (commonwealth
employees) act 1976
c. service with a commonwealth body (other than service with a joint commonwealthstate body corporate in which the commonwealth does not have a controlling interest)
which is recognised for long service leave purposes
d. service with the australian defence forces
29
e. service in another organisation where the employee was transferred from the aps to that
organisation; or an employee engaged by that organisation on work within a function is
engaged as an aps employee as a result of the transfer of that function to the aps; and
such service is recognised for long service leave purposes.
230. for earlier periods of service to count, there must be no breaks between the periods of
service, except where the break in service is less than one month and occurs where an
offer of employment with the new employer was made and accepted by the employee
before ceasing employment with the preceding employer.
service not to count for severance pay purposes
231. periods of service that will not count as service for redundancy pay purposes are periods
of service that ceased by way of:
a. termination under section 29 of the ps act, or
b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office,
retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or
termination of probationary appointment for reasons of unsatisfactory service, or
c. voluntary retirement at or above the minimum retiring age applicable to the employee,
or
d. payment of a redundancy benefit or a similar payment or an employer-financed
retirement benefit.
232. absences from duty which do not count as service for long service leave purposes will not
count for severance pay purposes.
retention period |
| ASEA Determination.txt | 1390 | long service leave | which is recognised for long service leave purposes
d. service with the australian defence forces
29
e. service in another organisation where the employee was transferred from the aps to that
organisation; or an employee engaged by that organisation on work within a function is
engaged as an aps employee as a result of the transfer of that function to the aps; and
such service is recognised for long service leave purposes.
230. for earlier periods of service to count, there must be no breaks between the periods of
service, except where the break in service is less than one month and occurs where an
offer of employment with the new employer was made and accepted by the employee
before ceasing employment with the preceding employer.
service not to count for severance pay purposes
231. periods of service that will not count as service for redundancy pay purposes are periods
of service that ceased by way of:
a. termination under section 29 of the ps act, or
b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office,
retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or
termination of probationary appointment for reasons of unsatisfactory service, or
c. voluntary retirement at or above the minimum retiring age applicable to the employee,
or
d. payment of a redundancy benefit or a similar payment or an employer-financed
retirement benefit.
232. absences from duty which do not count as service for long service leave purposes will not
count for severance pay purposes.
retention period
233. should an employee not accept the formal offer of voluntary termination, the employee
will commence their retention period on the day after the expiry of the discussion and
consideration period. the notice period will be concurrent with the retention period. |
| ASEA Determination.txt | 1398 | long service leave | such service is recognised for long service leave purposes.
230. for earlier periods of service to count, there must be no breaks between the periods of
service, except where the break in service is less than one month and occurs where an
offer of employment with the new employer was made and accepted by the employee
before ceasing employment with the preceding employer.
service not to count for severance pay purposes
231. periods of service that will not count as service for redundancy pay purposes are periods
of service that ceased by way of:
a. termination under section 29 of the ps act, or
b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office,
retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or
termination of probationary appointment for reasons of unsatisfactory service, or
c. voluntary retirement at or above the minimum retiring age applicable to the employee,
or
d. payment of a redundancy benefit or a similar payment or an employer-financed
retirement benefit.
232. absences from duty which do not count as service for long service leave purposes will not
count for severance pay purposes.
retention period
233. should an employee not accept the formal offer of voluntary termination, the employee
will commence their retention period on the day after the expiry of the discussion and
consideration period. the notice period will be concurrent with the retention period.
234. the retention period is 30 weeks for eligible employees and the retention period
commences the day after the expiry of the discussion and consideration period.
235. the intention of the retention period is to enable excess employees to be reassigned
within the aps or to find other suitable employment. consistent with this intention, during
the retention period:
a. the agency may provide and resource reasonable career transition services and support,
and take reasonable steps to move an excess employee to a suitable vacancy, to another
agency and to pursue placements outside the aps consistent with this determination |
| ASEA Determination.txt | 1414 | long service leave | 232. absences from duty which do not count as service for long service leave purposes will not
count for severance pay purposes.
retention period
233. should an employee not accept the formal offer of voluntary termination, the employee
will commence their retention period on the day after the expiry of the discussion and
consideration period. the notice period will be concurrent with the retention period.
234. the retention period is 30 weeks for eligible employees and the retention period
commences the day after the expiry of the discussion and consideration period.
235. the intention of the retention period is to enable excess employees to be reassigned
within the aps or to find other suitable employment. consistent with this intention, during
the retention period:
a. the agency may provide and resource reasonable career transition services and support,
and take reasonable steps to move an excess employee to a suitable vacancy, to another
agency and to pursue placements outside the aps consistent with this determination
b. employees will take reasonable and genuine steps to secure permanent re-assignment or
placement.
30
236. if an employee is entitled to a redundancy payment under the nes, the relevant period in
clause 234 is reduced by the number of weeks redundancy pay that the employee will be
entitled to under the nes on termination, as at the expiration of the retention period (as
adjusted by this clause).
237. if after taking reasonable steps, the ceo is satisfied that there is insufficient productive
work available for the employee during the remainder of their retention period and there
is no reasonable redeployment prospects in the aps, the ceo may, after undertaking
consultation with the affected employee, terminate his or her employment under section
29 of the ps act.
238. upon termination the employee will be paid a lump sum comprising:
a. the balance of the retention period (as shortened by the nes under sub-clause (b)) and |
| ASEA Determination.txt | 1462 | travel | d. the excess employee may request assistance in meeting reasonable travel costs and
incidental expenses incurred in seeking alternative employment where these expenses
are not met by the prospective employer.
e. if a suitable vacancy does not exist at the same level within or where the ceo proposes to
reduce an excess employee’s classification as a means of securing alternative
employment, the employee will be given four weeks’ notice. if reduction occurs after the
offer of voluntary termination and before the end of the retention period the employee
will receive payments to maintain the employee’s salary level for the balance of the
retention period.
31
leave during the retention period
240. retention periods will only be extended by any periods of approved leave due to illness or
injury of the employee (supported by medical evidence) taken during the retention period.
the period will not be extended on these grounds beyond an additional eight weeks.
involuntary termination
241. if an excess employee is unsuccessful in obtaining permanent reassignment at the end of
the retention period, his or her employment will be terminated under section 29 of the
ps act.
242. where an excess employee’s employment is to be terminated the employee will be given
four weeks’ notice of termination (or five weeks for an employee over 45 years of age with
at least five years of continuous, current aps service). this period of notice will be served,
as far as practicable, concurrently with the retention period. where an employee elects to
terminate their employment before the expiration of the notice period, payment in lieu
for the unexpired notice period will be made.
243. in deciding whether to terminate an excess employee, the ceo will take account of any
re-assignment process that may be in progress.
244. an excess employee may consent to involuntary termination during the retention period.
severance benefits are not available to employees who resign or consent to involuntary |
| ASEA Determination.txt | 1628 | travel | travel
principle
265. while travelling on agency business, all employees are entitled to a reasonable standard of
accommodation, meals and transport without personal expense. travel must be organised
to ensure maximum value to the commonwealth with no personal expense, monetary
gain or other type of benefit to the employee. the agency will determine and meet the
reasonable costs associated with official domestic and international travel. further
information is in asea’s official travel policy.
266. the following principles apply in relation to employees undertaking travel on official
business:
a. subject to clause 265, employees will not be out of pocket for the reasonable costs of
accommodation, meals, incidentals and other expenses incurred through travelling on
official business ; and
b. in organising and approving business travel, managers shall be flexible in
accommodating the needs of individuals and should take into account family
35
responsibilities, personal circumstances and other relevant factors that may affect an
employee’s ability to travel.
267. managers may agree to reasonable compensatory time off in recognition of any additional
time spent travelling outside normal working hours. any such absences will be recorded
for workers’ compensation purposes.
class of travel
268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining |
| ASEA Determination.txt | 1630 | travel | 265. while travelling on agency business, all employees are entitled to a reasonable standard of
accommodation, meals and transport without personal expense. travel must be organised
to ensure maximum value to the commonwealth with no personal expense, monetary
gain or other type of benefit to the employee. the agency will determine and meet the
reasonable costs associated with official domestic and international travel. further
information is in asea’s official travel policy.
266. the following principles apply in relation to employees undertaking travel on official
business:
a. subject to clause 265, employees will not be out of pocket for the reasonable costs of
accommodation, meals, incidentals and other expenses incurred through travelling on
official business ; and
b. in organising and approving business travel, managers shall be flexible in
accommodating the needs of individuals and should take into account family
35
responsibilities, personal circumstances and other relevant factors that may affect an
employee’s ability to travel.
267. managers may agree to reasonable compensatory time off in recognition of any additional
time spent travelling outside normal working hours. any such absences will be recorded
for workers’ compensation purposes.
class of travel
268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business |
| ASEA Determination.txt | 1631 | travel | accommodation, meals and transport without personal expense. travel must be organised
to ensure maximum value to the commonwealth with no personal expense, monetary
gain or other type of benefit to the employee. the agency will determine and meet the
reasonable costs associated with official domestic and international travel. further
information is in asea’s official travel policy.
266. the following principles apply in relation to employees undertaking travel on official
business:
a. subject to clause 265, employees will not be out of pocket for the reasonable costs of
accommodation, meals, incidentals and other expenses incurred through travelling on
official business ; and
b. in organising and approving business travel, managers shall be flexible in
accommodating the needs of individuals and should take into account family
35
responsibilities, personal circumstances and other relevant factors that may affect an
employee’s ability to travel.
267. managers may agree to reasonable compensatory time off in recognition of any additional
time spent travelling outside normal working hours. any such absences will be recorded
for workers’ compensation purposes.
class of travel
268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where: |
| ASEA Determination.txt | 1634 | travel | reasonable costs associated with official domestic and international travel. further
information is in asea’s official travel policy.
266. the following principles apply in relation to employees undertaking travel on official
business:
a. subject to clause 265, employees will not be out of pocket for the reasonable costs of
accommodation, meals, incidentals and other expenses incurred through travelling on
official business ; and
b. in organising and approving business travel, managers shall be flexible in
accommodating the needs of individuals and should take into account family
35
responsibilities, personal circumstances and other relevant factors that may affect an
employee’s ability to travel.
267. managers may agree to reasonable compensatory time off in recognition of any additional
time spent travelling outside normal working hours. any such absences will be recorded
for workers’ compensation purposes.
class of travel
268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes |
| ASEA Determination.txt | 1635 | travel | information is in asea’s official travel policy.
266. the following principles apply in relation to employees undertaking travel on official
business:
a. subject to clause 265, employees will not be out of pocket for the reasonable costs of
accommodation, meals, incidentals and other expenses incurred through travelling on
official business ; and
b. in organising and approving business travel, managers shall be flexible in
accommodating the needs of individuals and should take into account family
35
responsibilities, personal circumstances and other relevant factors that may affect an
employee’s ability to travel.
267. managers may agree to reasonable compensatory time off in recognition of any additional
time spent travelling outside normal working hours. any such absences will be recorded
for workers’ compensation purposes.
class of travel
268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee |
| ASEA Determination.txt | 1636 | travel | 266. the following principles apply in relation to employees undertaking travel on official
business:
a. subject to clause 265, employees will not be out of pocket for the reasonable costs of
accommodation, meals, incidentals and other expenses incurred through travelling on
official business ; and
b. in organising and approving business travel, managers shall be flexible in
accommodating the needs of individuals and should take into account family
35
responsibilities, personal circumstances and other relevant factors that may affect an
employee’s ability to travel.
267. managers may agree to reasonable compensatory time off in recognition of any additional
time spent travelling outside normal working hours. any such absences will be recorded
for workers’ compensation purposes.
class of travel
268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member. |
| ASEA Determination.txt | 1639 | travel | accommodation, meals, incidentals and other expenses incurred through travelling on
official business ; and
b. in organising and approving business travel, managers shall be flexible in
accommodating the needs of individuals and should take into account family
35
responsibilities, personal circumstances and other relevant factors that may affect an
employee’s ability to travel.
267. managers may agree to reasonable compensatory time off in recognition of any additional
time spent travelling outside normal working hours. any such absences will be recorded
for workers’ compensation purposes.
class of travel
268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia |
| ASEA Determination.txt | 1641 | travel | b. in organising and approving business travel, managers shall be flexible in
accommodating the needs of individuals and should take into account family
35
responsibilities, personal circumstances and other relevant factors that may affect an
employee’s ability to travel.
267. managers may agree to reasonable compensatory time off in recognition of any additional
time spent travelling outside normal working hours. any such absences will be recorded
for workers’ compensation purposes.
class of travel
268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination. |
| ASEA Determination.txt | 1646 | travel | employee’s ability to travel.
267. managers may agree to reasonable compensatory time off in recognition of any additional
time spent travelling outside normal working hours. any such absences will be recorded
for workers’ compensation purposes.
class of travel
268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent |
| ASEA Determination.txt | 1648 | travel | time spent travelling outside normal working hours. any such absences will be recorded
for workers’ compensation purposes.
class of travel
268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
|
| ASEA Determination.txt | 1650 | travel | class of travel
268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
|
| ASEA Determination.txt | 1651 | travel | 268. domestic air travel will be by economy class. international air travel will be by business
class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation |
| ASEA Determination.txt | 1652 | travel | class. travel by bus or train will be by first class, where available.
reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle |
| ASEA Determination.txt | 1653 | travel | reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment |
| ASEA Determination.txt | 1653 | travel allowance | reviewed travel allowance
269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment |
| ASEA Determination.txt | 1654 | travel | 269. payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance agreed between the employee and
the ceo. a trip home will not be regarded as a break for the purposes of determining
reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment
purposes, the agency will contribute towards reasonable costs associated with the |
| ASEA Determination.txt | 1658 | travel | reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment
purposes, the agency will contribute towards reasonable costs associated with the
relocation subject to the eligibility provisions and monetary limits detailed in these
provisions.
274. when a new ongoing employee moves from one geographic location to another to join the
agency, relocation assistance for the removal of furniture and effects and travel to the |
| ASEA Determination.txt | 1658 | travel allowance | reviewed travel allowance.
emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment
purposes, the agency will contribute towards reasonable costs associated with the
relocation subject to the eligibility provisions and monetary limits detailed in these
provisions.
274. when a new ongoing employee moves from one geographic location to another to join the
agency, relocation assistance for the removal of furniture and effects and travel to the |
| ASEA Determination.txt | 1659 | travel | emergency situations while travelling on official business
270. assistance may be authorised by the ceo in situations where:
a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment
purposes, the agency will contribute towards reasonable costs associated with the
relocation subject to the eligibility provisions and monetary limits detailed in these
provisions.
274. when a new ongoing employee moves from one geographic location to another to join the
agency, relocation assistance for the removal of furniture and effects and travel to the
new locality may be provided at the discretion of the ceo. |
| ASEA Determination.txt | 1661 | travel | a. an employee becomes critically or dangerously ill while travelling on official business and
the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment
purposes, the agency will contribute towards reasonable costs associated with the
relocation subject to the eligibility provisions and monetary limits detailed in these
provisions.
274. when a new ongoing employee moves from one geographic location to another to join the
agency, relocation assistance for the removal of furniture and effects and travel to the
new locality may be provided at the discretion of the ceo.
275. any assistance provided will take into account the business requirements and the
monetary limits of the relocations provisions for employee initiated moves. |
| ASEA Determination.txt | 1662 | travel | the employee’s partner or a family member travels to visit the employee
b. a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill while the employee is on official business and the employee
travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment
purposes, the agency will contribute towards reasonable costs associated with the
relocation subject to the eligibility provisions and monetary limits detailed in these
provisions.
274. when a new ongoing employee moves from one geographic location to another to join the
agency, relocation assistance for the removal of furniture and effects and travel to the
new locality may be provided at the discretion of the ceo.
275. any assistance provided will take into account the business requirements and the
monetary limits of the relocations provisions for employee initiated moves.
276. any relocation assistance provided will be agreed in writing between the ceo and |
| ASEA Determination.txt | 1665 | travel | travels to visit the critically or dangerously ill family member.
271. the assistance may comprise:
a. reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment
purposes, the agency will contribute towards reasonable costs associated with the
relocation subject to the eligibility provisions and monetary limits detailed in these
provisions.
274. when a new ongoing employee moves from one geographic location to another to join the
agency, relocation assistance for the removal of furniture and effects and travel to the
new locality may be provided at the discretion of the ceo.
275. any assistance provided will take into account the business requirements and the
monetary limits of the relocations provisions for employee initiated moves.
276. any relocation assistance provided will be agreed in writing between the ceo and
employee before any relocation action takes place.
277. employees who temporarily transfer at the initiative of the agency for a period of at least
13 weeks or more may negotiate a relocation package for reimbursement of reasonable |
| ASEA Determination.txt | 1668 | travel | travel within australia
b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment
purposes, the agency will contribute towards reasonable costs associated with the
relocation subject to the eligibility provisions and monetary limits detailed in these
provisions.
274. when a new ongoing employee moves from one geographic location to another to join the
agency, relocation assistance for the removal of furniture and effects and travel to the
new locality may be provided at the discretion of the ceo.
275. any assistance provided will take into account the business requirements and the
monetary limits of the relocations provisions for employee initiated moves.
276. any relocation assistance provided will be agreed in writing between the ceo and
employee before any relocation action takes place.
277. employees who temporarily transfer at the initiative of the agency for a period of at least
13 weeks or more may negotiate a relocation package for reimbursement of reasonable
expenses limited to a maximum of $14,686.
37 |
| ASEA Determination.txt | 1669 | travel | b. where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
motor vehicle allowance
272. where the ceo authorises an employee to use their private vehicle for official business
purposes the employee will be entitled to a flat rate motor vehicle allowance based on
the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest
practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment
purposes, the agency will contribute towards reasonable costs associated with the
relocation subject to the eligibility provisions and monetary limits detailed in these
provisions.
274. when a new ongoing employee moves from one geographic location to another to join the
agency, relocation assistance for the removal of furniture and effects and travel to the
new locality may be provided at the discretion of the ceo.
275. any assistance provided will take into account the business requirements and the
monetary limits of the relocations provisions for employee initiated moves.
276. any relocation assistance provided will be agreed in writing between the ceo and
employee before any relocation action takes place.
277. employees who temporarily transfer at the initiative of the agency for a period of at least
13 weeks or more may negotiate a relocation package for reimbursement of reasonable
expenses limited to a maximum of $14,686.
37
|
| ASEA Determination.txt | 1675 | travel | practical fare of the day of travel, the expenditure approved will be the amount equivalent
to the lowest practical fare.
36
relocation
principle
273. when an existing employee permanently or temporarily relocates for employment
purposes, the agency will contribute towards reasonable costs associated with the
relocation subject to the eligibility provisions and monetary limits detailed in these
provisions.
274. when a new ongoing employee moves from one geographic location to another to join the
agency, relocation assistance for the removal of furniture and effects and travel to the
new locality may be provided at the discretion of the ceo.
275. any assistance provided will take into account the business requirements and the
monetary limits of the relocations provisions for employee initiated moves.
276. any relocation assistance provided will be agreed in writing between the ceo and
employee before any relocation action takes place.
277. employees who temporarily transfer at the initiative of the agency for a period of at least
13 weeks or more may negotiate a relocation package for reimbursement of reasonable
expenses limited to a maximum of $14,686.
37
definitions
asea
means the asbestos safety and eradication agency
agency |
| ASEA Determination.txt | 1687 | travel | agency, relocation assistance for the removal of furniture and effects and travel to the
new locality may be provided at the discretion of the ceo.
275. any assistance provided will take into account the business requirements and the
monetary limits of the relocations provisions for employee initiated moves.
276. any relocation assistance provided will be agreed in writing between the ceo and
employee before any relocation action takes place.
277. employees who temporarily transfer at the initiative of the agency for a period of at least
13 weeks or more may negotiate a relocation package for reimbursement of reasonable
expenses limited to a maximum of $14,686.
37
definitions
asea
means the asbestos safety and eradication agency
agency
means a statutory agency as defined in the public service act 1999
aps
means the australian public service
ato
means the australian taxation office
ceo |
| ASEA Determination.txt | 1764 | long service leave | means the long service leave (commonwealth employees) act 1976
38
manager
means the person to whom an employee is responsible and who is
authorised by the ceo to exercise the powers and responsibilities of
manager in relation to that employee
nes
means the national employment standards established under the fair
work act 1999
partner
means a person who is a member of a couple, the other member of the
couple
ps act
means the public service act 1999
ses
means a senior executive level employee as defined under the public
service act 1999
means the figure advised by the australian public service commission |
| Austrade-Enterprise-Agreement-2019-2022.txt | 410 | long service leave | long service leave
(b)
maternity and parental leave
(c)
superannuation
(d)
work health and safety
(e)
worker’s compensation
(f)
review of actions
(g)
disability, age and racial discrimination
(h)
human rights and equal opportunity.
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 414 | parental leave | maternity and parental leave
(c)
superannuation
(d)
work health and safety
(e)
worker’s compensation
(f)
review of actions
(g)
disability, age and racial discrimination
(h)
human rights and equal opportunity.
(2)
this agreement will be read and interpreted in conjunction with the national
employment standards (nes). where there is an inconsistency between this |
| Austrade-Enterprise-Agreement-2019-2022.txt | 496 | overtime | (ii) overtime rates;
(iii) penalty rates;
(iv) allowances;
(v) remuneration;
(vi) leave;
(vii) leave loading; and
(2)
(3)
(b)
the arrangement meets the genuine needs of the employer and employee in
relation to one or more of the matters mentioned in 1.7(1)(a); and
(c)
the arrangement is genuinely agreed to by the ceo and employee.
the ceo must ensure that the terms of the individual flexibility arrangement:
(a)
are about permitted matters under section 172 of the fair work act 2009;
(b)
are not unlawful terms under section 194 of the fair work act 2009; and
(c) |
| Austrade-Enterprise-Agreement-2019-2022.txt | 753 | salary advancement | salary advancement
(1)
salary advancement from one pay point to the next is effective on 1 july of each year.
(2)
eligibility for salary advancement from one pay point to the next is contingent on:
(a)
the employee having occupied their current classification at the same pay point
for a period of at least six months on 1 july; and
(b)
an employee’s performance being at least satisfactory within the current
performance cycle, subject to the terms of austrade’s performance management
policy.
(3)
non-ongoing employees who have been employed for a continuous period of at least
six months at the same classification level and pay point on 1 july will be eligible for
salary advancement, subject to 2.4(2) above.
(4)
there will be no salary advancement to the executive level 2 specialist pay points
(el2.6, el2.7 and el2.8) unless the employee also has specialist experience, |
| Austrade-Enterprise-Agreement-2019-2022.txt | 757 | salary advancement | salary advancement from one pay point to the next is effective on 1 july of each year.
(2)
eligibility for salary advancement from one pay point to the next is contingent on:
(a)
the employee having occupied their current classification at the same pay point
for a period of at least six months on 1 july; and
(b)
an employee’s performance being at least satisfactory within the current
performance cycle, subject to the terms of austrade’s performance management
policy.
(3)
non-ongoing employees who have been employed for a continuous period of at least
six months at the same classification level and pay point on 1 july will be eligible for
salary advancement, subject to 2.4(2) above.
(4)
there will be no salary advancement to the executive level 2 specialist pay points
(el2.6, el2.7 and el2.8) unless the employee also has specialist experience,
qualifications and/or skills that warrants specialist remuneration.
(5)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 761 | salary advancement | eligibility for salary advancement from one pay point to the next is contingent on:
(a)
the employee having occupied their current classification at the same pay point
for a period of at least six months on 1 july; and
(b)
an employee’s performance being at least satisfactory within the current
performance cycle, subject to the terms of austrade’s performance management
policy.
(3)
non-ongoing employees who have been employed for a continuous period of at least
six months at the same classification level and pay point on 1 july will be eligible for
salary advancement, subject to 2.4(2) above.
(4)
there will be no salary advancement to the executive level 2 specialist pay points
(el2.6, el2.7 and el2.8) unless the employee also has specialist experience,
qualifications and/or skills that warrants specialist remuneration.
(5)
where an employee is assigned to the executive level 2 specialist, they will be eligible
for pay point progression to the next pay point through the performance management
cycle, provided they meet the criteria in 2.4(2).
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 777 | salary advancement | salary advancement, subject to 2.4(2) above.
(4)
there will be no salary advancement to the executive level 2 specialist pay points
(el2.6, el2.7 and el2.8) unless the employee also has specialist experience,
qualifications and/or skills that warrants specialist remuneration.
(5)
where an employee is assigned to the executive level 2 specialist, they will be eligible
for pay point progression to the next pay point through the performance management
cycle, provided they meet the criteria in 2.4(2).
2.5.
salary increases
(1)
under this agreement, employees will receive a productivity salary increase of:
(a)
2% – on commencement of the agreement;
(b)
2% – 12 months after commencement; and
(c) |
| Austrade-Enterprise-Agreement-2019-2022.txt | 781 | salary advancement | there will be no salary advancement to the executive level 2 specialist pay points
(el2.6, el2.7 and el2.8) unless the employee also has specialist experience,
qualifications and/or skills that warrants specialist remuneration.
(5)
where an employee is assigned to the executive level 2 specialist, they will be eligible
for pay point progression to the next pay point through the performance management
cycle, provided they meet the criteria in 2.4(2).
2.5.
salary increases
(1)
under this agreement, employees will receive a productivity salary increase of:
(a)
2% – on commencement of the agreement;
(b)
2% – 12 months after commencement; and
(c)
2% – 24 months after commencement.
2.6. |
| Austrade-Enterprise-Agreement-2019-2022.txt | 862 | long service leave | employee is not rostered to work and paid leave excluding long service leave.
(2)
a casual employee will be paid for a minimum of four hours’ work per shift, regardless
of the hours actually worked. above this minimum, the employee will be paid for each
hour that they work.
(3)
casual employees are not entitled to flextime.
2.9.
junior rates
(1)
junior rates of pay apply to employees engaged at the aps1 classification aged below
21 years of age. adult rates apply on attainment of 21 years of age.
(2)
junior rates as a percentage of the aps1 equivalent adult rate of pay apply as follows:
•
under 18 years
60%
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 872 | flextime | casual employees are not entitled to flextime.
2.9.
junior rates
(1)
junior rates of pay apply to employees engaged at the aps1 classification aged below
21 years of age. adult rates apply on attainment of 21 years of age.
(2)
junior rates as a percentage of the aps1 equivalent adult rate of pay apply as follows:
•
under 18 years
60%
•
at 18 years
70%
•
at 19 years
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1017 | study assistance | study assistance scheme
(1)
austrade will support personal development through the studies assistance and
scholarship program.
(2)
support for study leave and course fees will be provided to employees who are
approved students undertaking external study in areas relevant to austrade.
4. section 4: performance management
4.1.
performance management
(1)
all eligible employees will participate in the austrade performance management
process.
(2)
the principles underpinning performance management are designed to:
•
support managers and employees to develop individual performance
agreements that offer role clarity, agreed measures of satisfactory performance
and opportunities for continuous development |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1026 | study leave | support for study leave and course fees will be provided to employees who are
approved students undertaking external study in areas relevant to austrade.
4. section 4: performance management
4.1.
performance management
(1)
all eligible employees will participate in the austrade performance management
process.
(2)
the principles underpinning performance management are designed to:
•
support managers and employees to develop individual performance
agreements that offer role clarity, agreed measures of satisfactory performance
and opportunities for continuous development
•
align austrade’s strategic priorities, business plans and aps values and
austrade values to individual performance agreements
•
acknowledge regular performance conversations, including timely feedback |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1167 | travel | travel
(1)
all reasonable meal, accommodation and incidental costs, as determined by the ceo,
incurred during official travel (domestic and international) are met by austrade,
through the use of a corporate credit card or on a reimbursement basis.
5.4.
ordinary hours
(1)
the ordinary hours of work of full-time employees covered by this agreement will be
37.5 hours a week which translate to 7.5 hours a day from monday to friday.
austrade enterprise agreement 2019–2022
14
•
for part-time employees, ordinary hours of duty are those agreed in their parttime work agreement. part-time employees are guaranteed a minimum of
three hours duty, unless otherwise agreed.
•
the five day work period (monday to friday) may vary for employees located
overseas, to accord with local conditions. |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1172 | travel | incurred during official travel (domestic and international) are met by austrade,
through the use of a corporate credit card or on a reimbursement basis.
5.4.
ordinary hours
(1)
the ordinary hours of work of full-time employees covered by this agreement will be
37.5 hours a week which translate to 7.5 hours a day from monday to friday.
austrade enterprise agreement 2019–2022
14
•
for part-time employees, ordinary hours of duty are those agreed in their parttime work agreement. part-time employees are guaranteed a minimum of
three hours duty, unless otherwise agreed.
•
the five day work period (monday to friday) may vary for employees located
overseas, to accord with local conditions.
(2)
an employee will not be required to work beyond a maximum of five hours without a
break of at least 30 minutes. |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1220 | overtime | ordinary hours and will not attract overtime rates.
5.6.
overtime
(1)
where necessitated by operational requirements, a manager may direct an employee
to work overtime outside ordinary hours.
(2)
an employee may refuse to work overtime in circumstances where the working of
such overtime would result in the employee working hours which are unreasonable in
accordance with section 63(2) of the fw act.
(3)
only aps1–aps6 employees will be paid for working overtime. a manager may
approve for overtime rates to be paid for work performed by employees, at the aps1–
aps6 classifications either outside the span of hours specified at clause 5.5, or in
excess of 7.5 hours on any one day, monday to friday.
(4)
all aps1–aps6 employees working authorised overtime may, with the agreement of
their manager, take their overtime entitlement as time-off-in-lieu, calculated at the
applicable overtime rate. in cases where time-off-in-lieu has been granted but
operational requirements have prevented the employee from taking time off within |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1224 | overtime | overtime
(1)
where necessitated by operational requirements, a manager may direct an employee
to work overtime outside ordinary hours.
(2)
an employee may refuse to work overtime in circumstances where the working of
such overtime would result in the employee working hours which are unreasonable in
accordance with section 63(2) of the fw act.
(3)
only aps1–aps6 employees will be paid for working overtime. a manager may
approve for overtime rates to be paid for work performed by employees, at the aps1–
aps6 classifications either outside the span of hours specified at clause 5.5, or in
excess of 7.5 hours on any one day, monday to friday.
(4)
all aps1–aps6 employees working authorised overtime may, with the agreement of
their manager, take their overtime entitlement as time-off-in-lieu, calculated at the
applicable overtime rate. in cases where time-off-in-lieu has been granted but
operational requirements have prevented the employee from taking time off within
four weeks or other agreed period, payment for the overtime will be made.
(5)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1229 | overtime | to work overtime outside ordinary hours.
(2)
an employee may refuse to work overtime in circumstances where the working of
such overtime would result in the employee working hours which are unreasonable in
accordance with section 63(2) of the fw act.
(3)
only aps1–aps6 employees will be paid for working overtime. a manager may
approve for overtime rates to be paid for work performed by employees, at the aps1–
aps6 classifications either outside the span of hours specified at clause 5.5, or in
excess of 7.5 hours on any one day, monday to friday.
(4)
all aps1–aps6 employees working authorised overtime may, with the agreement of
their manager, take their overtime entitlement as time-off-in-lieu, calculated at the
applicable overtime rate. in cases where time-off-in-lieu has been granted but
operational requirements have prevented the employee from taking time off within
four weeks or other agreed period, payment for the overtime will be made.
(5)
overtime rates are as follows:
•
monday to friday:
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1233 | overtime | an employee may refuse to work overtime in circumstances where the working of
such overtime would result in the employee working hours which are unreasonable in
accordance with section 63(2) of the fw act.
(3)
only aps1–aps6 employees will be paid for working overtime. a manager may
approve for overtime rates to be paid for work performed by employees, at the aps1–
aps6 classifications either outside the span of hours specified at clause 5.5, or in
excess of 7.5 hours on any one day, monday to friday.
(4)
all aps1–aps6 employees working authorised overtime may, with the agreement of
their manager, take their overtime entitlement as time-off-in-lieu, calculated at the
applicable overtime rate. in cases where time-off-in-lieu has been granted but
operational requirements have prevented the employee from taking time off within
four weeks or other agreed period, payment for the overtime will be made.
(5)
overtime rates are as follows:
•
monday to friday:
time and a half
•
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1234 | overtime | such overtime would result in the employee working hours which are unreasonable in
accordance with section 63(2) of the fw act.
(3)
only aps1–aps6 employees will be paid for working overtime. a manager may
approve for overtime rates to be paid for work performed by employees, at the aps1–
aps6 classifications either outside the span of hours specified at clause 5.5, or in
excess of 7.5 hours on any one day, monday to friday.
(4)
all aps1–aps6 employees working authorised overtime may, with the agreement of
their manager, take their overtime entitlement as time-off-in-lieu, calculated at the
applicable overtime rate. in cases where time-off-in-lieu has been granted but
operational requirements have prevented the employee from taking time off within
four weeks or other agreed period, payment for the overtime will be made.
(5)
overtime rates are as follows:
•
monday to friday:
time and a half
•
saturday, sunday and public holidays: |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1239 | overtime | only aps1–aps6 employees will be paid for working overtime. a manager may
approve for overtime rates to be paid for work performed by employees, at the aps1–
aps6 classifications either outside the span of hours specified at clause 5.5, or in
excess of 7.5 hours on any one day, monday to friday.
(4)
all aps1–aps6 employees working authorised overtime may, with the agreement of
their manager, take their overtime entitlement as time-off-in-lieu, calculated at the
applicable overtime rate. in cases where time-off-in-lieu has been granted but
operational requirements have prevented the employee from taking time off within
four weeks or other agreed period, payment for the overtime will be made.
(5)
overtime rates are as follows:
•
monday to friday:
time and a half
•
saturday, sunday and public holidays:
double time
where an employee works overtime on a public holiday that they are ordinarily
scheduled to work, the payment of salary for the public holiday is single time during |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1240 | overtime | approve for overtime rates to be paid for work performed by employees, at the aps1–
aps6 classifications either outside the span of hours specified at clause 5.5, or in
excess of 7.5 hours on any one day, monday to friday.
(4)
all aps1–aps6 employees working authorised overtime may, with the agreement of
their manager, take their overtime entitlement as time-off-in-lieu, calculated at the
applicable overtime rate. in cases where time-off-in-lieu has been granted but
operational requirements have prevented the employee from taking time off within
four weeks or other agreed period, payment for the overtime will be made.
(5)
overtime rates are as follows:
•
monday to friday:
time and a half
•
saturday, sunday and public holidays:
double time
where an employee works overtime on a public holiday that they are ordinarily
scheduled to work, the payment of salary for the public holiday is single time during
ordinary hours. payment is double time for hours worked outside ordinary hours. |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1246 | overtime | all aps1–aps6 employees working authorised overtime may, with the agreement of
their manager, take their overtime entitlement as time-off-in-lieu, calculated at the
applicable overtime rate. in cases where time-off-in-lieu has been granted but
operational requirements have prevented the employee from taking time off within
four weeks or other agreed period, payment for the overtime will be made.
(5)
overtime rates are as follows:
•
monday to friday:
time and a half
•
saturday, sunday and public holidays:
double time
where an employee works overtime on a public holiday that they are ordinarily
scheduled to work, the payment of salary for the public holiday is single time during
ordinary hours. payment is double time for hours worked outside ordinary hours.
austrade enterprise agreement 2019–2022
15
(6) |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1247 | overtime | their manager, take their overtime entitlement as time-off-in-lieu, calculated at the
applicable overtime rate. in cases where time-off-in-lieu has been granted but
operational requirements have prevented the employee from taking time off within
four weeks or other agreed period, payment for the overtime will be made.
(5)
overtime rates are as follows:
•
monday to friday:
time and a half
•
saturday, sunday and public holidays:
double time
where an employee works overtime on a public holiday that they are ordinarily
scheduled to work, the payment of salary for the public holiday is single time during
ordinary hours. payment is double time for hours worked outside ordinary hours.
austrade enterprise agreement 2019–2022
15
(6)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1248 | overtime | applicable overtime rate. in cases where time-off-in-lieu has been granted but
operational requirements have prevented the employee from taking time off within
four weeks or other agreed period, payment for the overtime will be made.
(5)
overtime rates are as follows:
•
monday to friday:
time and a half
•
saturday, sunday and public holidays:
double time
where an employee works overtime on a public holiday that they are ordinarily
scheduled to work, the payment of salary for the public holiday is single time during
ordinary hours. payment is double time for hours worked outside ordinary hours.
austrade enterprise agreement 2019–2022
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(6)
an employee’s salary for the purposes of calculating overtime will include any higher |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1250 | overtime | four weeks or other agreed period, payment for the overtime will be made.
(5)
overtime rates are as follows:
•
monday to friday:
time and a half
•
saturday, sunday and public holidays:
double time
where an employee works overtime on a public holiday that they are ordinarily
scheduled to work, the payment of salary for the public holiday is single time during
ordinary hours. payment is double time for hours worked outside ordinary hours.
austrade enterprise agreement 2019–2022
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(6)
an employee’s salary for the purposes of calculating overtime will include any higher
duties allowance payable to the employee at that time.
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1254 | overtime | overtime rates are as follows:
•
monday to friday:
time and a half
•
saturday, sunday and public holidays:
double time
where an employee works overtime on a public holiday that they are ordinarily
scheduled to work, the payment of salary for the public holiday is single time during
ordinary hours. payment is double time for hours worked outside ordinary hours.
austrade enterprise agreement 2019–2022
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(6)
an employee’s salary for the purposes of calculating overtime will include any higher
duties allowance payable to the employee at that time.
(7)
an employee, who works overtime outside the span of hours extending over the entire
duration of a meal period will be paid a meal allowance. |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1267 | overtime | where an employee works overtime on a public holiday that they are ordinarily
scheduled to work, the payment of salary for the public holiday is single time during
ordinary hours. payment is double time for hours worked outside ordinary hours.
austrade enterprise agreement 2019–2022
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(6)
an employee’s salary for the purposes of calculating overtime will include any higher
duties allowance payable to the employee at that time.
(7)
an employee, who works overtime outside the span of hours extending over the entire
duration of a meal period will be paid a meal allowance.
(8)
for the purposes of this clause a meal period is:
•
monday to friday:
7.00am to 9.00am
6.00pm to 7.00pm
midnight to 1.00am
• |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1277 | overtime | an employee’s salary for the purposes of calculating overtime will include any higher
duties allowance payable to the employee at that time.
(7)
an employee, who works overtime outside the span of hours extending over the entire
duration of a meal period will be paid a meal allowance.
(8)
for the purposes of this clause a meal period is:
•
monday to friday:
7.00am to 9.00am
6.00pm to 7.00pm
midnight to 1.00am
•
saturdays, sundays & public holidays:
7.00am to 9.00am
12.30pm to 1.30pm
6.00pm to 7.00pm
midnight to 1.00am
5.7.
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1282 | overtime | an employee, who works overtime outside the span of hours extending over the entire
duration of a meal period will be paid a meal allowance.
(8)
for the purposes of this clause a meal period is:
•
monday to friday:
7.00am to 9.00am
6.00pm to 7.00pm
midnight to 1.00am
•
saturdays, sundays & public holidays:
7.00am to 9.00am
12.30pm to 1.30pm
6.00pm to 7.00pm
midnight to 1.00am
5.7.
emergency duty
(1)
emergency duty occurs when an aps1–aps6 employee is required to work to meet an |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1318 | travel | travelling to and from duty. the minimum payment will be for two hours.
(3)
further information is contained in the overtime and emergency duty policy.
5.8.
redeployment and retrenchment
(1)
the procedures for handling redeployment and retrenchment for austrade employees
are described at appendix c.
5.9.
resignation and retirement
(1)
an employee may resign or retire by giving the ceo 14 calendar days’ written notice.
the ceo may agree to waive this requirement or agree to a shorter notice period if
requested by the employee.
(2)
the ceo may give effect to a resignation at an earlier date within the notice period. in
such cases, the employee will be paid compensation in lieu of the notice period which
is not worked. |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1322 | overtime | further information is contained in the overtime and emergency duty policy.
5.8.
redeployment and retrenchment
(1)
the procedures for handling redeployment and retrenchment for austrade employees
are described at appendix c.
5.9.
resignation and retirement
(1)
an employee may resign or retire by giving the ceo 14 calendar days’ written notice.
the ceo may agree to waive this requirement or agree to a shorter notice period if
requested by the employee.
(2)
the ceo may give effect to a resignation at an earlier date within the notice period. in
such cases, the employee will be paid compensation in lieu of the notice period which
is not worked.
5.10. allowances
5.10.1. higher duties allowance
(1) |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1413 | travel | employee at austrade expense for official travel. where an employee uses their
private car for official travel they will be entitled to a motor vehicle allowance.
5.10.6. language proficiency allowance
(1)
language proficiency allowance will be paid fortnightly to an employee at a rate
commensurate with the level achieved in an officially recognised language test. the
allowance will be payable where the use of the language is a requirement for the
performance of their duties.
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5.10.7. healthy living reimbursement
(1)
in support of the potential benefit to austrade of employees undertaking healthy
lifestyle initiatives, each eligible ongoing employee may apply for reimbursement of
expenses towards maintaining a healthy lifestyle.
(2)
as at commencement of this agreement, the rate of the reimbursement is up to $400
per financial year. this limit will be adjusted by the year to date cpi rate released for
the march quarter each year during the life of this agreement. adjustments will take
effect from 1 july each year.
(3) |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1414 | travel | private car for official travel they will be entitled to a motor vehicle allowance.
5.10.6. language proficiency allowance
(1)
language proficiency allowance will be paid fortnightly to an employee at a rate
commensurate with the level achieved in an officially recognised language test. the
allowance will be payable where the use of the language is a requirement for the
performance of their duties.
austrade enterprise agreement 2019–2022
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5.10.7. healthy living reimbursement
(1)
in support of the potential benefit to austrade of employees undertaking healthy
lifestyle initiatives, each eligible ongoing employee may apply for reimbursement of
expenses towards maintaining a healthy lifestyle.
(2)
as at commencement of this agreement, the rate of the reimbursement is up to $400
per financial year. this limit will be adjusted by the year to date cpi rate released for
the march quarter each year during the life of this agreement. adjustments will take
effect from 1 july each year.
(3)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1466 | parental leave | are on parental leave. annual leave credits will only be deducted at half the duration
when half pay leave is taken.
(4)
an employee with excess leave entitlements in accordance with 5.11.1.2 will not be
allowed to take half pay annual leave unless exceptional circumstances apply.
(5)
periods of leave without pay will not count as service for annual leave accrual
purposes.
(6)
the ceo may approve an application by an employee for annual leave up to the
employee’s maximum accrued credit. periods of annual leave count as service for all
purposes.
(7)
where a public holiday occurs while an employee is on a period of annual leave, the
public holiday is not deducted from the employee’s annual leave credit.
(8)
where an employee is on half pay annual leave and a public holiday occurs that the
employee is scheduled to work, the public holiday will be paid at full pay.
(9) |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1498 | travel | employee is recalled to work from leave, the employee will be reimbursed travel costs
and incidental expenses as determined by the ceo, that are not otherwise recoverable
under insurance or from any other source.
austrade enterprise agreement 2019–2022
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5.11.1.2.
excess annual leave
(1)
on 1 february in each year, any employee who has an annual leave entitlement of
more than 40 days (or two years of accrual at the applicable pro rata amount for a
part-time employee) may be directed to take an amount of annual leave to reduce
their entitlement to 40 days or under.
(2)
where an employee has an excess annual leave entitlement, a leave management plan
will be agreed between the employee and their manager in order to reduce the excess
leave entitlement.
(3)
where an employee does not reduce their entitlement to 40 days or fails to comply
with a leave management plan, they may be directed in writing to take annual leave.
such an employee will not be required to attend work for that period and they will |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1832 | travel | services activities, including training, emergency service responses, reasonable travel
and recovery time, and ceremonial duties.
austrade enterprise agreement 2019–2022
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5.11.10. leave for adf reserve and continuous full time service or cadet force obligations
(1)
an employee may be granted leave (with or without pay) to enable the employee to
fulfil australian defence force (adf) reserve and continuous full time service (cfts)
or cadet force obligations.
(2)
an employee is entitled to adf reserve leave with pay, for up to four weeks during
each financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required.
(a) during the employee's first year of adf reserve service, a further two weeks’
paid leave may be granted to facilitate participation in additional adf reserve
training, including induction requirements.
(b) with the exception of the additional two weeks in the first year of service, leave
can be accumulated and taken over a period of two years, to enable the
employee to undertake training as a member of the adf reserve.
(c) employees are not required to pay their tax free adf reserve salary to the
agency in any circumstances.
(3)
defence reserve leave counts as service for all purposes, except for unpaid leave to |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1867 | long service leave | eligible employees may also apply for annual leave, long service leave, leave without
pay, top-up pay or they may use flextime or make up time for the purpose of fulfilling
adf reserve, cfts or cadet force obligations.
(5)
employees are to notify supervisors at the earliest opportunity once the dates for adf
reserve, cfts or cadet force activities are known and/or changed.
5.11.11. maternity leave
(1)
eligible employees are entitled to maternity leave in accordance with the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
(2)
where an employees is eligible for 12 weeks’ paid leave under the ml act, they will be
entitled to a further two weeks’ paid leave commencing immediately after the 12
weeks.
(3)
employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. this is an administrative arrangement for the payment of an
employee’s paid maternity leave under the ml act and this agreement. where
payment is spread over a longer period, a maximum of 14 weeks will count as service.
(4) |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1868 | flextime | pay, top-up pay or they may use flextime or make up time for the purpose of fulfilling
adf reserve, cfts or cadet force obligations.
(5)
employees are to notify supervisors at the earliest opportunity once the dates for adf
reserve, cfts or cadet force activities are known and/or changed.
5.11.11. maternity leave
(1)
eligible employees are entitled to maternity leave in accordance with the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
(2)
where an employees is eligible for 12 weeks’ paid leave under the ml act, they will be
entitled to a further two weeks’ paid leave commencing immediately after the 12
weeks.
(3)
employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. this is an administrative arrangement for the payment of an
employee’s paid maternity leave under the ml act and this agreement. where
payment is spread over a longer period, a maximum of 14 weeks will count as service.
(4)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1876 | maternity leave | 5.11.11. maternity leave
(1)
eligible employees are entitled to maternity leave in accordance with the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
(2)
where an employees is eligible for 12 weeks’ paid leave under the ml act, they will be
entitled to a further two weeks’ paid leave commencing immediately after the 12
weeks.
(3)
employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. this is an administrative arrangement for the payment of an
employee’s paid maternity leave under the ml act and this agreement. where
payment is spread over a longer period, a maximum of 14 weeks will count as service.
(4)
the maximum period of combined parental and maternity leave accessible is two years
of paid and unpaid leave.
austrade enterprise agreement 2019–2022
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5.11.12. parental leave |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1879 | maternity leave | eligible employees are entitled to maternity leave in accordance with the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
(2)
where an employees is eligible for 12 weeks’ paid leave under the ml act, they will be
entitled to a further two weeks’ paid leave commencing immediately after the 12
weeks.
(3)
employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. this is an administrative arrangement for the payment of an
employee’s paid maternity leave under the ml act and this agreement. where
payment is spread over a longer period, a maximum of 14 weeks will count as service.
(4)
the maximum period of combined parental and maternity leave accessible is two years
of paid and unpaid leave.
austrade enterprise agreement 2019–2022
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5.11.12. parental leave
5.11.12.1. unpaid parental leave
(1)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1880 | maternity leave | the maternity leave (commonwealth employees) act 1973 (the ml act).
(2)
where an employees is eligible for 12 weeks’ paid leave under the ml act, they will be
entitled to a further two weeks’ paid leave commencing immediately after the 12
weeks.
(3)
employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. this is an administrative arrangement for the payment of an
employee’s paid maternity leave under the ml act and this agreement. where
payment is spread over a longer period, a maximum of 14 weeks will count as service.
(4)
the maximum period of combined parental and maternity leave accessible is two years
of paid and unpaid leave.
austrade enterprise agreement 2019–2022
23
5.11.12. parental leave
5.11.12.1. unpaid parental leave
(1)
parental and adoption leave are provided for in accordance with the provisions of the |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1890 | parental leave | employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. this is an administrative arrangement for the payment of an
employee’s paid maternity leave under the ml act and this agreement. where
payment is spread over a longer period, a maximum of 14 weeks will count as service.
(4)
the maximum period of combined parental and maternity leave accessible is two years
of paid and unpaid leave.
austrade enterprise agreement 2019–2022
23
5.11.12. parental leave
5.11.12.1. unpaid parental leave
(1)
parental and adoption leave are provided for in accordance with the provisions of the
fw act. in addition, where an employee assumes a permanent foster care
arrangement for a child, the employee is also eligible for parental leave after 12
months of service. an employee who is eligible for unpaid parental leave under the fw
act is entitled to leave of absence without pay for a maximum of two years to care for
a newborn, or newly adopted/ fostered child.
5.11.12.2. paid parental leave
(1)
an employee with a minimum qualifying service of 12 months service is eligible for |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1893 | maternity leave | employee’s paid maternity leave under the ml act and this agreement. where
payment is spread over a longer period, a maximum of 14 weeks will count as service.
(4)
the maximum period of combined parental and maternity leave accessible is two years
of paid and unpaid leave.
austrade enterprise agreement 2019–2022
23
5.11.12. parental leave
5.11.12.1. unpaid parental leave
(1)
parental and adoption leave are provided for in accordance with the provisions of the
fw act. in addition, where an employee assumes a permanent foster care
arrangement for a child, the employee is also eligible for parental leave after 12
months of service. an employee who is eligible for unpaid parental leave under the fw
act is entitled to leave of absence without pay for a maximum of two years to care for
a newborn, or newly adopted/ fostered child.
5.11.12.2. paid parental leave
(1)
an employee with a minimum qualifying service of 12 months service is eligible for
paid adoption leave and foster parents’ leave. the entitlement to payment is for the
first 14 weeks of adoption/foster parents’ leave which can be converted to half pay.
where payment is spread over a longer period, a maximum of 14 weeks will count as |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1898 | maternity leave | the maximum period of combined parental and maternity leave accessible is two years
of paid and unpaid leave.
austrade enterprise agreement 2019–2022
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5.11.12. parental leave
5.11.12.1. unpaid parental leave
(1)
parental and adoption leave are provided for in accordance with the provisions of the
fw act. in addition, where an employee assumes a permanent foster care
arrangement for a child, the employee is also eligible for parental leave after 12
months of service. an employee who is eligible for unpaid parental leave under the fw
act is entitled to leave of absence without pay for a maximum of two years to care for
a newborn, or newly adopted/ fostered child.
5.11.12.2. paid parental leave
(1)
an employee with a minimum qualifying service of 12 months service is eligible for
paid adoption leave and foster parents’ leave. the entitlement to payment is for the
first 14 weeks of adoption/foster parents’ leave which can be converted to half pay.
where payment is spread over a longer period, a maximum of 14 weeks will count as
service. the provisions for paid adoption/foster parents’ leave mirrors the same
provisions as paid maternity leave.
(2)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1905 | parental leave | 5.11.12. parental leave
5.11.12.1. unpaid parental leave
(1)
parental and adoption leave are provided for in accordance with the provisions of the
fw act. in addition, where an employee assumes a permanent foster care
arrangement for a child, the employee is also eligible for parental leave after 12
months of service. an employee who is eligible for unpaid parental leave under the fw
act is entitled to leave of absence without pay for a maximum of two years to care for
a newborn, or newly adopted/ fostered child.
5.11.12.2. paid parental leave
(1)
an employee with a minimum qualifying service of 12 months service is eligible for
paid adoption leave and foster parents’ leave. the entitlement to payment is for the
first 14 weeks of adoption/foster parents’ leave which can be converted to half pay.
where payment is spread over a longer period, a maximum of 14 weeks will count as
service. the provisions for paid adoption/foster parents’ leave mirrors the same
provisions as paid maternity leave.
(2)
an employee whose spouse or partner is giving birth to, or adopting, or permanently
fostering a child may access two weeks’ paid parental leave at the time of birth,
adoption, or permanent foster care. paid parental leave for supporting partners may
also be converted to half pay upon request; however only the first two weeks will
count as service.
5.11.12.3. returning to work after parental leave |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1906 | parental leave | 5.11.12.1. unpaid parental leave
(1)
parental and adoption leave are provided for in accordance with the provisions of the
fw act. in addition, where an employee assumes a permanent foster care
arrangement for a child, the employee is also eligible for parental leave after 12
months of service. an employee who is eligible for unpaid parental leave under the fw
act is entitled to leave of absence without pay for a maximum of two years to care for
a newborn, or newly adopted/ fostered child.
5.11.12.2. paid parental leave
(1)
an employee with a minimum qualifying service of 12 months service is eligible for
paid adoption leave and foster parents’ leave. the entitlement to payment is for the
first 14 weeks of adoption/foster parents’ leave which can be converted to half pay.
where payment is spread over a longer period, a maximum of 14 weeks will count as
service. the provisions for paid adoption/foster parents’ leave mirrors the same
provisions as paid maternity leave.
(2)
an employee whose spouse or partner is giving birth to, or adopting, or permanently
fostering a child may access two weeks’ paid parental leave at the time of birth,
adoption, or permanent foster care. paid parental leave for supporting partners may
also be converted to half pay upon request; however only the first two weeks will
count as service.
5.11.12.3. returning to work after parental leave
(1) |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1911 | parental leave | arrangement for a child, the employee is also eligible for parental leave after 12
months of service. an employee who is eligible for unpaid parental leave under the fw
act is entitled to leave of absence without pay for a maximum of two years to care for
a newborn, or newly adopted/ fostered child.
5.11.12.2. paid parental leave
(1)
an employee with a minimum qualifying service of 12 months service is eligible for
paid adoption leave and foster parents’ leave. the entitlement to payment is for the
first 14 weeks of adoption/foster parents’ leave which can be converted to half pay.
where payment is spread over a longer period, a maximum of 14 weeks will count as
service. the provisions for paid adoption/foster parents’ leave mirrors the same
provisions as paid maternity leave.
(2)
an employee whose spouse or partner is giving birth to, or adopting, or permanently
fostering a child may access two weeks’ paid parental leave at the time of birth,
adoption, or permanent foster care. paid parental leave for supporting partners may
also be converted to half pay upon request; however only the first two weeks will
count as service.
5.11.12.3. returning to work after parental leave
(1)
an employee returning from parental leave may request to return to work on a parttime basis.
(2)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1912 | parental leave | months of service. an employee who is eligible for unpaid parental leave under the fw
act is entitled to leave of absence without pay for a maximum of two years to care for
a newborn, or newly adopted/ fostered child.
5.11.12.2. paid parental leave
(1)
an employee with a minimum qualifying service of 12 months service is eligible for
paid adoption leave and foster parents’ leave. the entitlement to payment is for the
first 14 weeks of adoption/foster parents’ leave which can be converted to half pay.
where payment is spread over a longer period, a maximum of 14 weeks will count as
service. the provisions for paid adoption/foster parents’ leave mirrors the same
provisions as paid maternity leave.
(2)
an employee whose spouse or partner is giving birth to, or adopting, or permanently
fostering a child may access two weeks’ paid parental leave at the time of birth,
adoption, or permanent foster care. paid parental leave for supporting partners may
also be converted to half pay upon request; however only the first two weeks will
count as service.
5.11.12.3. returning to work after parental leave
(1)
an employee returning from parental leave may request to return to work on a parttime basis.
(2)
on ending maternity or parental leave, employees have the return to work guarantee |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1916 | parental leave | 5.11.12.2. paid parental leave
(1)
an employee with a minimum qualifying service of 12 months service is eligible for
paid adoption leave and foster parents’ leave. the entitlement to payment is for the
first 14 weeks of adoption/foster parents’ leave which can be converted to half pay.
where payment is spread over a longer period, a maximum of 14 weeks will count as
service. the provisions for paid adoption/foster parents’ leave mirrors the same
provisions as paid maternity leave.
(2)
an employee whose spouse or partner is giving birth to, or adopting, or permanently
fostering a child may access two weeks’ paid parental leave at the time of birth,
adoption, or permanent foster care. paid parental leave for supporting partners may
also be converted to half pay upon request; however only the first two weeks will
count as service.
5.11.12.3. returning to work after parental leave
(1)
an employee returning from parental leave may request to return to work on a parttime basis.
(2)
on ending maternity or parental leave, employees have the return to work guarantee
and the right to request flexible working arrangements that are provided by the fw
act.
(3) |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1924 | maternity leave | provisions as paid maternity leave.
(2)
an employee whose spouse or partner is giving birth to, or adopting, or permanently
fostering a child may access two weeks’ paid parental leave at the time of birth,
adoption, or permanent foster care. paid parental leave for supporting partners may
also be converted to half pay upon request; however only the first two weeks will
count as service.
5.11.12.3. returning to work after parental leave
(1)
an employee returning from parental leave may request to return to work on a parttime basis.
(2)
on ending maternity or parental leave, employees have the return to work guarantee
and the right to request flexible working arrangements that are provided by the fw
act.
(3)
an employee who has taken parental leave in excess of four weeks is required to give
their manager at least four weeks’ notice of the date the employee proposes to return
to work.
5.11.13. long service leave
(1)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1929 | parental leave | fostering a child may access two weeks’ paid parental leave at the time of birth,
adoption, or permanent foster care. paid parental leave for supporting partners may
also be converted to half pay upon request; however only the first two weeks will
count as service.
5.11.12.3. returning to work after parental leave
(1)
an employee returning from parental leave may request to return to work on a parttime basis.
(2)
on ending maternity or parental leave, employees have the return to work guarantee
and the right to request flexible working arrangements that are provided by the fw
act.
(3)
an employee who has taken parental leave in excess of four weeks is required to give
their manager at least four weeks’ notice of the date the employee proposes to return
to work.
5.11.13. long service leave
(1)
employees who have accrued an entitlement under the long service (commonwealth
employees) act 1976 may access long service leave for a minimum period of seven
calendar days at full pay, or 14 calendar days at half pay.
(2) |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1930 | parental leave | adoption, or permanent foster care. paid parental leave for supporting partners may
also be converted to half pay upon request; however only the first two weeks will
count as service.
5.11.12.3. returning to work after parental leave
(1)
an employee returning from parental leave may request to return to work on a parttime basis.
(2)
on ending maternity or parental leave, employees have the return to work guarantee
and the right to request flexible working arrangements that are provided by the fw
act.
(3)
an employee who has taken parental leave in excess of four weeks is required to give
their manager at least four weeks’ notice of the date the employee proposes to return
to work.
5.11.13. long service leave
(1)
employees who have accrued an entitlement under the long service (commonwealth
employees) act 1976 may access long service leave for a minimum period of seven
calendar days at full pay, or 14 calendar days at half pay.
(2)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1934 | parental leave | 5.11.12.3. returning to work after parental leave
(1)
an employee returning from parental leave may request to return to work on a parttime basis.
(2)
on ending maternity or parental leave, employees have the return to work guarantee
and the right to request flexible working arrangements that are provided by the fw
act.
(3)
an employee who has taken parental leave in excess of four weeks is required to give
their manager at least four weeks’ notice of the date the employee proposes to return
to work.
5.11.13. long service leave
(1)
employees who have accrued an entitlement under the long service (commonwealth
employees) act 1976 may access long service leave for a minimum period of seven
calendar days at full pay, or 14 calendar days at half pay.
(2)
long service leave will not be granted in patterns where a period of any other leave
type, or public holiday, breaks the period of long service leave (for example, long
service leave/annual leave/long service leave), unless otherwise required by
legislation. long service leave may be granted in combination with other leave in |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1937 | parental leave | an employee returning from parental leave may request to return to work on a parttime basis.
(2)
on ending maternity or parental leave, employees have the return to work guarantee
and the right to request flexible working arrangements that are provided by the fw
act.
(3)
an employee who has taken parental leave in excess of four weeks is required to give
their manager at least four weeks’ notice of the date the employee proposes to return
to work.
5.11.13. long service leave
(1)
employees who have accrued an entitlement under the long service (commonwealth
employees) act 1976 may access long service leave for a minimum period of seven
calendar days at full pay, or 14 calendar days at half pay.
(2)
long service leave will not be granted in patterns where a period of any other leave
type, or public holiday, breaks the period of long service leave (for example, long
service leave/annual leave/long service leave), unless otherwise required by
legislation. long service leave may be granted in combination with other leave in
patterns where this does not occur (for example, annual leave/long service
leave/annual leave/return to work).
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1941 | parental leave | on ending maternity or parental leave, employees have the return to work guarantee
and the right to request flexible working arrangements that are provided by the fw
act.
(3)
an employee who has taken parental leave in excess of four weeks is required to give
their manager at least four weeks’ notice of the date the employee proposes to return
to work.
5.11.13. long service leave
(1)
employees who have accrued an entitlement under the long service (commonwealth
employees) act 1976 may access long service leave for a minimum period of seven
calendar days at full pay, or 14 calendar days at half pay.
(2)
long service leave will not be granted in patterns where a period of any other leave
type, or public holiday, breaks the period of long service leave (for example, long
service leave/annual leave/long service leave), unless otherwise required by
legislation. long service leave may be granted in combination with other leave in
patterns where this does not occur (for example, annual leave/long service
leave/annual leave/return to work).
austrade enterprise agreement 2019–2022
24
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1947 | parental leave | an employee who has taken parental leave in excess of four weeks is required to give
their manager at least four weeks’ notice of the date the employee proposes to return
to work.
5.11.13. long service leave
(1)
employees who have accrued an entitlement under the long service (commonwealth
employees) act 1976 may access long service leave for a minimum period of seven
calendar days at full pay, or 14 calendar days at half pay.
(2)
long service leave will not be granted in patterns where a period of any other leave
type, or public holiday, breaks the period of long service leave (for example, long
service leave/annual leave/long service leave), unless otherwise required by
legislation. long service leave may be granted in combination with other leave in
patterns where this does not occur (for example, annual leave/long service
leave/annual leave/return to work).
austrade enterprise agreement 2019–2022
24
5.11.14. portability of leave and recognition of prior service
(1)
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service or
the act government service, the employee’s unused accrued annual leave and |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1951 | long service leave | 5.11.13. long service leave
(1)
employees who have accrued an entitlement under the long service (commonwealth
employees) act 1976 may access long service leave for a minimum period of seven
calendar days at full pay, or 14 calendar days at half pay.
(2)
long service leave will not be granted in patterns where a period of any other leave
type, or public holiday, breaks the period of long service leave (for example, long
service leave/annual leave/long service leave), unless otherwise required by
legislation. long service leave may be granted in combination with other leave in
patterns where this does not occur (for example, annual leave/long service
leave/annual leave/return to work).
austrade enterprise agreement 2019–2022
24
5.11.14. portability of leave and recognition of prior service
(1)
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service or
the act government service, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be recognised.
(2)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1955 | long service leave | employees) act 1976 may access long service leave for a minimum period of seven
calendar days at full pay, or 14 calendar days at half pay.
(2)
long service leave will not be granted in patterns where a period of any other leave
type, or public holiday, breaks the period of long service leave (for example, long
service leave/annual leave/long service leave), unless otherwise required by
legislation. long service leave may be granted in combination with other leave in
patterns where this does not occur (for example, annual leave/long service
leave/annual leave/return to work).
austrade enterprise agreement 2019–2022
24
5.11.14. portability of leave and recognition of prior service
(1)
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service or
the act government service, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be recognised.
(2)
where an employee moves to austrade from another commonwealth agency
(including on a temporary basis), where they were an ongoing aps employee, the
employee’s unused accrued annual leave and personal/carer’s leave (however
described) will transfer to austrade, provided there is no break in continuity of service. |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1960 | long service leave | long service leave will not be granted in patterns where a period of any other leave
type, or public holiday, breaks the period of long service leave (for example, long
service leave/annual leave/long service leave), unless otherwise required by
legislation. long service leave may be granted in combination with other leave in
patterns where this does not occur (for example, annual leave/long service
leave/annual leave/return to work).
austrade enterprise agreement 2019–2022
24
5.11.14. portability of leave and recognition of prior service
(1)
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service or
the act government service, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be recognised.
(2)
where an employee moves to austrade from another commonwealth agency
(including on a temporary basis), where they were an ongoing aps employee, the
employee’s unused accrued annual leave and personal/carer’s leave (however
described) will transfer to austrade, provided there is no break in continuity of service.
5.11.15. public holidays
(1)
employees will be entitled to the following public holidays: |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1961 | long service leave | type, or public holiday, breaks the period of long service leave (for example, long
service leave/annual leave/long service leave), unless otherwise required by
legislation. long service leave may be granted in combination with other leave in
patterns where this does not occur (for example, annual leave/long service
leave/annual leave/return to work).
austrade enterprise agreement 2019–2022
24
5.11.14. portability of leave and recognition of prior service
(1)
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service or
the act government service, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be recognised.
(2)
where an employee moves to austrade from another commonwealth agency
(including on a temporary basis), where they were an ongoing aps employee, the
employee’s unused accrued annual leave and personal/carer’s leave (however
described) will transfer to austrade, provided there is no break in continuity of service.
5.11.15. public holidays
(1)
employees will be entitled to the following public holidays:
• |
| Austrade-Enterprise-Agreement-2019-2022.txt | 1962 | long service leave | service leave/annual leave/long service leave), unless otherwise required by
legislation. long service leave may be granted in combination with other leave in
patterns where this does not occur (for example, annual leave/long service
leave/annual leave/return to work).
austrade enterprise agreement 2019–2022
24
5.11.14. portability of leave and recognition of prior service
(1)
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service or
the act government service, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be recognised.
(2)
where an employee moves to austrade from another commonwealth agency
(including on a temporary basis), where they were an ongoing aps employee, the
employee’s unused accrued annual leave and personal/carer’s leave (however
described) will transfer to austrade, provided there is no break in continuity of service.
5.11.15. public holidays
(1)
employees will be entitled to the following public holidays:
•
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 1963 | long service leave | legislation. long service leave may be granted in combination with other leave in
patterns where this does not occur (for example, annual leave/long service
leave/annual leave/return to work).
austrade enterprise agreement 2019–2022
24
5.11.14. portability of leave and recognition of prior service
(1)
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service or
the act government service, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be recognised.
(2)
where an employee moves to austrade from another commonwealth agency
(including on a temporary basis), where they were an ongoing aps employee, the
employee’s unused accrued annual leave and personal/carer’s leave (however
described) will transfer to austrade, provided there is no break in continuity of service.
5.11.15. public holidays
(1)
employees will be entitled to the following public holidays:
•
new year's day (1 january); |
| Austrade-Enterprise-Agreement-2019-2022.txt | 2064 | long service leave | with the entitlement for that form of leave (e.g. if on long service leave on half pay,
payment is on half pay).
6. section 6: working flexibly
6.1.
flexible working arrangements
(1)
an employee, where eligible, may request a change in their working arrangements in
accordance with section 65 of the fw act.
6.2.
flextime or time off in lieu
(1)
aps1–aps6 employees, other than casual employees, are entitled to access flextime.
the settlement period for flextime is four weeks.
(2)
el1 and el2 employees do not have access to flextime but are able to work flexible
work hours. managers of el1 and el2 employees may provide time off in lieu (toil) to
recognise additional hours worked. while toil will not be one hour for one hour, it
should be fair and reasonable in relation to the additional hours worked. agreed
flexible arrangements may provide for toil without deduction from leave credits in
recognition of extra time worked required to complete job requirements. |
| Austrade-Enterprise-Agreement-2019-2022.txt | 2079 | flextime | flextime or time off in lieu
(1)
aps1–aps6 employees, other than casual employees, are entitled to access flextime.
the settlement period for flextime is four weeks.
(2)
el1 and el2 employees do not have access to flextime but are able to work flexible
work hours. managers of el1 and el2 employees may provide time off in lieu (toil) to
recognise additional hours worked. while toil will not be one hour for one hour, it
should be fair and reasonable in relation to the additional hours worked. agreed
flexible arrangements may provide for toil without deduction from leave credits in
recognition of extra time worked required to complete job requirements.
(3)
all employees are required to submit flexible work requests to their manager in
writing. any decisions on flexible work requests will also be provided in writing to
employees.
6.3.
part-time employment
(1)
managers may approve reasonable requests from employees for part-time work
arrangements, subject to operational requirements. |
| Austrade-Enterprise-Agreement-2019-2022.txt | 2083 | flextime | aps1–aps6 employees, other than casual employees, are entitled to access flextime.
the settlement period for flextime is four weeks.
(2)
el1 and el2 employees do not have access to flextime but are able to work flexible
work hours. managers of el1 and el2 employees may provide time off in lieu (toil) to
recognise additional hours worked. while toil will not be one hour for one hour, it
should be fair and reasonable in relation to the additional hours worked. agreed
flexible arrangements may provide for toil without deduction from leave credits in
recognition of extra time worked required to complete job requirements.
(3)
all employees are required to submit flexible work requests to their manager in
writing. any decisions on flexible work requests will also be provided in writing to
employees.
6.3.
part-time employment
(1)
managers may approve reasonable requests from employees for part-time work
arrangements, subject to operational requirements.
(2)
managers may initiate the introduction or extension of part-time employment. |
| Austrade-Enterprise-Agreement-2019-2022.txt | 2084 | flextime | the settlement period for flextime is four weeks.
(2)
el1 and el2 employees do not have access to flextime but are able to work flexible
work hours. managers of el1 and el2 employees may provide time off in lieu (toil) to
recognise additional hours worked. while toil will not be one hour for one hour, it
should be fair and reasonable in relation to the additional hours worked. agreed
flexible arrangements may provide for toil without deduction from leave credits in
recognition of extra time worked required to complete job requirements.
(3)
all employees are required to submit flexible work requests to their manager in
writing. any decisions on flexible work requests will also be provided in writing to
employees.
6.3.
part-time employment
(1)
managers may approve reasonable requests from employees for part-time work
arrangements, subject to operational requirements.
(2)
managers may initiate the introduction or extension of part-time employment.
employees will not be required to convert from full-time to part-time hours, or from |
| Austrade-Enterprise-Agreement-2019-2022.txt | 2088 | flextime | el1 and el2 employees do not have access to flextime but are able to work flexible
work hours. managers of el1 and el2 employees may provide time off in lieu (toil) to
recognise additional hours worked. while toil will not be one hour for one hour, it
should be fair and reasonable in relation to the additional hours worked. agreed
flexible arrangements may provide for toil without deduction from leave credits in
recognition of extra time worked required to complete job requirements.
(3)
all employees are required to submit flexible work requests to their manager in
writing. any decisions on flexible work requests will also be provided in writing to
employees.
6.3.
part-time employment
(1)
managers may approve reasonable requests from employees for part-time work
arrangements, subject to operational requirements.
(2)
managers may initiate the introduction or extension of part-time employment.
employees will not be required to convert from full-time to part-time hours, or from
part-time to full-time hours, without their agreement.
(3)
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 3328 | long service leave | government service as defined in section 10 of the long service leave act
1976;
•
service with the australian defence forces;
•
aps service immediately preceding deemed resignation under the repealed
section 49 of the public service act 1922, if the service has not previously been
recognised for severance pay purposes.
6.6. for earlier periods of service to count there must be no breaks between the periods of
service, except where:
•
the break in service is less than 1 month and occurs where an offer of
employment with the new employer was made and accepted by the employee
before ceasing employment with the preceding employer; or
•
the earlier period of service was with the aps and ceased because the
employee was deemed to have resigned from the aps on marriage under the
repealed section 49 of the public service act 1922.
6.7. any period of service which ceased:
•
|
| Austrade-Enterprise-Agreement-2019-2022.txt | 3381 | long service leave | 6.8. absences from work which do not count as service for long service leave purposes will
not count as service for severance pay purposes.
payment in lieu of notice
6.9. for the purpose of calculating any payment in lieu of notice or part payment thereof, the
ceo shall use the salary that an employee would have received had they worked during
the notice (or the unexpired portion of the notice period, as appropriate) had the
employment not been terminated.
salary for severance payment calculation purposes
6.10. for the purpose of calculating a severance benefit payment, salary will include:
•
the employee’s salary at their substantive classification level, adjusted where
appropriate for periods of part time service; or
•
the salary of the higher classification level, where the employee has been
working at the higher level for a continuous period of at least 12 months
immediately preceding the date upon which they received notice of
termination; and
•
other allowances in the nature of salary.
7. moving household
7.1. if an employee who would otherwise have been declared excess is redeployed and such
redeployment requires a movement of their household to a new locality, the employee is
entitled to reasonable expenses, as determined by the ceo, associated with that move
on the same basis which would apply if the employee were being promoted. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 353 | overtime | overtime rates;
iii.
penalty rates;
iv.
allowances;
v.
remuneration; and/or
vi.
leave; and
the ifa meets the genuine needs of yourself and the ndia in relation to one or
more of the matters mentioned in subclause 1.12.a; and
c.
the arrangement is genuinely agreed to by yourself and the ceo.
national disability insurance agency enterprise agreement 2020-2023
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part 1 – introduction to your agreement
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 841 | salary advancement | salary advancement in clause 5.6 and 5.10.
4.4.
where you are not fully meeting agreed performance standards as assessed by the
relevant manager, a performance support process according to the principles of
equity, transparency, natural justice and procedural fairness will be initiated. further
information can be found in the policy on improving performance.
learning and development
4.5.
learning and development opportunities are supported across the ndia at all levels.
4.6.
you will have access to appropriate learning and development opportunities as
determined by the ndia, during work time, to develop the skills and knowledge
needed to perform your duties and to address your identified and agreed
development needs.
professional membership reimbursement
4.7.
the ceo may approve reimbursement for the cost of annual membership fees of
professional associations where membership of the association is an essential
requirement in the performance of your duties and is clearly outlined in your
professional or legal officer position description. the rate of reimbursement is
provided in the allowances and reimbursements table at appendix c. further
information can be found in the professional and legal officer policy. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 878 | professional development | support for study and professional development
4.8.
the ceo may provide you with assistance for undertaking an approved course of
study or for professional development. this includes:
a.
leave (paid or unpaid) for study and exams including reasonable travel time
b.
financial assistance or reimbursement of reasonable costs associated with your
study or professional development.
4.9.
the amount of leave and/or financial assistance you may access will be dependent
on the type of study/professional development you are undertaking and will be
negotiated with your manager prior to commencing the study/professional
development. further information can be found in the policy on study and
professional development support.
4.10. the ceo may approve reimbursement towards annual membership of professional
associations relevant to your work in the ndia. the amounts of reimbursement are
outlined in the allowances and reimbursements table in appendix c of this
agreement.
national disability insurance agency enterprise agreement 2020-2023
19 |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 882 | professional development | study or for professional development. this includes:
a.
leave (paid or unpaid) for study and exams including reasonable travel time
b.
financial assistance or reimbursement of reasonable costs associated with your
study or professional development.
4.9.
the amount of leave and/or financial assistance you may access will be dependent
on the type of study/professional development you are undertaking and will be
negotiated with your manager prior to commencing the study/professional
development. further information can be found in the policy on study and
professional development support.
4.10. the ceo may approve reimbursement towards annual membership of professional
associations relevant to your work in the ndia. the amounts of reimbursement are
outlined in the allowances and reimbursements table in appendix c of this
agreement.
national disability insurance agency enterprise agreement 2020-2023
19
part 5 – remuneration
part 5 – remuneration |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 885 | travel | leave (paid or unpaid) for study and exams including reasonable travel time
b.
financial assistance or reimbursement of reasonable costs associated with your
study or professional development.
4.9.
the amount of leave and/or financial assistance you may access will be dependent
on the type of study/professional development you are undertaking and will be
negotiated with your manager prior to commencing the study/professional
development. further information can be found in the policy on study and
professional development support.
4.10. the ceo may approve reimbursement towards annual membership of professional
associations relevant to your work in the ndia. the amounts of reimbursement are
outlined in the allowances and reimbursements table in appendix c of this
agreement.
national disability insurance agency enterprise agreement 2020-2023
19
part 5 – remuneration
part 5 – remuneration
salary increases
5.1.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 890 | professional development | study or professional development.
4.9.
the amount of leave and/or financial assistance you may access will be dependent
on the type of study/professional development you are undertaking and will be
negotiated with your manager prior to commencing the study/professional
development. further information can be found in the policy on study and
professional development support.
4.10. the ceo may approve reimbursement towards annual membership of professional
associations relevant to your work in the ndia. the amounts of reimbursement are
outlined in the allowances and reimbursements table in appendix c of this
agreement.
national disability insurance agency enterprise agreement 2020-2023
19
part 5 – remuneration
part 5 – remuneration
salary increases
5.1.
5.2.
salary increases over the life of the agreement:
a.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 895 | professional development | on the type of study/professional development you are undertaking and will be
negotiated with your manager prior to commencing the study/professional
development. further information can be found in the policy on study and
professional development support.
4.10. the ceo may approve reimbursement towards annual membership of professional
associations relevant to your work in the ndia. the amounts of reimbursement are
outlined in the allowances and reimbursements table in appendix c of this
agreement.
national disability insurance agency enterprise agreement 2020-2023
19
part 5 – remuneration
part 5 – remuneration
salary increases
5.1.
5.2.
salary increases over the life of the agreement:
a.
2.0 per cent on commencement;
b.
2.0 per cent 12 months after commencement; and |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 898 | professional development | professional development support.
4.10. the ceo may approve reimbursement towards annual membership of professional
associations relevant to your work in the ndia. the amounts of reimbursement are
outlined in the allowances and reimbursements table in appendix c of this
agreement.
national disability insurance agency enterprise agreement 2020-2023
19
part 5 – remuneration
part 5 – remuneration
salary increases
5.1.
5.2.
salary increases over the life of the agreement:
a.
2.0 per cent on commencement;
b.
2.0 per cent 12 months after commencement; and
c.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 973 | salary advancement | salary advancement
5.6.
all ongoing employees who are not at the top pay point of their substantive
classification will have their eligibility for salary advancement assessed each year on
31 july.
5.7.
employees who meet the eligibility requirements specified in clause 5.8 will be
entitled to advance to the next pay point of their substantive classification effective
from a common salary advancement date of 1 september each year.
5.8.
you will be eligible for salary advancement, subject to:
a.
having a performance plan in place that continues to apply into the following
assessment period;
b.
having completed at least one performance plan in the current assessment
period, with the exception of employees who completed probation later than 31
march in the assessment period;
c.
for new employees, successful completion of the probation process; |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 977 | salary advancement | classification will have their eligibility for salary advancement assessed each year on
31 july.
5.7.
employees who meet the eligibility requirements specified in clause 5.8 will be
entitled to advance to the next pay point of their substantive classification effective
from a common salary advancement date of 1 september each year.
5.8.
you will be eligible for salary advancement, subject to:
a.
having a performance plan in place that continues to apply into the following
assessment period;
b.
having completed at least one performance plan in the current assessment
period, with the exception of employees who completed probation later than 31
march in the assessment period;
c.
for new employees, successful completion of the probation process;
d.
effectively meeting or exceeding requirements as specified within the |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 984 | salary advancement | from a common salary advancement date of 1 september each year.
5.8.
you will be eligible for salary advancement, subject to:
a.
having a performance plan in place that continues to apply into the following
assessment period;
b.
having completed at least one performance plan in the current assessment
period, with the exception of employees who completed probation later than 31
march in the assessment period;
c.
for new employees, successful completion of the probation process;
d.
effectively meeting or exceeding requirements as specified within the
performance framework;
e.
performance of duties for at least six months within the 12 month assessment
period; and
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 988 | salary advancement | you will be eligible for salary advancement, subject to:
a.
having a performance plan in place that continues to apply into the following
assessment period;
b.
having completed at least one performance plan in the current assessment
period, with the exception of employees who completed probation later than 31
march in the assessment period;
c.
for new employees, successful completion of the probation process;
d.
effectively meeting or exceeding requirements as specified within the
performance framework;
e.
performance of duties for at least six months within the 12 month assessment
period; and
f.
not being subject to a current performance improvement process.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1018 | salary advancement | salary advancement for ongoing employees on higher duties
allowance
5.9.
if at 31 july you are performing higher duties, and have performed these at the
same or higher classification and pay point for an aggregate period of 12 months or
more within the past 24 months, you will receive salary advancement on the common
salary advancement date of 1 september each year subject to:
a.
having a performance plan in place that continues to apply into the following
assessment period;
b.
having completed at least one performance plan in the current assessment
period, with the exception of employees who completed probation later than 31
march in the assessment period;
national disability insurance agency enterprise agreement 2020-2023
21
part 5 – remuneration
c.
effectively meeting or exceeding requirements as specified within the
performance framework;
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1024 | salary advancement | more within the past 24 months, you will receive salary advancement on the common
salary advancement date of 1 september each year subject to:
a.
having a performance plan in place that continues to apply into the following
assessment period;
b.
having completed at least one performance plan in the current assessment
period, with the exception of employees who completed probation later than 31
march in the assessment period;
national disability insurance agency enterprise agreement 2020-2023
21
part 5 – remuneration
c.
effectively meeting or exceeding requirements as specified within the
performance framework;
d.
performance of duties for at least six months within the 12 month assessment
period; and
e. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1025 | salary advancement | salary advancement date of 1 september each year subject to:
a.
having a performance plan in place that continues to apply into the following
assessment period;
b.
having completed at least one performance plan in the current assessment
period, with the exception of employees who completed probation later than 31
march in the assessment period;
national disability insurance agency enterprise agreement 2020-2023
21
part 5 – remuneration
c.
effectively meeting or exceeding requirements as specified within the
performance framework;
d.
performance of duties for at least six months within the 12 month assessment
period; and
e.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1057 | salary advancement | salary advancement for non-ongoing employees
5.10.
if you are a non-ongoing employee with continuous employment of more than 12
months in duration, and you are not at the top of your salary range, you are eligible
for salary advancement. this will be assessed on the anniversary of your
commencement at your classification and pay point subject to:
a.
having a performance plan in place that continues to apply into the following
assessment period;
b.
having completed at least one performance plan in your current assessment
period;
c.
effectively meeting or exceeding requirements as specified within the
performance framework;
d.
performance of duties for at least six months within your 12 month assessment
period; and
e.
not being subject to a current performance improvement process. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1062 | salary advancement | for salary advancement. this will be assessed on the anniversary of your
commencement at your classification and pay point subject to:
a.
having a performance plan in place that continues to apply into the following
assessment period;
b.
having completed at least one performance plan in your current assessment
period;
c.
effectively meeting or exceeding requirements as specified within the
performance framework;
d.
performance of duties for at least six months within your 12 month assessment
period; and
e.
not being subject to a current performance improvement process.
payment of salary
5.11.
your fortnightly rate of pay will be ascertained by applying the following formula: |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1184 | long service leave | leave entitlements except long service leave, and public holidays not rostered to
work.
higher duties allowance (hda)
5.20.
you may be requested to perform temporarily all or part of the duties of a position at
a higher classification.
5.21.
the minimum period of temporary reassignment that can attract payment of hda is
one week, unless the ceo determines there are special circumstances associated
with the duties to be performed for a shorter period.
5.22.
if you are performing all of the duties of a position at a higher classification you will
be paid hda equal to the difference between your usual salary and the base salary
of the higher classification.
5.23.
notwithstanding clause 5.22, where your hda increase to the minimum salary rate
for the higher classification is less than $1500 you will be placed on the second pay
point in the higher classification range.
5.24.
if you are performing part of the duties of a position at a higher classification you will |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1250 | salary packaging | salary packaging arrangements. this clause does not apply where a superannuation
fund cannot accept employer superannuation contributions.
5.30.
employer superannuation contributions will be paid during periods of paid and unpaid
parental leave (including maternity, parental, adoption and foster care leave) for
periods of leave to a maximum of 52 weeks, or as otherwise provided in legislation.
5.31.
the ceo may choose to limit superannuation choice to complying superannuation
funds that allow employee and/or employer contributions to be paid through fortnightly
electronic funds transfer using a file generated by the ndia’s payroll system.
5.32.
any fees applied by a chosen fund associated with the administration of
superannuation contributions will be borne by you.
superannuation allowance
5.33.
the ceo may pay a superannuation allowance where the ndia is no longer permitted
to pay employer contributions to your superannuation fund (due to your age).
5.34.
the superannuation allowance will be equivalent to the amount that the ndia would
have paid if you were entitled to receive employer superannuation contributions, less |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1256 | parental leave | parental leave (including maternity, parental, adoption and foster care leave) for
periods of leave to a maximum of 52 weeks, or as otherwise provided in legislation.
5.31.
the ceo may choose to limit superannuation choice to complying superannuation
funds that allow employee and/or employer contributions to be paid through fortnightly
electronic funds transfer using a file generated by the ndia’s payroll system.
5.32.
any fees applied by a chosen fund associated with the administration of
superannuation contributions will be borne by you.
superannuation allowance
5.33.
the ceo may pay a superannuation allowance where the ndia is no longer permitted
to pay employer contributions to your superannuation fund (due to your age).
5.34.
the superannuation allowance will be equivalent to the amount that the ndia would
have paid if you were entitled to receive employer superannuation contributions, less
any contribution amount accepted to your superannuation fund.
national disability insurance agency enterprise agreement 2020-2023
25
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1288 | salary packaging | salary packaging
5.35.
if you are an ongoing or non-ongoing employee with an initial contract of at least
three months you will have access to salary packaging. further information can be
found in the guide produced by the ndia's salary packaging provider/s.
5.36.
where you take up the option of salary packaging, the arrangements will not reduce
your salary for the calculation of superannuation or any other purpose.
5.37.
you will meet the costs of any salary packaging arrangement, any fringe benefits tax
and administrative costs incurred by the ndia.
supported salary rates
5.38.
the ceo may approve supported wage rates as set out in appendix b to apply to an
employee with disability who is eligible for consideration under the supported wage
system.
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26
part 6 – allowances and reimbursements
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1292 | salary packaging | three months you will have access to salary packaging. further information can be
found in the guide produced by the ndia's salary packaging provider/s.
5.36.
where you take up the option of salary packaging, the arrangements will not reduce
your salary for the calculation of superannuation or any other purpose.
5.37.
you will meet the costs of any salary packaging arrangement, any fringe benefits tax
and administrative costs incurred by the ndia.
supported salary rates
5.38.
the ceo may approve supported wage rates as set out in appendix b to apply to an
employee with disability who is eligible for consideration under the supported wage
system.
national disability insurance agency enterprise agreement 2020-2023
26
part 6 – allowances and reimbursements
part 6 – allowances and reimbursements
6.1.
all salary-related allowances will increase in line with general salary increases as per |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1293 | salary packaging | found in the guide produced by the ndia's salary packaging provider/s.
5.36.
where you take up the option of salary packaging, the arrangements will not reduce
your salary for the calculation of superannuation or any other purpose.
5.37.
you will meet the costs of any salary packaging arrangement, any fringe benefits tax
and administrative costs incurred by the ndia.
supported salary rates
5.38.
the ceo may approve supported wage rates as set out in appendix b to apply to an
employee with disability who is eligible for consideration under the supported wage
system.
national disability insurance agency enterprise agreement 2020-2023
26
part 6 – allowances and reimbursements
part 6 – allowances and reimbursements
6.1.
all salary-related allowances will increase in line with general salary increases as per
clause 5.1. expense-related allowances and reimbursements will increase in line with |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1297 | salary packaging | where you take up the option of salary packaging, the arrangements will not reduce
your salary for the calculation of superannuation or any other purpose.
5.37.
you will meet the costs of any salary packaging arrangement, any fringe benefits tax
and administrative costs incurred by the ndia.
supported salary rates
5.38.
the ceo may approve supported wage rates as set out in appendix b to apply to an
employee with disability who is eligible for consideration under the supported wage
system.
national disability insurance agency enterprise agreement 2020-2023
26
part 6 – allowances and reimbursements
part 6 – allowances and reimbursements
6.1.
all salary-related allowances will increase in line with general salary increases as per
clause 5.1. expense-related allowances and reimbursements will increase in line with
the general consumer price index or applicable commonwealth subscription
services as per appendix c.
workplace contact officer allowance |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1302 | salary packaging | you will meet the costs of any salary packaging arrangement, any fringe benefits tax
and administrative costs incurred by the ndia.
supported salary rates
5.38.
the ceo may approve supported wage rates as set out in appendix b to apply to an
employee with disability who is eligible for consideration under the supported wage
system.
national disability insurance agency enterprise agreement 2020-2023
26
part 6 – allowances and reimbursements
part 6 – allowances and reimbursements
6.1.
all salary-related allowances will increase in line with general salary increases as per
clause 5.1. expense-related allowances and reimbursements will increase in line with
the general consumer price index or applicable commonwealth subscription
services as per appendix c.
workplace contact officer allowance
6.2.
if you are elected by the applicable act or appointed by the ceo to undertake any of
the workplace contact officer roles, including:
a. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1405 | overtime | overtime meal allowance
6.9.
the ceo will approve the payment of an overtime meal allowance when you work
approved overtime before or after your hours of duty (as established by your work
pattern) or for a period not continuous with your hours of duty (for example weekends
and/or public holidays) to the completion of or beyond a meal period. further
information can be found in the policy on allowances.
6.10.
overtime meal allowance will be varied in accordance with rates published by the
relevant subscription service and can be found in the allowances and
reimbursements table in appendix c of this agreement. it is not an allowance in the
nature of salary.
national disability insurance agency enterprise agreement 2020-2023
28
part 6 – allowances and reimbursements
remote locality assistance
6.11.
if you live and work in an ndia designated remote locality, you will be eligible for
certain assistance as determined by the ceo, which may include:
6.12.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1408 | overtime | the ceo will approve the payment of an overtime meal allowance when you work
approved overtime before or after your hours of duty (as established by your work
pattern) or for a period not continuous with your hours of duty (for example weekends
and/or public holidays) to the completion of or beyond a meal period. further
information can be found in the policy on allowances.
6.10.
overtime meal allowance will be varied in accordance with rates published by the
relevant subscription service and can be found in the allowances and
reimbursements table in appendix c of this agreement. it is not an allowance in the
nature of salary.
national disability insurance agency enterprise agreement 2020-2023
28
part 6 – allowances and reimbursements
remote locality assistance
6.11.
if you live and work in an ndia designated remote locality, you will be eligible for
certain assistance as determined by the ceo, which may include:
6.12.
a.
payment of remote locality assistance allowance; |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1409 | overtime | approved overtime before or after your hours of duty (as established by your work
pattern) or for a period not continuous with your hours of duty (for example weekends
and/or public holidays) to the completion of or beyond a meal period. further
information can be found in the policy on allowances.
6.10.
overtime meal allowance will be varied in accordance with rates published by the
relevant subscription service and can be found in the allowances and
reimbursements table in appendix c of this agreement. it is not an allowance in the
nature of salary.
national disability insurance agency enterprise agreement 2020-2023
28
part 6 – allowances and reimbursements
remote locality assistance
6.11.
if you live and work in an ndia designated remote locality, you will be eligible for
certain assistance as determined by the ceo, which may include:
6.12.
a.
payment of remote locality assistance allowance;
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1416 | overtime | overtime meal allowance will be varied in accordance with rates published by the
relevant subscription service and can be found in the allowances and
reimbursements table in appendix c of this agreement. it is not an allowance in the
nature of salary.
national disability insurance agency enterprise agreement 2020-2023
28
part 6 – allowances and reimbursements
remote locality assistance
6.11.
if you live and work in an ndia designated remote locality, you will be eligible for
certain assistance as determined by the ceo, which may include:
6.12.
a.
payment of remote locality assistance allowance;
b.
remote locality leave fares;
c.
other fares assistance; |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1465 | travel | ‘best fare of the day’ to travel to and from the remote locality to the nearest capital
city and return for periods of leave. the accrual rate is:
6.14.
grade
remote locality leave fares
a&b
one every two years
c&d
one each year
the ceo may approve fares reimbursement to you and your dependants living in an
ndia designated remote locality in the following circumstances:
a.
to attend the nearest qualified medical or dental practitioner for medical,
emergency dental or specialist medical treatment where the treatment is not
available at your usual location;
b.
where a close relative of yours, or your spouse, dies or becomes dangerously
or critically ill; or
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1497 | travel | for return travel for each dependant aged 21 years or under from the place they
undertake full-time study to your locality four times per year.
national disability insurance agency enterprise agreement 2020-2023
29
part 6 – allowances and reimbursements
additional leave
6.15.
full-time employees living in an ndia designated remote locality will accrue
additional annual leave as listed below. part-time employees are entitled to accrue
pro-rata leave in accordance with the hours they work. further information can be
found in the policy on remote localities.
grade
additional annual leave for remote localities
a
two days
b
three days
c
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1537 | travel | that may be incurred when travelling to remote and very remote areas for business
purposes. the applicable rates will increase annually in line with the general salary
increases and are outlined in the allowances and reimbursements table at appendix c.
further information can be found in the policy on remote localities.
assessment of remote localities
6.17.
the ndia determines and grades remote localities in accordance with the
accessibility and remoteness index of australia (aria) further weighted by
population, temperature and access to air services. further information can be found
in the policy on remote localities.
6.18.
the ceo will determine further locations that will attract remote locality assistance
upon application of the methodology in clause 6.17, and what assistance may be
provided.
national disability insurance agency enterprise agreement 2020-2023
30
part 6 – allowances and reimbursements
contribution to employee housing
6.19.
where you are stationed in a designated remote locality and reside in
accommodation arranged by the ndia, you will be required to pay a contribution. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1581 | travel | excess fares incurred by you as a result of work related travel while performing duty
temporarily at another location.
6.22.
payment of excess fares is limited to three months and will not be made if you are in
receipt of travelling allowance.
relocation assistance
6.23.
where you are an eligible employee, the ceo will determine a package to assist with
certain reasonable expenses associated with the relocation of your primary residence for
yourself and your family. further information can be found in the policy on relocation.
6.24.
relocation assistance will be available for compulsory moves up to $20,000, or
where the ceo deems special circumstances exist up to $40,000.
6.25.
relocation assistance may be available for moves as a result of promotion,
engagement or reassignment of duties, where it is considered to be in the best
interests of the ndia up to $10,000 or where the ceo deems special circumstances
exist up to $20,000.
6.26.
reasonable expenses related to the relocation of you and your family may include: |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1587 | travel | receipt of travelling allowance.
relocation assistance
6.23.
where you are an eligible employee, the ceo will determine a package to assist with
certain reasonable expenses associated with the relocation of your primary residence for
yourself and your family. further information can be found in the policy on relocation.
6.24.
relocation assistance will be available for compulsory moves up to $20,000, or
where the ceo deems special circumstances exist up to $40,000.
6.25.
relocation assistance may be available for moves as a result of promotion,
engagement or reassignment of duties, where it is considered to be in the best
interests of the ndia up to $10,000 or where the ceo deems special circumstances
exist up to $20,000.
6.26.
reasonable expenses related to the relocation of you and your family may include:
a.
removalist costs;
b.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1617 | travel | travel;
national disability insurance agency enterprise agreement 2020-2023
31
part 6 – allowances and reimbursements
6.27.
c.
temporary accommodation; and/or
d.
costs incurred in the sale/purchase of your primary residence.
where you are eligible for relocation assistance you may receive an additional oneoff incidental allowance to cover reasonable costs associated with the move. the
rate of the allowance is set out in the allowances and reimbursements table at
appendix c of this agreement and may be varied in accordance with rates published
by the relevant subscription service.
excess travel time
6.28.
the ceo will approve an excess travel time (ett) payment where the ndia
initiates a change to your primary place of work and additional time necessarily spent
in travel is required.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1640 | travel | excess travel time
6.28.
the ceo will approve an excess travel time (ett) payment where the ndia
initiates a change to your primary place of work and additional time necessarily spent
in travel is required.
6.29.
6.30.
excess travel time is payable to employees:
a.
at or below aps6;
b.
where the additional travel time is in excess of 30 minutes in any one day;
c.
not in receipt of travelling allowance; and
d.
for a maximum period of three months.
payment will be made at single time on mondays to saturdays and time and a half on
sundays and public holidays as outlined in appendix c. time off in lieu of payment |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1643 | travel | the ceo will approve an excess travel time (ett) payment where the ndia
initiates a change to your primary place of work and additional time necessarily spent
in travel is required.
6.29.
6.30.
excess travel time is payable to employees:
a.
at or below aps6;
b.
where the additional travel time is in excess of 30 minutes in any one day;
c.
not in receipt of travelling allowance; and
d.
for a maximum period of three months.
payment will be made at single time on mondays to saturdays and time and a half on
sundays and public holidays as outlined in appendix c. time off in lieu of payment
may be granted on an hour for hour basis.
6.31. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1645 | travel | in travel is required.
6.29.
6.30.
excess travel time is payable to employees:
a.
at or below aps6;
b.
where the additional travel time is in excess of 30 minutes in any one day;
c.
not in receipt of travelling allowance; and
d.
for a maximum period of three months.
payment will be made at single time on mondays to saturdays and time and a half on
sundays and public holidays as outlined in appendix c. time off in lieu of payment
may be granted on an hour for hour basis.
6.31.
you may negotiate alternative arrangements such as taking time off in lieu rather |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1651 | travel | excess travel time is payable to employees:
a.
at or below aps6;
b.
where the additional travel time is in excess of 30 minutes in any one day;
c.
not in receipt of travelling allowance; and
d.
for a maximum period of three months.
payment will be made at single time on mondays to saturdays and time and a half on
sundays and public holidays as outlined in appendix c. time off in lieu of payment
may be granted on an hour for hour basis.
6.31.
you may negotiate alternative arrangements such as taking time off in lieu rather
than receive the ett payment, the maximum period of three months applies to any
alternative arrangements.
6.32.
ett is not payable where on engagement to the ndia you are required to attend |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1658 | travel | where the additional travel time is in excess of 30 minutes in any one day;
c.
not in receipt of travelling allowance; and
d.
for a maximum period of three months.
payment will be made at single time on mondays to saturdays and time and a half on
sundays and public holidays as outlined in appendix c. time off in lieu of payment
may be granted on an hour for hour basis.
6.31.
you may negotiate alternative arrangements such as taking time off in lieu rather
than receive the ett payment, the maximum period of three months applies to any
alternative arrangements.
6.32.
ett is not payable where on engagement to the ndia you are required to attend
another temporary work location not designated as your ongoing primary place of
work or for training purposes. further information can be found in the policy on
allowances.
additional matters
6.33.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1662 | travel | not in receipt of travelling allowance; and
d.
for a maximum period of three months.
payment will be made at single time on mondays to saturdays and time and a half on
sundays and public holidays as outlined in appendix c. time off in lieu of payment
may be granted on an hour for hour basis.
6.31.
you may negotiate alternative arrangements such as taking time off in lieu rather
than receive the ett payment, the maximum period of three months applies to any
alternative arrangements.
6.32.
ett is not payable where on engagement to the ndia you are required to attend
another temporary work location not designated as your ongoing primary place of
work or for training purposes. further information can be found in the policy on
allowances.
additional matters
6.33.
the ceo may determine that it is appropriate to pay you an allowance or
reimbursement for reasonable expenses incurred in the course of your employment.
national disability insurance agency enterprise agreement 2020-2023 |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1712 | travel | part 7 – travelling on agency business
part 7 – travelling on ndia business
7.1.
the ndia will provide you with travel assistance to cover reasonable expenses incurred
while undertaking business travel. for further information see the policy on travel.
7.2.
where you are required to travel outside your work pattern (including hours outside
the bandwidth), flexible working provisions apply. further information can be found in
the policies on hours of duty and flexible working arrangements.
7.3.
the ndia considers it good practice to grant flextime or time off for business travel
as soon as is possible after the hours have been worked and will not refuse
reasonable requests.
travel allowance
7.4.
if you are required to be absent on official business overnight from your usual place
of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1714 | travel | part 7 – travelling on ndia business
7.1.
the ndia will provide you with travel assistance to cover reasonable expenses incurred
while undertaking business travel. for further information see the policy on travel.
7.2.
where you are required to travel outside your work pattern (including hours outside
the bandwidth), flexible working provisions apply. further information can be found in
the policies on hours of duty and flexible working arrangements.
7.3.
the ndia considers it good practice to grant flextime or time off for business travel
as soon as is possible after the hours have been worked and will not refuse
reasonable requests.
travel allowance
7.4.
if you are required to be absent on official business overnight from your usual place
of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service.
7.6. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1717 | travel | the ndia will provide you with travel assistance to cover reasonable expenses incurred
while undertaking business travel. for further information see the policy on travel.
7.2.
where you are required to travel outside your work pattern (including hours outside
the bandwidth), flexible working provisions apply. further information can be found in
the policies on hours of duty and flexible working arrangements.
7.3.
the ndia considers it good practice to grant flextime or time off for business travel
as soon as is possible after the hours have been worked and will not refuse
reasonable requests.
travel allowance
7.4.
if you are required to be absent on official business overnight from your usual place
of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service.
7.6.
if you are on business travel and elect to stay in non-commercial accommodation,
you will receive an allowance in addition to any allowances payable for meals and |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1718 | travel | while undertaking business travel. for further information see the policy on travel.
7.2.
where you are required to travel outside your work pattern (including hours outside
the bandwidth), flexible working provisions apply. further information can be found in
the policies on hours of duty and flexible working arrangements.
7.3.
the ndia considers it good practice to grant flextime or time off for business travel
as soon as is possible after the hours have been worked and will not refuse
reasonable requests.
travel allowance
7.4.
if you are required to be absent on official business overnight from your usual place
of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service.
7.6.
if you are on business travel and elect to stay in non-commercial accommodation,
you will receive an allowance in addition to any allowances payable for meals and
incidentals. the rate of allowance can be found in the allowances and |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1722 | travel | where you are required to travel outside your work pattern (including hours outside
the bandwidth), flexible working provisions apply. further information can be found in
the policies on hours of duty and flexible working arrangements.
7.3.
the ndia considers it good practice to grant flextime or time off for business travel
as soon as is possible after the hours have been worked and will not refuse
reasonable requests.
travel allowance
7.4.
if you are required to be absent on official business overnight from your usual place
of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service.
7.6.
if you are on business travel and elect to stay in non-commercial accommodation,
you will receive an allowance in addition to any allowances payable for meals and
incidentals. the rate of allowance can be found in the allowances and
reimbursements table in appendix c of this agreement.
review travel allowance
7.7. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1723 | bandwidth | the bandwidth), flexible working provisions apply. further information can be found in
the policies on hours of duty and flexible working arrangements.
7.3.
the ndia considers it good practice to grant flextime or time off for business travel
as soon as is possible after the hours have been worked and will not refuse
reasonable requests.
travel allowance
7.4.
if you are required to be absent on official business overnight from your usual place
of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service.
7.6.
if you are on business travel and elect to stay in non-commercial accommodation,
you will receive an allowance in addition to any allowances payable for meals and
incidentals. the rate of allowance can be found in the allowances and
reimbursements table in appendix c of this agreement.
review travel allowance
7.7.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1728 | flextime | the ndia considers it good practice to grant flextime or time off for business travel
as soon as is possible after the hours have been worked and will not refuse
reasonable requests.
travel allowance
7.4.
if you are required to be absent on official business overnight from your usual place
of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service.
7.6.
if you are on business travel and elect to stay in non-commercial accommodation,
you will receive an allowance in addition to any allowances payable for meals and
incidentals. the rate of allowance can be found in the allowances and
reimbursements table in appendix c of this agreement.
review travel allowance
7.7.
after you have temporarily resided in the one locality for a period of 21 days, the
ceo may approve payment of reasonable expenses and reimbursements related to
the travel. further details can be found in the policy on travel.
overseas travel |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1728 | travel | the ndia considers it good practice to grant flextime or time off for business travel
as soon as is possible after the hours have been worked and will not refuse
reasonable requests.
travel allowance
7.4.
if you are required to be absent on official business overnight from your usual place
of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service.
7.6.
if you are on business travel and elect to stay in non-commercial accommodation,
you will receive an allowance in addition to any allowances payable for meals and
incidentals. the rate of allowance can be found in the allowances and
reimbursements table in appendix c of this agreement.
review travel allowance
7.7.
after you have temporarily resided in the one locality for a period of 21 days, the
ceo may approve payment of reasonable expenses and reimbursements related to
the travel. further details can be found in the policy on travel.
overseas travel |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1732 | travel | travel allowance
7.4.
if you are required to be absent on official business overnight from your usual place
of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service.
7.6.
if you are on business travel and elect to stay in non-commercial accommodation,
you will receive an allowance in addition to any allowances payable for meals and
incidentals. the rate of allowance can be found in the allowances and
reimbursements table in appendix c of this agreement.
review travel allowance
7.7.
after you have temporarily resided in the one locality for a period of 21 days, the
ceo may approve payment of reasonable expenses and reimbursements related to
the travel. further details can be found in the policy on travel.
overseas travel
7.8.
the ceo will approve your reasonable accommodation costs and an allowance in
respect of meals and incidental expenses calculated in accordance with the rates |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1732 | travel allowance | travel allowance
7.4.
if you are required to be absent on official business overnight from your usual place
of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service.
7.6.
if you are on business travel and elect to stay in non-commercial accommodation,
you will receive an allowance in addition to any allowances payable for meals and
incidentals. the rate of allowance can be found in the allowances and
reimbursements table in appendix c of this agreement.
review travel allowance
7.7.
after you have temporarily resided in the one locality for a period of 21 days, the
ceo may approve payment of reasonable expenses and reimbursements related to
the travel. further details can be found in the policy on travel.
overseas travel
7.8.
the ceo will approve your reasonable accommodation costs and an allowance in
respect of meals and incidental expenses calculated in accordance with the rates |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1736 | travel | of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service.
7.6.
if you are on business travel and elect to stay in non-commercial accommodation,
you will receive an allowance in addition to any allowances payable for meals and
incidentals. the rate of allowance can be found in the allowances and
reimbursements table in appendix c of this agreement.
review travel allowance
7.7.
after you have temporarily resided in the one locality for a period of 21 days, the
ceo may approve payment of reasonable expenses and reimbursements related to
the travel. further details can be found in the policy on travel.
overseas travel
7.8.
the ceo will approve your reasonable accommodation costs and an allowance in
respect of meals and incidental expenses calculated in accordance with the rates
published by the relevant subscription service if you travel overseas on ndia business.
national disability insurance agency enterprise agreement 2020-2023
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1736 | travel allowance | of work you will be entitled to travel allowance.
7.5.
allowances payable for accommodation, meals and incidentals are those rates
published by the relevant subscription service.
7.6.
if you are on business travel and elect to stay in non-commercial accommodation,
you will receive an allowance in addition to any allowances payable for meals and
incidentals. the rate of allowance can be found in the allowances and
reimbursements table in appendix c of this agreement.
review travel allowance
7.7.
after you have temporarily resided in the one locality for a period of 21 days, the
ceo may approve payment of reasonable expenses and reimbursements related to
the travel. further details can be found in the policy on travel.
overseas travel
7.8.
the ceo will approve your reasonable accommodation costs and an allowance in
respect of meals and incidental expenses calculated in accordance with the rates
published by the relevant subscription service if you travel overseas on ndia business.
national disability insurance agency enterprise agreement 2020-2023
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1745 | travel | if you are on business travel and elect to stay in non-commercial accommodation,
you will receive an allowance in addition to any allowances payable for meals and
incidentals. the rate of allowance can be found in the allowances and
reimbursements table in appendix c of this agreement.
review travel allowance
7.7.
after you have temporarily resided in the one locality for a period of 21 days, the
ceo may approve payment of reasonable expenses and reimbursements related to
the travel. further details can be found in the policy on travel.
overseas travel
7.8.
the ceo will approve your reasonable accommodation costs and an allowance in
respect of meals and incidental expenses calculated in accordance with the rates
published by the relevant subscription service if you travel overseas on ndia business.
national disability insurance agency enterprise agreement 2020-2023
34
part 7 – travelling on agency business
extra family care subsidy
7.9.
where the ndia requires you to be away from your home outside your work pattern
(including hours outside bandwidth), the ceo may approve payment or |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1750 | travel | review travel allowance
7.7.
after you have temporarily resided in the one locality for a period of 21 days, the
ceo may approve payment of reasonable expenses and reimbursements related to
the travel. further details can be found in the policy on travel.
overseas travel
7.8.
the ceo will approve your reasonable accommodation costs and an allowance in
respect of meals and incidental expenses calculated in accordance with the rates
published by the relevant subscription service if you travel overseas on ndia business.
national disability insurance agency enterprise agreement 2020-2023
34
part 7 – travelling on agency business
extra family care subsidy
7.9.
where the ndia requires you to be away from your home outside your work pattern
(including hours outside bandwidth), the ceo may approve payment or
reimbursement (net of government assistance) of the reasonable cost of additional
family care arrangements on receipt of satisfactory evidence. further details can be
found in the policy on reimbursements.
national disability insurance agency enterprise agreement 2020-2023 |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1750 | travel allowance | review travel allowance
7.7.
after you have temporarily resided in the one locality for a period of 21 days, the
ceo may approve payment of reasonable expenses and reimbursements related to
the travel. further details can be found in the policy on travel.
overseas travel
7.8.
the ceo will approve your reasonable accommodation costs and an allowance in
respect of meals and incidental expenses calculated in accordance with the rates
published by the relevant subscription service if you travel overseas on ndia business.
national disability insurance agency enterprise agreement 2020-2023
34
part 7 – travelling on agency business
extra family care subsidy
7.9.
where the ndia requires you to be away from your home outside your work pattern
(including hours outside bandwidth), the ceo may approve payment or
reimbursement (net of government assistance) of the reasonable cost of additional
family care arrangements on receipt of satisfactory evidence. further details can be
found in the policy on reimbursements.
national disability insurance agency enterprise agreement 2020-2023 |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1755 | travel | the travel. further details can be found in the policy on travel.
overseas travel
7.8.
the ceo will approve your reasonable accommodation costs and an allowance in
respect of meals and incidental expenses calculated in accordance with the rates
published by the relevant subscription service if you travel overseas on ndia business.
national disability insurance agency enterprise agreement 2020-2023
34
part 7 – travelling on agency business
extra family care subsidy
7.9.
where the ndia requires you to be away from your home outside your work pattern
(including hours outside bandwidth), the ceo may approve payment or
reimbursement (net of government assistance) of the reasonable cost of additional
family care arrangements on receipt of satisfactory evidence. further details can be
found in the policy on reimbursements.
national disability insurance agency enterprise agreement 2020-2023
35
part 8 – hours of work and working arrangements
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1757 | travel | overseas travel
7.8.
the ceo will approve your reasonable accommodation costs and an allowance in
respect of meals and incidental expenses calculated in accordance with the rates
published by the relevant subscription service if you travel overseas on ndia business.
national disability insurance agency enterprise agreement 2020-2023
34
part 7 – travelling on agency business
extra family care subsidy
7.9.
where the ndia requires you to be away from your home outside your work pattern
(including hours outside bandwidth), the ceo may approve payment or
reimbursement (net of government assistance) of the reasonable cost of additional
family care arrangements on receipt of satisfactory evidence. further details can be
found in the policy on reimbursements.
national disability insurance agency enterprise agreement 2020-2023
35
part 8 – hours of work and working arrangements
part 8 – hours of work and working arrangements
working hours and work pattern |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1762 | travel | published by the relevant subscription service if you travel overseas on ndia business.
national disability insurance agency enterprise agreement 2020-2023
34
part 7 – travelling on agency business
extra family care subsidy
7.9.
where the ndia requires you to be away from your home outside your work pattern
(including hours outside bandwidth), the ceo may approve payment or
reimbursement (net of government assistance) of the reasonable cost of additional
family care arrangements on receipt of satisfactory evidence. further details can be
found in the policy on reimbursements.
national disability insurance agency enterprise agreement 2020-2023
35
part 8 – hours of work and working arrangements
part 8 – hours of work and working arrangements
working hours and work pattern
8.1.
if you are a full-time employee, your total working hours will be 150 hours per four
week settlement period, with an average of 37 hours and 30 minutes per week.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1768 | travel | part 7 – travelling on agency business
extra family care subsidy
7.9.
where the ndia requires you to be away from your home outside your work pattern
(including hours outside bandwidth), the ceo may approve payment or
reimbursement (net of government assistance) of the reasonable cost of additional
family care arrangements on receipt of satisfactory evidence. further details can be
found in the policy on reimbursements.
national disability insurance agency enterprise agreement 2020-2023
35
part 8 – hours of work and working arrangements
part 8 – hours of work and working arrangements
working hours and work pattern
8.1.
if you are a full-time employee, your total working hours will be 150 hours per four
week settlement period, with an average of 37 hours and 30 minutes per week.
8.2.
if you are approved to work less than 150 hours in a settlement period, you are a
part-time employee and your total working hours will be those specified in your
flexible working arrangement.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1774 | bandwidth | (including hours outside bandwidth), the ceo may approve payment or
reimbursement (net of government assistance) of the reasonable cost of additional
family care arrangements on receipt of satisfactory evidence. further details can be
found in the policy on reimbursements.
national disability insurance agency enterprise agreement 2020-2023
35
part 8 – hours of work and working arrangements
part 8 – hours of work and working arrangements
working hours and work pattern
8.1.
if you are a full-time employee, your total working hours will be 150 hours per four
week settlement period, with an average of 37 hours and 30 minutes per week.
8.2.
if you are approved to work less than 150 hours in a settlement period, you are a
part-time employee and your total working hours will be those specified in your
flexible working arrangement.
8.3.
you and your manager will agree on a work pattern. where agreement cannot be
reached, your work pattern will be 8:30am to 12:30pm and 1:30pm to 5:00pm
monday to friday.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1806 | flextime | if you fail to maintain a satisfactory pattern of attendance or misuse flextime
provisions, the ceo may direct your work pattern to be 8:30am to 12:30pm and
1:30pm to 5:00pm monday to friday.
8.5.
your working hours impact your salary, leave entitlements and duties based
allowances in accordance with the provisions of this agreement and relevant
legislation.
8.6.
unless you are a shift worker, you will not be expected to work more than 10 hours in
one day.
8.7.
you must not work more than five consecutive hours without an unpaid meal break of
at least 30 minutes.
8.8.
the standard bandwidth is between the hours 6:30am and 7:30pm monday to friday.
the ndia will not compel you to work outside the bandwidth hours, however for
personal reasons you may request to do so with manager approval. such
arrangements will not attract shift work conditions or payment of overtime.
recording hours worked
8.9.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1828 | bandwidth | the standard bandwidth is between the hours 6:30am and 7:30pm monday to friday.
the ndia will not compel you to work outside the bandwidth hours, however for
personal reasons you may request to do so with manager approval. such
arrangements will not attract shift work conditions or payment of overtime.
recording hours worked
8.9.
you must maintain an accurate record of your working hours in accordance with the
ndia approved method.
national disability insurance agency enterprise agreement 2020-2023
36
part 8 – hours of work and working arrangements
overtime
8.10.
work is considered overtime when you are directed by your supervisor/manager to
perform work that is:
a.
in addition to your agreed work pattern, either full-time or part-time hours,
monday - friday (within the bandwidth); or
8.11.
b. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1829 | bandwidth | the ndia will not compel you to work outside the bandwidth hours, however for
personal reasons you may request to do so with manager approval. such
arrangements will not attract shift work conditions or payment of overtime.
recording hours worked
8.9.
you must maintain an accurate record of your working hours in accordance with the
ndia approved method.
national disability insurance agency enterprise agreement 2020-2023
36
part 8 – hours of work and working arrangements
overtime
8.10.
work is considered overtime when you are directed by your supervisor/manager to
perform work that is:
a.
in addition to your agreed work pattern, either full-time or part-time hours,
monday - friday (within the bandwidth); or
8.11.
b.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1831 | overtime | arrangements will not attract shift work conditions or payment of overtime.
recording hours worked
8.9.
you must maintain an accurate record of your working hours in accordance with the
ndia approved method.
national disability insurance agency enterprise agreement 2020-2023
36
part 8 – hours of work and working arrangements
overtime
8.10.
work is considered overtime when you are directed by your supervisor/manager to
perform work that is:
a.
in addition to your agreed work pattern, either full-time or part-time hours,
monday - friday (within the bandwidth); or
8.11.
b.
outside the bandwidth monday - friday; or
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1845 | overtime | overtime
8.10.
work is considered overtime when you are directed by your supervisor/manager to
perform work that is:
a.
in addition to your agreed work pattern, either full-time or part-time hours,
monday - friday (within the bandwidth); or
8.11.
b.
outside the bandwidth monday - friday; or
c.
on a saturday, sunday or public holiday.
where necessitated by business requirements, the ceo may direct you to work
overtime outside your work pattern. you may refuse to work overtime in
circumstances where the working of such overtime would be unreasonable.
8.12.
the ceo will approve payment for overtime worked.
8.13.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1848 | overtime | work is considered overtime when you are directed by your supervisor/manager to
perform work that is:
a.
in addition to your agreed work pattern, either full-time or part-time hours,
monday - friday (within the bandwidth); or
8.11.
b.
outside the bandwidth monday - friday; or
c.
on a saturday, sunday or public holiday.
where necessitated by business requirements, the ceo may direct you to work
overtime outside your work pattern. you may refuse to work overtime in
circumstances where the working of such overtime would be unreasonable.
8.12.
the ceo will approve payment for overtime worked.
8.13.
if you are eligible to receive overtime payments, overtime hours worked will be paid
or, where agreed, time off in lieu will accrue at the following penalty rates:
a. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1853 | bandwidth | monday - friday (within the bandwidth); or
8.11.
b.
outside the bandwidth monday - friday; or
c.
on a saturday, sunday or public holiday.
where necessitated by business requirements, the ceo may direct you to work
overtime outside your work pattern. you may refuse to work overtime in
circumstances where the working of such overtime would be unreasonable.
8.12.
the ceo will approve payment for overtime worked.
8.13.
if you are eligible to receive overtime payments, overtime hours worked will be paid
or, where agreed, time off in lieu will accrue at the following penalty rates:
a.
overtime worked monday to saturday will be paid at time and a half for the first
three hours each day and double time thereafter;
b. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1859 | bandwidth | outside the bandwidth monday - friday; or
c.
on a saturday, sunday or public holiday.
where necessitated by business requirements, the ceo may direct you to work
overtime outside your work pattern. you may refuse to work overtime in
circumstances where the working of such overtime would be unreasonable.
8.12.
the ceo will approve payment for overtime worked.
8.13.
if you are eligible to receive overtime payments, overtime hours worked will be paid
or, where agreed, time off in lieu will accrue at the following penalty rates:
a.
overtime worked monday to saturday will be paid at time and a half for the first
three hours each day and double time thereafter;
b.
overtime worked on sunday will be paid at the rate of double time; and
c.
overtime worked on a public holiday will be paid at the rate of double time and |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1866 | overtime | overtime outside your work pattern. you may refuse to work overtime in
circumstances where the working of such overtime would be unreasonable.
8.12.
the ceo will approve payment for overtime worked.
8.13.
if you are eligible to receive overtime payments, overtime hours worked will be paid
or, where agreed, time off in lieu will accrue at the following penalty rates:
a.
overtime worked monday to saturday will be paid at time and a half for the first
three hours each day and double time thereafter;
b.
overtime worked on sunday will be paid at the rate of double time; and
c.
overtime worked on a public holiday will be paid at the rate of double time and
a half, except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
8.14.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1867 | overtime | circumstances where the working of such overtime would be unreasonable.
8.12.
the ceo will approve payment for overtime worked.
8.13.
if you are eligible to receive overtime payments, overtime hours worked will be paid
or, where agreed, time off in lieu will accrue at the following penalty rates:
a.
overtime worked monday to saturday will be paid at time and a half for the first
three hours each day and double time thereafter;
b.
overtime worked on sunday will be paid at the rate of double time; and
c.
overtime worked on a public holiday will be paid at the rate of double time and
a half, except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
8.14.
salary rates for the purposes of calculating overtime will include hda and shift |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1871 | overtime | the ceo will approve payment for overtime worked.
8.13.
if you are eligible to receive overtime payments, overtime hours worked will be paid
or, where agreed, time off in lieu will accrue at the following penalty rates:
a.
overtime worked monday to saturday will be paid at time and a half for the first
three hours each day and double time thereafter;
b.
overtime worked on sunday will be paid at the rate of double time; and
c.
overtime worked on a public holiday will be paid at the rate of double time and
a half, except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
8.14.
salary rates for the purposes of calculating overtime will include hda and shift
allowance, if applicable.
8.15.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1875 | overtime | if you are eligible to receive overtime payments, overtime hours worked will be paid
or, where agreed, time off in lieu will accrue at the following penalty rates:
a.
overtime worked monday to saturday will be paid at time and a half for the first
three hours each day and double time thereafter;
b.
overtime worked on sunday will be paid at the rate of double time; and
c.
overtime worked on a public holiday will be paid at the rate of double time and
a half, except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
8.14.
salary rates for the purposes of calculating overtime will include hda and shift
allowance, if applicable.
8.15.
overtime payments will be made for hours actually worked, there will be no minimum
period for which overtime will be paid. where overtime is not continuous, payment
may include payment for reasonable travelling time.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1879 | overtime | overtime worked monday to saturday will be paid at time and a half for the first
three hours each day and double time thereafter;
b.
overtime worked on sunday will be paid at the rate of double time; and
c.
overtime worked on a public holiday will be paid at the rate of double time and
a half, except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
8.14.
salary rates for the purposes of calculating overtime will include hda and shift
allowance, if applicable.
8.15.
overtime payments will be made for hours actually worked, there will be no minimum
period for which overtime will be paid. where overtime is not continuous, payment
may include payment for reasonable travelling time.
rest period
8.16.
where the ceo directs you to work outside your work pattern you will be entitled to a |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1884 | overtime | overtime worked on sunday will be paid at the rate of double time; and
c.
overtime worked on a public holiday will be paid at the rate of double time and
a half, except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
8.14.
salary rates for the purposes of calculating overtime will include hda and shift
allowance, if applicable.
8.15.
overtime payments will be made for hours actually worked, there will be no minimum
period for which overtime will be paid. where overtime is not continuous, payment
may include payment for reasonable travelling time.
rest period
8.16.
where the ceo directs you to work outside your work pattern you will be entitled to a
minimum eight hour break plus reasonable travelling time before commencing work
national disability insurance agency enterprise agreement 2020-2023
37 |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1888 | overtime | overtime worked on a public holiday will be paid at the rate of double time and
a half, except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
8.14.
salary rates for the purposes of calculating overtime will include hda and shift
allowance, if applicable.
8.15.
overtime payments will be made for hours actually worked, there will be no minimum
period for which overtime will be paid. where overtime is not continuous, payment
may include payment for reasonable travelling time.
rest period
8.16.
where the ceo directs you to work outside your work pattern you will be entitled to a
minimum eight hour break plus reasonable travelling time before commencing work
national disability insurance agency enterprise agreement 2020-2023
37
part 8 – hours of work and working arrangements
again, without any loss of pay. where this is not possible due to business |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1896 | overtime | salary rates for the purposes of calculating overtime will include hda and shift
allowance, if applicable.
8.15.
overtime payments will be made for hours actually worked, there will be no minimum
period for which overtime will be paid. where overtime is not continuous, payment
may include payment for reasonable travelling time.
rest period
8.16.
where the ceo directs you to work outside your work pattern you will be entitled to a
minimum eight hour break plus reasonable travelling time before commencing work
national disability insurance agency enterprise agreement 2020-2023
37
part 8 – hours of work and working arrangements
again, without any loss of pay. where this is not possible due to business
requirements, you will be paid for subsequent periods of work at double time until you
have taken an eight hour break.
flexible working arrangements (including part-time)
8.17.
the ndia understands the need to balance your working life with other
commitments, including family and the community. this is supported through the |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1901 | overtime | overtime payments will be made for hours actually worked, there will be no minimum
period for which overtime will be paid. where overtime is not continuous, payment
may include payment for reasonable travelling time.
rest period
8.16.
where the ceo directs you to work outside your work pattern you will be entitled to a
minimum eight hour break plus reasonable travelling time before commencing work
national disability insurance agency enterprise agreement 2020-2023
37
part 8 – hours of work and working arrangements
again, without any loss of pay. where this is not possible due to business
requirements, you will be paid for subsequent periods of work at double time until you
have taken an eight hour break.
flexible working arrangements (including part-time)
8.17.
the ndia understands the need to balance your working life with other
commitments, including family and the community. this is supported through the
provision of a range of flexible working arrangements. when applying these
arrangements and other employment conditions you and your manager will consider
the business needs and any effect on other employees to ensure equitable
outcomes. for further information, see the policies on hours of duty and flexible
working arrangements. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1902 | overtime | period for which overtime will be paid. where overtime is not continuous, payment
may include payment for reasonable travelling time.
rest period
8.16.
where the ceo directs you to work outside your work pattern you will be entitled to a
minimum eight hour break plus reasonable travelling time before commencing work
national disability insurance agency enterprise agreement 2020-2023
37
part 8 – hours of work and working arrangements
again, without any loss of pay. where this is not possible due to business
requirements, you will be paid for subsequent periods of work at double time until you
have taken an eight hour break.
flexible working arrangements (including part-time)
8.17.
the ndia understands the need to balance your working life with other
commitments, including family and the community. this is supported through the
provision of a range of flexible working arrangements. when applying these
arrangements and other employment conditions you and your manager will consider
the business needs and any effect on other employees to ensure equitable
outcomes. for further information, see the policies on hours of duty and flexible
working arrangements.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1903 | travel | may include payment for reasonable travelling time.
rest period
8.16.
where the ceo directs you to work outside your work pattern you will be entitled to a
minimum eight hour break plus reasonable travelling time before commencing work
national disability insurance agency enterprise agreement 2020-2023
37
part 8 – hours of work and working arrangements
again, without any loss of pay. where this is not possible due to business
requirements, you will be paid for subsequent periods of work at double time until you
have taken an eight hour break.
flexible working arrangements (including part-time)
8.17.
the ndia understands the need to balance your working life with other
commitments, including family and the community. this is supported through the
provision of a range of flexible working arrangements. when applying these
arrangements and other employment conditions you and your manager will consider
the business needs and any effect on other employees to ensure equitable
outcomes. for further information, see the policies on hours of duty and flexible
working arrangements.
8.18. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1909 | travel | minimum eight hour break plus reasonable travelling time before commencing work
national disability insurance agency enterprise agreement 2020-2023
37
part 8 – hours of work and working arrangements
again, without any loss of pay. where this is not possible due to business
requirements, you will be paid for subsequent periods of work at double time until you
have taken an eight hour break.
flexible working arrangements (including part-time)
8.17.
the ndia understands the need to balance your working life with other
commitments, including family and the community. this is supported through the
provision of a range of flexible working arrangements. when applying these
arrangements and other employment conditions you and your manager will consider
the business needs and any effect on other employees to ensure equitable
outcomes. for further information, see the policies on hours of duty and flexible
working arrangements.
8.18.
flexible working arrangements for certain circumstances will be provided for in
accordance with section 65 of the fwa.
flextime
8.19. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1937 | flextime | flextime
8.19.
if you are at the aps 1-6 classification, you have access to flextime provisions which
provide flexibility for yourself and the ndia. flextime is about flexibility in relation to
hours worked on any particular day and is available within the standard bandwidth.
8.20.
a flex balance is the time worked in excess of or less than your working hours. the
maximum flex credit which can be carried from one settlement period to another is 37
hours and 30 minutes. the maximum flex debit which can be carried from one
settlement period to another is 22 hours and 30 minutes. with prior approval of the
ceo, you may carry balances in excess of the standard credit or debit allowed.
further details can be found in the policy on flexible working arrangements.
8.21.
in exceptional circumstances, the ceo may approve payment to you, of a flex
balance in excess of 37 hours and 30 minutes at ordinary time rates.
8.22.
where you have a negative flex debit of more than 22 hours and 30 minutes at the
end of a settlement period, the ceo can direct you to use approved annual leave or
have salary payments reduced (in accordance with section 324 of the fwa) to
cancel the excess debit.
national disability insurance agency enterprise agreement 2020-2023
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1940 | flextime | if you are at the aps 1-6 classification, you have access to flextime provisions which
provide flexibility for yourself and the ndia. flextime is about flexibility in relation to
hours worked on any particular day and is available within the standard bandwidth.
8.20.
a flex balance is the time worked in excess of or less than your working hours. the
maximum flex credit which can be carried from one settlement period to another is 37
hours and 30 minutes. the maximum flex debit which can be carried from one
settlement period to another is 22 hours and 30 minutes. with prior approval of the
ceo, you may carry balances in excess of the standard credit or debit allowed.
further details can be found in the policy on flexible working arrangements.
8.21.
in exceptional circumstances, the ceo may approve payment to you, of a flex
balance in excess of 37 hours and 30 minutes at ordinary time rates.
8.22.
where you have a negative flex debit of more than 22 hours and 30 minutes at the
end of a settlement period, the ceo can direct you to use approved annual leave or
have salary payments reduced (in accordance with section 324 of the fwa) to
cancel the excess debit.
national disability insurance agency enterprise agreement 2020-2023
38
part 8 – hours of work and working arrangements |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1940 | flextime provisions | if you are at the aps 1-6 classification, you have access to flextime provisions which
provide flexibility for yourself and the ndia. flextime is about flexibility in relation to
hours worked on any particular day and is available within the standard bandwidth.
8.20.
a flex balance is the time worked in excess of or less than your working hours. the
maximum flex credit which can be carried from one settlement period to another is 37
hours and 30 minutes. the maximum flex debit which can be carried from one
settlement period to another is 22 hours and 30 minutes. with prior approval of the
ceo, you may carry balances in excess of the standard credit or debit allowed.
further details can be found in the policy on flexible working arrangements.
8.21.
in exceptional circumstances, the ceo may approve payment to you, of a flex
balance in excess of 37 hours and 30 minutes at ordinary time rates.
8.22.
where you have a negative flex debit of more than 22 hours and 30 minutes at the
end of a settlement period, the ceo can direct you to use approved annual leave or
have salary payments reduced (in accordance with section 324 of the fwa) to
cancel the excess debit.
national disability insurance agency enterprise agreement 2020-2023
38
part 8 – hours of work and working arrangements |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1941 | flextime | provide flexibility for yourself and the ndia. flextime is about flexibility in relation to
hours worked on any particular day and is available within the standard bandwidth.
8.20.
a flex balance is the time worked in excess of or less than your working hours. the
maximum flex credit which can be carried from one settlement period to another is 37
hours and 30 minutes. the maximum flex debit which can be carried from one
settlement period to another is 22 hours and 30 minutes. with prior approval of the
ceo, you may carry balances in excess of the standard credit or debit allowed.
further details can be found in the policy on flexible working arrangements.
8.21.
in exceptional circumstances, the ceo may approve payment to you, of a flex
balance in excess of 37 hours and 30 minutes at ordinary time rates.
8.22.
where you have a negative flex debit of more than 22 hours and 30 minutes at the
end of a settlement period, the ceo can direct you to use approved annual leave or
have salary payments reduced (in accordance with section 324 of the fwa) to
cancel the excess debit.
national disability insurance agency enterprise agreement 2020-2023
38
part 8 – hours of work and working arrangements
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 1942 | bandwidth | hours worked on any particular day and is available within the standard bandwidth.
8.20.
a flex balance is the time worked in excess of or less than your working hours. the
maximum flex credit which can be carried from one settlement period to another is 37
hours and 30 minutes. the maximum flex debit which can be carried from one
settlement period to another is 22 hours and 30 minutes. with prior approval of the
ceo, you may carry balances in excess of the standard credit or debit allowed.
further details can be found in the policy on flexible working arrangements.
8.21.
in exceptional circumstances, the ceo may approve payment to you, of a flex
balance in excess of 37 hours and 30 minutes at ordinary time rates.
8.22.
where you have a negative flex debit of more than 22 hours and 30 minutes at the
end of a settlement period, the ceo can direct you to use approved annual leave or
have salary payments reduced (in accordance with section 324 of the fwa) to
cancel the excess debit.
national disability insurance agency enterprise agreement 2020-2023
38
part 8 – hours of work and working arrangements
flex leave |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2002 | overtime | to time off or overtime payment may be considered subject to business requirements
following discussion and prior approval with your manager. this would not be on an
hour for hour basis.
8.29.
additional hours would include extra time worked in the office, at home and business
related travel time.
part-time
8.30.
the ceo may engage you to work on a part-time basis, and/or approve an
arrangement for you to work part-time.
8.31.
a full-time employee will not be compelled to work part-time.
8.32.
if you are returning from maternity, adoption/foster or permanent care leave and are
not subject to an approved flexible work arrangement under clause 8.18, you will be
able to access part-time arrangements until your youngest child reaches school age.
8.33.
a part-time employee’s working hours will be a minimum of three continuous hours
per day unless otherwise agreed.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2009 | travel | related travel time.
part-time
8.30.
the ceo may engage you to work on a part-time basis, and/or approve an
arrangement for you to work part-time.
8.31.
a full-time employee will not be compelled to work part-time.
8.32.
if you are returning from maternity, adoption/foster or permanent care leave and are
not subject to an approved flexible work arrangement under clause 8.18, you will be
able to access part-time arrangements until your youngest child reaches school age.
8.33.
a part-time employee’s working hours will be a minimum of three continuous hours
per day unless otherwise agreed.
national disability insurance agency enterprise agreement 2020-2023
39
part 8 – hours of work and working arrangements
8.34. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2057 | long service leave | part-time hours worked except during long service leave where salary will be
calculated in accordance with the long service leave (commonwealth employees)
act 1976 (lsl act).
job sharing
8.38.
the ceo may approve, subject to business requirements, job sharing arrangements
between two or more part-time employees wishing to share one full-time position,
each working part-time on a regular ongoing basis.
teleworking
8.39.
the ceo may approve you working away from your usual work location on a regular,
temporary or intermittent basis. further information can be found in the policy on
flexible working arrangements.
shift work
8.40.
the ceo will, unless exceptional circumstances apply, approve shift work
arrangements and payments in accordance with this clause.
8.41.
you are a shift worker if you are directed by the ceo to perform your work pattern
outside the hours of 7:00am to 7:00pm, monday to friday, and/or on a saturday,
sunday or public holiday for an ongoing or fixed period.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2058 | long service leave | calculated in accordance with the long service leave (commonwealth employees)
act 1976 (lsl act).
job sharing
8.38.
the ceo may approve, subject to business requirements, job sharing arrangements
between two or more part-time employees wishing to share one full-time position,
each working part-time on a regular ongoing basis.
teleworking
8.39.
the ceo may approve you working away from your usual work location on a regular,
temporary or intermittent basis. further information can be found in the policy on
flexible working arrangements.
shift work
8.40.
the ceo will, unless exceptional circumstances apply, approve shift work
arrangements and payments in accordance with this clause.
8.41.
you are a shift worker if you are directed by the ceo to perform your work pattern
outside the hours of 7:00am to 7:00pm, monday to friday, and/or on a saturday,
sunday or public holiday for an ongoing or fixed period.
8.42. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2180 | travel | travelling to and from duty.
restriction duty
8.49.
where the ceo directs you to be contactable and to be available to perform extra
duty outside the bandwidth, you will be paid a restriction allowance. the rate of
payment will be 7.5 per cent of your hourly rate of salary for each restricted hour on
monday to friday, 10 per cent of your hourly rate of salary for each restricted hour on
saturday and sunday, and 15 per cent of your hourly rate of salary for each
restricted hour on public holidays as outlined in appendix c.
8.50.
where you are in receipt of a restriction allowance and are recalled to duty at a place
of work, a three hour minimum overtime payment will apply and where you are
required to perform duty, but are not recalled to a place of work, a one hour minimum
overtime payment will apply.
8.51.
you will not be entitled to receive the restriction allowance for any period for which
overtime is payable.
time off in lieu of payment of overtime and restriction duty
8.52.
where the ceo agrees, you may elect to take time off in lieu at the appropriate
overtime rate instead of the overtime payment.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2186 | bandwidth | duty outside the bandwidth, you will be paid a restriction allowance. the rate of
payment will be 7.5 per cent of your hourly rate of salary for each restricted hour on
monday to friday, 10 per cent of your hourly rate of salary for each restricted hour on
saturday and sunday, and 15 per cent of your hourly rate of salary for each
restricted hour on public holidays as outlined in appendix c.
8.50.
where you are in receipt of a restriction allowance and are recalled to duty at a place
of work, a three hour minimum overtime payment will apply and where you are
required to perform duty, but are not recalled to a place of work, a one hour minimum
overtime payment will apply.
8.51.
you will not be entitled to receive the restriction allowance for any period for which
overtime is payable.
time off in lieu of payment of overtime and restriction duty
8.52.
where the ceo agrees, you may elect to take time off in lieu at the appropriate
overtime rate instead of the overtime payment.
8.53.
where time off in lieu of payment has been agreed, but you have not been granted
that time off within four weeks or another agreed period due to business
requirements, you may elect to receive payment of the original overtime or restriction
duty entitlement. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2195 | overtime | of work, a three hour minimum overtime payment will apply and where you are
required to perform duty, but are not recalled to a place of work, a one hour minimum
overtime payment will apply.
8.51.
you will not be entitled to receive the restriction allowance for any period for which
overtime is payable.
time off in lieu of payment of overtime and restriction duty
8.52.
where the ceo agrees, you may elect to take time off in lieu at the appropriate
overtime rate instead of the overtime payment.
8.53.
where time off in lieu of payment has been agreed, but you have not been granted
that time off within four weeks or another agreed period due to business
requirements, you may elect to receive payment of the original overtime or restriction
duty entitlement.
national disability insurance agency enterprise agreement 2020-2023
42
part 9 – leave
part 9 – leave
general provisions |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2197 | overtime | overtime payment will apply.
8.51.
you will not be entitled to receive the restriction allowance for any period for which
overtime is payable.
time off in lieu of payment of overtime and restriction duty
8.52.
where the ceo agrees, you may elect to take time off in lieu at the appropriate
overtime rate instead of the overtime payment.
8.53.
where time off in lieu of payment has been agreed, but you have not been granted
that time off within four weeks or another agreed period due to business
requirements, you may elect to receive payment of the original overtime or restriction
duty entitlement.
national disability insurance agency enterprise agreement 2020-2023
42
part 9 – leave
part 9 – leave
general provisions
9.1.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2202 | overtime | overtime is payable.
time off in lieu of payment of overtime and restriction duty
8.52.
where the ceo agrees, you may elect to take time off in lieu at the appropriate
overtime rate instead of the overtime payment.
8.53.
where time off in lieu of payment has been agreed, but you have not been granted
that time off within four weeks or another agreed period due to business
requirements, you may elect to receive payment of the original overtime or restriction
duty entitlement.
national disability insurance agency enterprise agreement 2020-2023
42
part 9 – leave
part 9 – leave
general provisions
9.1.
when you apply for leave, the ceo will consider the business requirements of the
ndia and your personal circumstances prior to granting leave.
9.2.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2204 | overtime | time off in lieu of payment of overtime and restriction duty
8.52.
where the ceo agrees, you may elect to take time off in lieu at the appropriate
overtime rate instead of the overtime payment.
8.53.
where time off in lieu of payment has been agreed, but you have not been granted
that time off within four weeks or another agreed period due to business
requirements, you may elect to receive payment of the original overtime or restriction
duty entitlement.
national disability insurance agency enterprise agreement 2020-2023
42
part 9 – leave
part 9 – leave
general provisions
9.1.
when you apply for leave, the ceo will consider the business requirements of the
ndia and your personal circumstances prior to granting leave.
9.2.
generally, you must obtain prior approval for annual, purchased, long service or flex
leave or give notice of the taking of unplanned leave, as soon as practicable, |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2208 | overtime | overtime rate instead of the overtime payment.
8.53.
where time off in lieu of payment has been agreed, but you have not been granted
that time off within four weeks or another agreed period due to business
requirements, you may elect to receive payment of the original overtime or restriction
duty entitlement.
national disability insurance agency enterprise agreement 2020-2023
42
part 9 – leave
part 9 – leave
general provisions
9.1.
when you apply for leave, the ceo will consider the business requirements of the
ndia and your personal circumstances prior to granting leave.
9.2.
generally, you must obtain prior approval for annual, purchased, long service or flex
leave or give notice of the taking of unplanned leave, as soon as practicable,
including notice of the duration, or expected duration, of the leave.
9.3.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2214 | overtime | requirements, you may elect to receive payment of the original overtime or restriction
duty entitlement.
national disability insurance agency enterprise agreement 2020-2023
42
part 9 – leave
part 9 – leave
general provisions
9.1.
when you apply for leave, the ceo will consider the business requirements of the
ndia and your personal circumstances prior to granting leave.
9.2.
generally, you must obtain prior approval for annual, purchased, long service or flex
leave or give notice of the taking of unplanned leave, as soon as practicable,
including notice of the duration, or expected duration, of the leave.
9.3.
where you will be absent from work and illness, injury or an emergency prevents you
from giving advance notice of the need to take leave, you must notify your manager
(or if unavailable, an agreed alternative person) as soon as possible of the reason
and expected length of the absence.
9.4. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2311 | long service leave | having taken a minimum of two weeks annual or long service leave in the past
six months; and
d.
9.14.
having only one cash out application in a calendar year.
you will be paid the full amount that would have been paid had you taken the
entitlement as leave.
personal/carer’s leave
accrual of personal/carer’s leave credits
9.15.
if you are an ongoing or non-ongoing full-time employee you will accrue 18 days
personal/carer’s leave for each full year of service, pro-rata if you are part-time.
9.16.
personal/carer’s leave will accrue daily.
9.17.
if you are an ongoing full-time employee, you will also receive a one off credit of 10
days personal/carer’s leave on engagement to the ndia, pro-rata if you are parttime.
9.18.
if you have exhausted your personal/carer’s leave credits, or you are a casual |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2500 | long service leave | leave. the employee’s annual, purchased or long service leave will be re-credited to
the extent of any other eligible leave granted in its place, subject to the provision of
evidential documentation supporting eligibility for the leave.
9.33.
personal/carer’s leave or compassionate leave for medical/caring purposes cannot
be used to re-credit other forms of paid or unpaid leave other than those prescribed
in clause 9.32 of this agreement.
long service leave
9.34.
you are eligible for long service leave in accordance with the lsl act.
9.35.
the minimum period for which long service leave can be taken is seven calendar
days at full pay or 14 calendar days at half pay. long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity leave
9.36.
you are eligible for maternity leave (paid or unpaid) in accordance with the maternity
leave (commonwealth employees) act 1973 (ml act).
9.37.
if you are entitled to paid maternity leave under the ml act, you will be entitled to |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2510 | long service leave | long service leave
9.34.
you are eligible for long service leave in accordance with the lsl act.
9.35.
the minimum period for which long service leave can be taken is seven calendar
days at full pay or 14 calendar days at half pay. long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity leave
9.36.
you are eligible for maternity leave (paid or unpaid) in accordance with the maternity
leave (commonwealth employees) act 1973 (ml act).
9.37.
if you are entitled to paid maternity leave under the ml act, you will be entitled to
access an additional two weeks paid leave immediately following that period of paid
maternity leave. these two weeks will count as service for all purposes.
9.38.
you may spread the payment for a period of paid maternity leave over a maximum of
28 weeks at half pay, but only the first 14 weeks of leave will count as service.
national disability insurance agency enterprise agreement 2020-2023
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2513 | long service leave | you are eligible for long service leave in accordance with the lsl act.
9.35.
the minimum period for which long service leave can be taken is seven calendar
days at full pay or 14 calendar days at half pay. long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity leave
9.36.
you are eligible for maternity leave (paid or unpaid) in accordance with the maternity
leave (commonwealth employees) act 1973 (ml act).
9.37.
if you are entitled to paid maternity leave under the ml act, you will be entitled to
access an additional two weeks paid leave immediately following that period of paid
maternity leave. these two weeks will count as service for all purposes.
9.38.
you may spread the payment for a period of paid maternity leave over a maximum of
28 weeks at half pay, but only the first 14 weeks of leave will count as service.
national disability insurance agency enterprise agreement 2020-2023
47
part 9 – leave |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2517 | long service leave | the minimum period for which long service leave can be taken is seven calendar
days at full pay or 14 calendar days at half pay. long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity leave
9.36.
you are eligible for maternity leave (paid or unpaid) in accordance with the maternity
leave (commonwealth employees) act 1973 (ml act).
9.37.
if you are entitled to paid maternity leave under the ml act, you will be entitled to
access an additional two weeks paid leave immediately following that period of paid
maternity leave. these two weeks will count as service for all purposes.
9.38.
you may spread the payment for a period of paid maternity leave over a maximum of
28 weeks at half pay, but only the first 14 weeks of leave will count as service.
national disability insurance agency enterprise agreement 2020-2023
47
part 9 – leave
9.39.
maternity leave is inclusive of public holidays and will not be extended because a |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2518 | long service leave | days at full pay or 14 calendar days at half pay. long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity leave
9.36.
you are eligible for maternity leave (paid or unpaid) in accordance with the maternity
leave (commonwealth employees) act 1973 (ml act).
9.37.
if you are entitled to paid maternity leave under the ml act, you will be entitled to
access an additional two weeks paid leave immediately following that period of paid
maternity leave. these two weeks will count as service for all purposes.
9.38.
you may spread the payment for a period of paid maternity leave over a maximum of
28 weeks at half pay, but only the first 14 weeks of leave will count as service.
national disability insurance agency enterprise agreement 2020-2023
47
part 9 – leave
9.39.
maternity leave is inclusive of public holidays and will not be extended because a
public holiday (or christmas reduced activity period) falls during a period of paid or |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2521 | maternity leave | maternity leave
9.36.
you are eligible for maternity leave (paid or unpaid) in accordance with the maternity
leave (commonwealth employees) act 1973 (ml act).
9.37.
if you are entitled to paid maternity leave under the ml act, you will be entitled to
access an additional two weeks paid leave immediately following that period of paid
maternity leave. these two weeks will count as service for all purposes.
9.38.
you may spread the payment for a period of paid maternity leave over a maximum of
28 weeks at half pay, but only the first 14 weeks of leave will count as service.
national disability insurance agency enterprise agreement 2020-2023
47
part 9 – leave
9.39.
maternity leave is inclusive of public holidays and will not be extended because a
public holiday (or christmas reduced activity period) falls during a period of paid or
unpaid maternity leave.
adoption/foster/permanent care leave |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2524 | maternity leave | you are eligible for maternity leave (paid or unpaid) in accordance with the maternity
leave (commonwealth employees) act 1973 (ml act).
9.37.
if you are entitled to paid maternity leave under the ml act, you will be entitled to
access an additional two weeks paid leave immediately following that period of paid
maternity leave. these two weeks will count as service for all purposes.
9.38.
you may spread the payment for a period of paid maternity leave over a maximum of
28 weeks at half pay, but only the first 14 weeks of leave will count as service.
national disability insurance agency enterprise agreement 2020-2023
47
part 9 – leave
9.39.
maternity leave is inclusive of public holidays and will not be extended because a
public holiday (or christmas reduced activity period) falls during a period of paid or
unpaid maternity leave.
adoption/foster/permanent care leave
9.40.
if you adopt, foster or are granted permanent care of a child and are the child’s |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2529 | maternity leave | if you are entitled to paid maternity leave under the ml act, you will be entitled to
access an additional two weeks paid leave immediately following that period of paid
maternity leave. these two weeks will count as service for all purposes.
9.38.
you may spread the payment for a period of paid maternity leave over a maximum of
28 weeks at half pay, but only the first 14 weeks of leave will count as service.
national disability insurance agency enterprise agreement 2020-2023
47
part 9 – leave
9.39.
maternity leave is inclusive of public holidays and will not be extended because a
public holiday (or christmas reduced activity period) falls during a period of paid or
unpaid maternity leave.
adoption/foster/permanent care leave
9.40.
if you adopt, foster or are granted permanent care of a child and are the child’s
primary carer, the ceo will grant you up to 14 weeks adoption/foster/permanent care
leave available from one week prior to the date of placement of the
adoptive/fostered/permanent care child. this includes arrangements involving long
term kinship care that meet the requirements of clauses 9.42, 9.43 and 9.44.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2531 | maternity leave | maternity leave. these two weeks will count as service for all purposes.
9.38.
you may spread the payment for a period of paid maternity leave over a maximum of
28 weeks at half pay, but only the first 14 weeks of leave will count as service.
national disability insurance agency enterprise agreement 2020-2023
47
part 9 – leave
9.39.
maternity leave is inclusive of public holidays and will not be extended because a
public holiday (or christmas reduced activity period) falls during a period of paid or
unpaid maternity leave.
adoption/foster/permanent care leave
9.40.
if you adopt, foster or are granted permanent care of a child and are the child’s
primary carer, the ceo will grant you up to 14 weeks adoption/foster/permanent care
leave available from one week prior to the date of placement of the
adoptive/fostered/permanent care child. this includes arrangements involving long
term kinship care that meet the requirements of clauses 9.42, 9.43 and 9.44.
9.41.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2535 | maternity leave | you may spread the payment for a period of paid maternity leave over a maximum of
28 weeks at half pay, but only the first 14 weeks of leave will count as service.
national disability insurance agency enterprise agreement 2020-2023
47
part 9 – leave
9.39.
maternity leave is inclusive of public holidays and will not be extended because a
public holiday (or christmas reduced activity period) falls during a period of paid or
unpaid maternity leave.
adoption/foster/permanent care leave
9.40.
if you adopt, foster or are granted permanent care of a child and are the child’s
primary carer, the ceo will grant you up to 14 weeks adoption/foster/permanent care
leave available from one week prior to the date of placement of the
adoptive/fostered/permanent care child. this includes arrangements involving long
term kinship care that meet the requirements of clauses 9.42, 9.43 and 9.44.
9.41.
you are entitled to access the provision for 14 weeks paid leave after you have had
at least 12 months of continuous service defined in the same way as it would be to
qualify for paid leave under the ml act.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2546 | maternity leave | maternity leave is inclusive of public holidays and will not be extended because a
public holiday (or christmas reduced activity period) falls during a period of paid or
unpaid maternity leave.
adoption/foster/permanent care leave
9.40.
if you adopt, foster or are granted permanent care of a child and are the child’s
primary carer, the ceo will grant you up to 14 weeks adoption/foster/permanent care
leave available from one week prior to the date of placement of the
adoptive/fostered/permanent care child. this includes arrangements involving long
term kinship care that meet the requirements of clauses 9.42, 9.43 and 9.44.
9.41.
you are entitled to access the provision for 14 weeks paid leave after you have had
at least 12 months of continuous service defined in the same way as it would be to
qualify for paid leave under the ml act.
9.42.
the adopted/foster/permanent care child must not be your child or stepchild, or a
child or stepchild of your partner, unless that child had not been in the custody and
care of you or your partner for a significant period.
9.43.
applications for adoption/foster/permanent care leave must be supported by official
documentary evidence from the relevant person/organisation with statutory
responsibility for the long-term placement of the child. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2548 | maternity leave | unpaid maternity leave.
adoption/foster/permanent care leave
9.40.
if you adopt, foster or are granted permanent care of a child and are the child’s
primary carer, the ceo will grant you up to 14 weeks adoption/foster/permanent care
leave available from one week prior to the date of placement of the
adoptive/fostered/permanent care child. this includes arrangements involving long
term kinship care that meet the requirements of clauses 9.42, 9.43 and 9.44.
9.41.
you are entitled to access the provision for 14 weeks paid leave after you have had
at least 12 months of continuous service defined in the same way as it would be to
qualify for paid leave under the ml act.
9.42.
the adopted/foster/permanent care child must not be your child or stepchild, or a
child or stepchild of your partner, unless that child had not been in the custody and
care of you or your partner for a significant period.
9.43.
applications for adoption/foster/permanent care leave must be supported by official
documentary evidence from the relevant person/organisation with statutory
responsibility for the long-term placement of the child.
9.44. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2602 | parental leave | parental leave
9.47.
the ceo will grant you up to 12 months unpaid parental leave after you have
completed at least 12 months of continuous service defined in the same way as it
would be to qualify for paid leave under the ml act and in accordance with the nes,
if:
a.
the leave is associated with the birth of a child of the employee or the
employee’s spouse or defacto partner or the placement of a child with the
employee for adoption/foster/permanent care; and
b.
9.48.
the employee has or will have a responsibility for the care of the child.
if you are taking 12 months parental leave you may apply for an extension of unpaid
parental leave for a further period of up to 12 months, immediately following the end
of the initial 12 month period.
9.49.
where your partner is entitled to access parental leave (paid or unpaid) either under
this agreement, or in accordance with the terms and conditions of employment
provided by another employer, the total period of parental leave that may be taken
between the couple cannot exceed 24 months after the date of birth or date of
placement of a child.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2605 | parental leave | the ceo will grant you up to 12 months unpaid parental leave after you have
completed at least 12 months of continuous service defined in the same way as it
would be to qualify for paid leave under the ml act and in accordance with the nes,
if:
a.
the leave is associated with the birth of a child of the employee or the
employee’s spouse or defacto partner or the placement of a child with the
employee for adoption/foster/permanent care; and
b.
9.48.
the employee has or will have a responsibility for the care of the child.
if you are taking 12 months parental leave you may apply for an extension of unpaid
parental leave for a further period of up to 12 months, immediately following the end
of the initial 12 month period.
9.49.
where your partner is entitled to access parental leave (paid or unpaid) either under
this agreement, or in accordance with the terms and conditions of employment
provided by another employer, the total period of parental leave that may be taken
between the couple cannot exceed 24 months after the date of birth or date of
placement of a child.
9.50.
periods of unpaid parental leave will not count as service for any purpose. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2620 | parental leave | if you are taking 12 months parental leave you may apply for an extension of unpaid
parental leave for a further period of up to 12 months, immediately following the end
of the initial 12 month period.
9.49.
where your partner is entitled to access parental leave (paid or unpaid) either under
this agreement, or in accordance with the terms and conditions of employment
provided by another employer, the total period of parental leave that may be taken
between the couple cannot exceed 24 months after the date of birth or date of
placement of a child.
9.50.
periods of unpaid parental leave will not count as service for any purpose.
return to work
9.51.
the return to work guarantee provided by section 84 of the fwa applies in respect of
you ending maternity leave, adoption/foster/permanent care leave or parental leave.
9.52.
to avoid doubt, this right to return to work guarantee is administered in accordance
with the fwa and is distinct from your rights upon returning to work in these
circumstances to access part-time employment in accordance with clause 8.32
and/or to have any request for flexible working arrangements considered in
accordance with clause 8.18.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2621 | parental leave | parental leave for a further period of up to 12 months, immediately following the end
of the initial 12 month period.
9.49.
where your partner is entitled to access parental leave (paid or unpaid) either under
this agreement, or in accordance with the terms and conditions of employment
provided by another employer, the total period of parental leave that may be taken
between the couple cannot exceed 24 months after the date of birth or date of
placement of a child.
9.50.
periods of unpaid parental leave will not count as service for any purpose.
return to work
9.51.
the return to work guarantee provided by section 84 of the fwa applies in respect of
you ending maternity leave, adoption/foster/permanent care leave or parental leave.
9.52.
to avoid doubt, this right to return to work guarantee is administered in accordance
with the fwa and is distinct from your rights upon returning to work in these
circumstances to access part-time employment in accordance with clause 8.32
and/or to have any request for flexible working arrangements considered in
accordance with clause 8.18.
national disability insurance agency enterprise agreement 2020-2023 |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2626 | parental leave | where your partner is entitled to access parental leave (paid or unpaid) either under
this agreement, or in accordance with the terms and conditions of employment
provided by another employer, the total period of parental leave that may be taken
between the couple cannot exceed 24 months after the date of birth or date of
placement of a child.
9.50.
periods of unpaid parental leave will not count as service for any purpose.
return to work
9.51.
the return to work guarantee provided by section 84 of the fwa applies in respect of
you ending maternity leave, adoption/foster/permanent care leave or parental leave.
9.52.
to avoid doubt, this right to return to work guarantee is administered in accordance
with the fwa and is distinct from your rights upon returning to work in these
circumstances to access part-time employment in accordance with clause 8.32
and/or to have any request for flexible working arrangements considered in
accordance with clause 8.18.
national disability insurance agency enterprise agreement 2020-2023
49
part 9 – leave
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2628 | parental leave | provided by another employer, the total period of parental leave that may be taken
between the couple cannot exceed 24 months after the date of birth or date of
placement of a child.
9.50.
periods of unpaid parental leave will not count as service for any purpose.
return to work
9.51.
the return to work guarantee provided by section 84 of the fwa applies in respect of
you ending maternity leave, adoption/foster/permanent care leave or parental leave.
9.52.
to avoid doubt, this right to return to work guarantee is administered in accordance
with the fwa and is distinct from your rights upon returning to work in these
circumstances to access part-time employment in accordance with clause 8.32
and/or to have any request for flexible working arrangements considered in
accordance with clause 8.18.
national disability insurance agency enterprise agreement 2020-2023
49
part 9 – leave
supporting partner leave
9.53. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2634 | parental leave | periods of unpaid parental leave will not count as service for any purpose.
return to work
9.51.
the return to work guarantee provided by section 84 of the fwa applies in respect of
you ending maternity leave, adoption/foster/permanent care leave or parental leave.
9.52.
to avoid doubt, this right to return to work guarantee is administered in accordance
with the fwa and is distinct from your rights upon returning to work in these
circumstances to access part-time employment in accordance with clause 8.32
and/or to have any request for flexible working arrangements considered in
accordance with clause 8.18.
national disability insurance agency enterprise agreement 2020-2023
49
part 9 – leave
supporting partner leave
9.53.
the ceo will grant four weeks paid supporting partner leave to you where your
partner, regardless of gender, has given, or is giving birth, to a child/ren or if your
partner is the primary caregiver for an adopted, fostered or permanent care child/ren.
9.54. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2640 | maternity leave | you ending maternity leave, adoption/foster/permanent care leave or parental leave.
9.52.
to avoid doubt, this right to return to work guarantee is administered in accordance
with the fwa and is distinct from your rights upon returning to work in these
circumstances to access part-time employment in accordance with clause 8.32
and/or to have any request for flexible working arrangements considered in
accordance with clause 8.18.
national disability insurance agency enterprise agreement 2020-2023
49
part 9 – leave
supporting partner leave
9.53.
the ceo will grant four weeks paid supporting partner leave to you where your
partner, regardless of gender, has given, or is giving birth, to a child/ren or if your
partner is the primary caregiver for an adopted, fostered or permanent care child/ren.
9.54.
supporting partner leave is available from one week prior to the expected due date or
placement of the child/ren and must be taken within 12 months of the date of birth of
the child/ren or the date of placement of the child/ren for adoption, fostering, or
permanent care.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2640 | parental leave | you ending maternity leave, adoption/foster/permanent care leave or parental leave.
9.52.
to avoid doubt, this right to return to work guarantee is administered in accordance
with the fwa and is distinct from your rights upon returning to work in these
circumstances to access part-time employment in accordance with clause 8.32
and/or to have any request for flexible working arrangements considered in
accordance with clause 8.18.
national disability insurance agency enterprise agreement 2020-2023
49
part 9 – leave
supporting partner leave
9.53.
the ceo will grant four weeks paid supporting partner leave to you where your
partner, regardless of gender, has given, or is giving birth, to a child/ren or if your
partner is the primary caregiver for an adopted, fostered or permanent care child/ren.
9.54.
supporting partner leave is available from one week prior to the expected due date or
placement of the child/ren and must be taken within 12 months of the date of birth of
the child/ren or the date of placement of the child/ren for adoption, fostering, or
permanent care.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 2929 | long service leave | included during periods of annual leave. long service leave will be paid out in
accordance with the lsl act.
9.87.
clause 9.86 does not apply if you are an ongoing employee and you cease
employment with the ndia on one day and commence employment with another
national disability insurance agency enterprise agreement 2020-2023
54
part 9 – leave
aps agency on the next working day, or if you are a non-ongoing employee who
does not have a break in service between periods of engagement with the ndia.
public holidays
9.88.
you will be entitled to the following public holidays each year:
a.
new year’s day (1 january);
b.
australia day (26 january);
c. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3040 | overtime | volunteers will be sought and paid overtime at public holiday rates or provided
equivalent time off in lieu (or a combination of both) including if you are at the
executive level. if there are insufficient volunteers the ceo may direct certain
employees to attend for duty.
9.97.
to avoid doubt, public holiday rates means a payment of double time and a half.
national disability insurance agency enterprise agreement 2020-2023
56
part 10 – wellbeing and diversity
part 10 – wellbeing and diversity
10.1.
the ndia will support a healthy workplace that is safe, free of discrimination,
bullying, harassment and respectful of individuality.
wellbeing
10.2.
the ceo will provide you access to physical and mental wellbeing measures including:
a.
an annual influenza vaccination, available at no cost to you
b. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3326 | long service leave | service with the commonwealth, which is recognised for long service leave
purposes, other than service with a joint commonwealth-state body or body
corporate in which the commonwealth does not have a controlling interest;
d.
service with the adf;
e.
service in another organisation where:
i.
you were transferred from the aps to that organisation with a transfer of
function; or
ii.
you were engaged by that organisation on work within a function and
subsequently engaged as an aps employee as a result of the transfer of
that function to the aps; and
iii.
such function is recognised for long service leave purposes.
11.23. for periods of service to count there must be no breaks between the periods of
service, except where the break in service is less than four weeks and occurs where
an offer of employment with the new employer was made and accepted by you
before ceasing employment with the preceding employer. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3350 | long service leave | such function is recognised for long service leave purposes.
11.23. for periods of service to count there must be no breaks between the periods of
service, except where the break in service is less than four weeks and occurs where
an offer of employment with the new employer was made and accepted by you
before ceasing employment with the preceding employer.
11.24. in calculating a redundancy benefit, service will not count if it ceased:
a.
on any of the grounds for termination specified in section 29 of the psa
(including any additional grounds prescribed in the public service regulations);
b.
on a ground equivalent to any of these grounds in subclause 11.24.a;
c.
through voluntary retirement at or above the minimum retiring age applicable to
you; or
d.
with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit.
11.25. absences from work that do not count as service for long service leave purposes will
not count as service in calculating a redundancy benefit.
period of notice
11.26. where an excess employee’s employment is to be terminated under section 29 of the |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3375 | long service leave | 11.25. absences from work that do not count as service for long service leave purposes will
not count as service in calculating a redundancy benefit.
period of notice
11.26. where an excess employee’s employment is to be terminated under section 29 of the
psa by accepting a voluntary redundancy they will be given four weeks’ notice.
national disability insurance agency enterprise agreement 2020-2023
62
part 11 – workforce planning and adjustment
employees over 45 years of age with at least five years continuous service will be
given five weeks’ notice.
11.27. if you request, and the ceo agrees, that your employment be terminated within this
notice period, you will be paid compensation for the unexpired portion of the notice
period equal to the hours you would have worked during the notice period had your
employment not been terminated.
11.28. the ceo will approve reasonable time off with full pay for you to attend necessary
employment interviews from the start of the notice period. where expenses to attend
interviews are not met by the prospective employer, the ceo will reimburse agreed
reasonable travel and incidental expenses.
involuntary redundancy provisions
retention period
11.29. an excess employee who does not agree to be retrenched with the payment of a
redundancy benefit will be entitled to the following period of retention, commencing
from the date one month after the employee received their offer of voluntary
redundancy: |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3397 | travel | reasonable travel and incidental expenses.
involuntary redundancy provisions
retention period
11.29. an excess employee who does not agree to be retrenched with the payment of a
redundancy benefit will be entitled to the following period of retention, commencing
from the date one month after the employee received their offer of voluntary
redundancy:
a.
13 months where you have 20 or more years of service or are over 45 years of
age; or
b.
seven months for all other employees.
11.30. if you are entitled to a redundancy payment under the nes, the retention period at
clause 11.29 will be reduced by the number of weeks redundancy pay that you will
be entitled to under the nes on termination, as at the expiration of the retention
period (as adjusted by this clause).
11.31. the retention period will not be extended by periods of leave taken by the excess
employee unless, after considering the circumstances of the individual case, the
ceo deems an extension as a result of a period of leave taken to be reasonable.
11.32. where the ceo is satisfied that there is insufficient productive work available for you
during the remainder of the retention period and that there are no reasonable
redeployment prospects in the aps:
national disability insurance agency enterprise agreement 2020-2023
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3472 | travel | meeting reasonable travel and incidental expenses when seeking alternative
employment, where these are not met by the prospective employer.
reduction in classification
11.37. where the ceo proposes to reduce an excess employee’s classification as a means
of securing alternative employment, the employee will be given four weeks’ notice or,
if over 45 years of age with at least five years continuous service, will be given five
weeks’ notice.
11.38. if classification reduction occurs before the end of the retention period, you will
receive payments to maintain your salary level for the balance of the retention period.
the ceo may choose to apply this provision where the reduction is to a lower level
classification and salary in another agency where you are employed under the psa.
national disability insurance agency enterprise agreement 2020-2023
64
part 11 – workforce planning and adjustment
period of notice – termination of the retention period
11.39. an excess employee’s employment will be terminated under section 29 of the psa at
the end of their retention period.
11.40. where an excess employee’s employment is to be terminated they will be given four
weeks’ notice. employees over 45 years of age with at least five years continuous
service will be given five weeks’ notice. this notice period will, as far as practicable,
be concurrent with the employee’s retention period.
11.41. if you are terminated within this notice period, you will be paid compensation for the
unexpired portion of the notice period equal to the hours you would have worked
during the notice period had your employment not been terminated.
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3592 | travel | excess travel time – relates to an allowance where the
ndia initiates a change to the employee’s primary place
of work and additional time is necessarily spent on travel
executive level employee (el) executive level 1 (el1) or executive level 2 (el2)
employees and their equivalent
employee representative
any person whom the employee(s) nominates or elects to
represent and/or act on their behalf. this may include
providers, support workers of employees with disability,
workplace delegates and other employees
family or immediate family
the definition of immediate family under the fwa and
traditional kinship relationships
flextime
the provision to work shorter or longer hours than your
normal work pattern
fwa
fair work act 2009 – the legislative framework that
provides a workplace relations system and laws for all
australian workplaces
fwc |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3594 | travel | of work and additional time is necessarily spent on travel
executive level employee (el) executive level 1 (el1) or executive level 2 (el2)
employees and their equivalent
employee representative
any person whom the employee(s) nominates or elects to
represent and/or act on their behalf. this may include
providers, support workers of employees with disability,
workplace delegates and other employees
family or immediate family
the definition of immediate family under the fwa and
traditional kinship relationships
flextime
the provision to work shorter or longer hours than your
normal work pattern
fwa
fair work act 2009 – the legislative framework that
provides a workplace relations system and laws for all
australian workplaces
fwc
fair work commission - australia's national workplace |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3610 | flextime | flextime
the provision to work shorter or longer hours than your
normal work pattern
fwa
fair work act 2009 – the legislative framework that
provides a workplace relations system and laws for all
australian workplaces
fwc
fair work commission - australia's national workplace
relations tribunal
gst
goods and services tax - a broad-based tax of 10 per
cent on most goods, services and other items sold or
consumed in australia
national disability insurance agency enterprise agreement 2020-2023
67
definitions
hda
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3657 | long service leave | long service leave (commonwealth employees) act
1976
manager
the person to whom you generally report on a day to day
basis for work related matters, and may include a person
referred to as a supervisor
mature age
refers to anyone over the age of 45, as defined by the
australian bureau of statistics
ml act
maternity leave (commonwealth employees) act 1973
naidoc
national aborigines and islanders day observance
committee – responsible for increasing awareness in the
wider community of aboriginal and torres strait islander
cultures
ndia
national disability insurance agency (also known as the
agency)
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3673 | maternity leave | maternity leave (commonwealth employees) act 1973
naidoc
national aborigines and islanders day observance
committee – responsible for increasing awareness in the
wider community of aboriginal and torres strait islander
cultures
ndia
national disability insurance agency (also known as the
agency)
nearest capital city
means:
where the employee is stationed in the northern
territory - adelaide; or
in any other case - the capital city of the state which
is the closest in distance to the employee’s usual
place of work
nes
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3758 | overtime | superannuation scheme rules), overtime, payment of
excess flextime, severance and termination, and
excludes loadings and allowances. neither participation
in salary packaging arrangements nor purchased leave
affect salary as defined
salary advancement
the movement through the salary band within the salary
range for a classification. these increases are counted
as salary for the purposes of determining salary for
superannuation purposes, in accordance with the
relevant superannuation fund rules
national disability insurance agency enterprise agreement 2020-2023
69
definitions
ses
senior executive service employee, as defined under
section 34 of the ps act
substantive
your permanent classification level
transferring employee |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3759 | flextime | excess flextime, severance and termination, and
excludes loadings and allowances. neither participation
in salary packaging arrangements nor purchased leave
affect salary as defined
salary advancement
the movement through the salary band within the salary
range for a classification. these increases are counted
as salary for the purposes of determining salary for
superannuation purposes, in accordance with the
relevant superannuation fund rules
national disability insurance agency enterprise agreement 2020-2023
69
definitions
ses
senior executive service employee, as defined under
section 34 of the ps act
substantive
your permanent classification level
transferring employee
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3761 | salary packaging | in salary packaging arrangements nor purchased leave
affect salary as defined
salary advancement
the movement through the salary band within the salary
range for a classification. these increases are counted
as salary for the purposes of determining salary for
superannuation purposes, in accordance with the
relevant superannuation fund rules
national disability insurance agency enterprise agreement 2020-2023
69
definitions
ses
senior executive service employee, as defined under
section 34 of the ps act
substantive
your permanent classification level
transferring employee
any employee covered by this agreement whose
employment at the ndia was previously covered by a |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 3764 | salary advancement | salary advancement
the movement through the salary band within the salary
range for a classification. these increases are counted
as salary for the purposes of determining salary for
superannuation purposes, in accordance with the
relevant superannuation fund rules
national disability insurance agency enterprise agreement 2020-2023
69
definitions
ses
senior executive service employee, as defined under
section 34 of the ps act
substantive
your permanent classification level
transferring employee
any employee covered by this agreement whose
employment at the ndia was previously covered by a
transferable instrument or a copied state instrument
under the fwa
|
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 4546 | salary advancement | programme. to avoid doubt, if you meet the eligibility criteria for salary advancement
during the programme, you may still advance through the salary band subject to the
clauses in relation to salary advancement.
indigenous australian government development program (iagdp)
a.14
if you are employed under the iagdp you will be placed in the general employment
job stream at the aps 3 classification and on successful completion of the
programme will advance in the general employment job stream to the aps 4
classification.
national disability insurance agency enterprise agreement 2020-2023
75
appendix a
broadbands
a.15
the ceo may establish broadbands in accordance with the public service
classification rules 2000 during the life of this agreement.
a.16
advancement through a broadband may only occur where:
a.
there is sufficient ongoing work at the higher classification; |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 4548 | salary advancement | clauses in relation to salary advancement.
indigenous australian government development program (iagdp)
a.14
if you are employed under the iagdp you will be placed in the general employment
job stream at the aps 3 classification and on successful completion of the
programme will advance in the general employment job stream to the aps 4
classification.
national disability insurance agency enterprise agreement 2020-2023
75
appendix a
broadbands
a.15
the ceo may establish broadbands in accordance with the public service
classification rules 2000 during the life of this agreement.
a.16
advancement through a broadband may only occur where:
a.
there is sufficient ongoing work at the higher classification;
b. |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 5038 | travel | excess travel time payment
single time – mondays to saturdays
as applicable
no
no
no
(refer to clause 6.30)
time and a half on sundays and public holidays
from $20 up to $250 (comcover excess)
as applicable
(reimbursement)
no
no
no
as per commonwealth allowance subscription service
as applicable |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 5132 | overtime | overtime meal allowance (refer to
clause 6.10)
as per commonwealth allowance subscription service
as applicable
no
no
no
professional association
reimbursement
$51 – on commencement of this agreement
per annum
no
no
no
annual increase in line with cpi – 12 months after
commencement of this agreement
(reimbursement) |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 5259 | travel | travel allowance (refer to clauses 7.4
– 7.6, 7.8)
national disability insurance agency enterprise agreement 2020-2023
86
appendix d
appendix d
remote locality assistance
d.1
if you live in an ndia designated remote locality you may be eligible for remote
locality assistance as outlined in the table below.
grade
remote locality
assistance with dependants
remote locality assistance
without dependants
leave fare
entitlement
a
on commencement of this
agreement: $4,084 |
| EA NDIA Enterprise Agreement 2020-23 PDF.txt | 5259 | travel allowance | travel allowance (refer to clauses 7.4
– 7.6, 7.8)
national disability insurance agency enterprise agreement 2020-2023
86
appendix d
appendix d
remote locality assistance
d.1
if you live in an ndia designated remote locality you may be eligible for remote
locality assistance as outlined in the table below.
grade
remote locality
assistance with dependants
remote locality assistance
without dependants
leave fare
entitlement
a
on commencement of this
agreement: $4,084 |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 140 | salary packaging | flexible remuneration packaging (salary packaging)
50–51
13
resignation, permanent transfer to another aps agency
52–54
13–14
death of employee
55
14
supported wage system
56
14
part 1: scope of agreement
coverage
definitions
part 2: classification and remuneration |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 235 | flextime | flextime scheme
104–110
20
executive level employees: flexible hours and time off
111–114
21
part-time work
115–123
20–22
124–202
23–30
annual leave
124–138
23–24
personal leave
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 269 | long service leave | long service leave
154–156
26
parental leave
157–168
26–27
supporting partner’s leave
169–176
27–28
defence reservists leave
177–181
28
other leave
186–185
28
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 275 | parental leave | parental leave
157–168
26–27
supporting partner’s leave
169–176
27–28
defence reservists leave
177–181
28
other leave
186–185
28
public holidays
186–192
28–29
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 327 | overtime | overtime
203–214
31–32
temporary performance at a higher work value
215–223
32
on-call duty
224–228
32–33
part 4: flexible working conditions
unreasonable additional hours
part 5: leave
part 6: other working conditions and allowances
enterprise agreement
2
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 693 | overtime | overtime rates
iii.
allowances
iv.
remuneration
v.
leave
vi.
penalty rates.
(b) the arrangement meets the genuine needs of the delegate and employee in
relation to one or more of the matters mentioned in subclause (a)
(c) the arrangement is genuinely agreed to by the delegate and the employee.
12.
the delegate must ensure that the terms of the ifa:
(a) are about permitted matters under section 172 of the fair work act
(b) are not unlawful terms under section 194 of the fair work act
(c) result in the employee being better off overall than the employee would be if no
arrangement was made.
13. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1192 | long service leave | excluding long service leave.
junior rates
38.
an employee under 18 years of age who is engaged with the classification of aps 1
is a junior employee. the salaries of junior employees are set out in attachment e.
salary increase
39.
the following percentage increases will apply to employees’ salaries from the first
day of the first full pay period commencing on or after:
date
7 days after approval of this
agreement from the fwc
percentage
increase
40.
3%
12 months after
commencement
24 months after
commencement |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1299 | salary packaging | flexible remuneration packaging (salary packaging)
50.
all employees will have access to flexible remuneration packaging. an employee who
participates in flexible remuneration packaging will have their salary for all other
purposes calculated as if the flexible remuneration packaging arrangement had not
been entered into. further information about flexible remuneration can be found in
accc policy.
51.
the accc will meet reasonable internal administrative costs. any costs and taxes
directly associated with the employee’s salary packaging must be met by the
employee.
resignation, permanent transfer to another aps agency
52.
an employee must give 14 days’ written notice of their decision to resign from the
accc, and 1 month’s notice for a voluntary transfer to another aps agency on
permanent transfer or promotion. the delegate may reduce either notice period in
exceptional circumstances.
enterprise agreement—part 2: classification and remuneration
13
53.
a resigning or transferring employee must complete the separation requirements prior |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1311 | salary packaging | directly associated with the employee’s salary packaging must be met by the
employee.
resignation, permanent transfer to another aps agency
52.
an employee must give 14 days’ written notice of their decision to resign from the
accc, and 1 month’s notice for a voluntary transfer to another aps agency on
permanent transfer or promotion. the delegate may reduce either notice period in
exceptional circumstances.
enterprise agreement—part 2: classification and remuneration
13
53.
a resigning or transferring employee must complete the separation requirements prior
to their last working day. the separation requirements are available in accc policy.
54.
where the employee’s date of resignation would fall on a non-business day, the
effective date of the resignation will be the last business day prior to that nonbusiness day.
death of employee
55.
where an employee dies, or the delegate directs that an employee will be presumed
to have died on a particular date, the delegate may authorise the payment of the |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1341 | long service leave | amount of salary, annual leave, long service leave and allowances to which the
employee would have been entitled had they otherwise ceased employment on
resignation or retirement.
supported wage system
56.
the accc will contribute to the supported wage system as outlined in attachment f.
enterprise agreement—part 2: classification and remuneration
14
part 3: performance
probation
57.
an offer of engagement for an employee other than a graduate aps employee (see
clause 27) is conditional on satisfactory completion of a probationary period of 6
months unless the delegate determines otherwise. the delegate has the discretion
to extend the period of probation by up to an additional period of six months (12
months in total) where the delegate considers it appropriate and has provided the
employee at least one month’s written notice of the extension.
58.
during the probationary period, an employee is not subject to either of the following
sections of this agreement:
•
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1637 | long service leave | requests for annual leave, purchased leave or long service leave may be approved,
but will not extend the assessment period unless this is agreed with the delegate or
unless the leave had been approved before the written warning.
89.
the delegate may extend the assessment period for time taken on personal leave if
satisfactory evidence is provided and the leave period was a continuous absence of
five days or more. the total aggregated period of extension cannot exceed two weeks
unless the delegate determines otherwise. a medical certificate or other evidence will
be required for absences due to personal leave of more than three days.
enterprise agreement—part 3: performance
18
part 4: flexible working conditions
access
90.
an employee is entitled to apply for a flexible working arrangement which includes,
but is not limited to:
•
flexible hours of attendance
•
flextime scheme (for aps 1 to aps 6 employees)
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1665 | flextime | flextime scheme (for aps 1 to aps 6 employees)
•
time off in lieu (for el1 and el2 employees)
•
part-time work
•
job-share arrangements
•
home-based work.
91.
an application for a flexible working arrangement (other than the flextime scheme,
time off in lieu or part-time work which are detailed below) will be determined by the
employee’s manager subject to operational requirements and will not be
unreasonably refused by the delegate. further information about flexible working
arrangements can be found in accc policy.
92.
the flexible working conditions described in this part of the agreement are in addition
to, and not conditional on, access to flexible working arrangements in the fair work |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1685 | flextime | an application for a flexible working arrangement (other than the flextime scheme,
time off in lieu or part-time work which are detailed below) will be determined by the
employee’s manager subject to operational requirements and will not be
unreasonably refused by the delegate. further information about flexible working
arrangements can be found in accc policy.
92.
the flexible working conditions described in this part of the agreement are in addition
to, and not conditional on, access to flexible working arrangements in the fair work
act.
hours of work and attendance
93.
the business hours of the accc’s canberra, melbourne and sydney offices are
0830 to 1730 each business day and the accc’s adelaide, brisbane, darwin,
hobart, perth, and townsville offices are 0900 to 1700 each business day.
94.
standard working hours are monday to friday, 7:25 hours per day, 37:05 hours per
week, 74:10 hours per fortnight (known as the settlement period).
95.
standard hours of attendance are monday to friday 0830–1230 and 1330–1655,
public holidays excepted.
96. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1770 | flextime | flextime scheme
104.
an employee with a classification of aps 1 to aps 6 or a training classification,
including part-time employees, may access the flextime scheme. the delegate may
direct that an employee not participate in the flextime scheme. in this case the
employee will work standard or agreed part-time hours unless the delegate agrees
otherwise.
105.
flex credits will accrue on an hour for hour basis for time worked during the flexible
hours of attendance in excess of 7:25 hours per day. flex credits will also accrue on
an hour for hour basis for time spent travelling on official business in australia
regardless of the time of that travel.
106.
attendance beyond standard working hours that is not required in the view of the
employee’s manager will not accrue flex credits. attendance beyond the flexible
hours of attendance will only accrue flex credits with the approval of the employee’s
manager.
107.
an employee may carry over a maximum of 37:05 hours of flex credit to the next
settlement period.
108.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1774 | flextime | including part-time employees, may access the flextime scheme. the delegate may
direct that an employee not participate in the flextime scheme. in this case the
employee will work standard or agreed part-time hours unless the delegate agrees
otherwise.
105.
flex credits will accrue on an hour for hour basis for time worked during the flexible
hours of attendance in excess of 7:25 hours per day. flex credits will also accrue on
an hour for hour basis for time spent travelling on official business in australia
regardless of the time of that travel.
106.
attendance beyond standard working hours that is not required in the view of the
employee’s manager will not accrue flex credits. attendance beyond the flexible
hours of attendance will only accrue flex credits with the approval of the employee’s
manager.
107.
an employee may carry over a maximum of 37:05 hours of flex credit to the next
settlement period.
108.
an employee may carry over more than 37:05 hours flex credit to the next settlement
period with the agreement of their manager. when this occurs, the employee must
reduce their flex credit to less than 37:05 hours by the end of the next settlement
period. if the reduction is not possible because of operational requirements, the |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1775 | flextime | direct that an employee not participate in the flextime scheme. in this case the
employee will work standard or agreed part-time hours unless the delegate agrees
otherwise.
105.
flex credits will accrue on an hour for hour basis for time worked during the flexible
hours of attendance in excess of 7:25 hours per day. flex credits will also accrue on
an hour for hour basis for time spent travelling on official business in australia
regardless of the time of that travel.
106.
attendance beyond standard working hours that is not required in the view of the
employee’s manager will not accrue flex credits. attendance beyond the flexible
hours of attendance will only accrue flex credits with the approval of the employee’s
manager.
107.
an employee may carry over a maximum of 37:05 hours of flex credit to the next
settlement period.
108.
an employee may carry over more than 37:05 hours flex credit to the next settlement
period with the agreement of their manager. when this occurs, the employee must
reduce their flex credit to less than 37:05 hours by the end of the next settlement
period. if the reduction is not possible because of operational requirements, the
employee may elect to be paid overtime at a rate of one and one half for the hours |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1783 | travel | an hour for hour basis for time spent travelling on official business in australia
regardless of the time of that travel.
106.
attendance beyond standard working hours that is not required in the view of the
employee’s manager will not accrue flex credits. attendance beyond the flexible
hours of attendance will only accrue flex credits with the approval of the employee’s
manager.
107.
an employee may carry over a maximum of 37:05 hours of flex credit to the next
settlement period.
108.
an employee may carry over more than 37:05 hours flex credit to the next settlement
period with the agreement of their manager. when this occurs, the employee must
reduce their flex credit to less than 37:05 hours by the end of the next settlement
period. if the reduction is not possible because of operational requirements, the
employee may elect to be paid overtime at a rate of one and one half for the hours
worked in excess of 37:05 hours. an employee may take up to a maximum of 5 days
of flex leave over 2 consecutive settlement periods, subject to their manager’s
approval.
109.
an employee may carry over a maximum of 10 hours of flex debit to the next
settlement period. any flex debit in excess of 10 hours at the end of the settlement |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1784 | travel | regardless of the time of that travel.
106.
attendance beyond standard working hours that is not required in the view of the
employee’s manager will not accrue flex credits. attendance beyond the flexible
hours of attendance will only accrue flex credits with the approval of the employee’s
manager.
107.
an employee may carry over a maximum of 37:05 hours of flex credit to the next
settlement period.
108.
an employee may carry over more than 37:05 hours flex credit to the next settlement
period with the agreement of their manager. when this occurs, the employee must
reduce their flex credit to less than 37:05 hours by the end of the next settlement
period. if the reduction is not possible because of operational requirements, the
employee may elect to be paid overtime at a rate of one and one half for the hours
worked in excess of 37:05 hours. an employee may take up to a maximum of 5 days
of flex leave over 2 consecutive settlement periods, subject to their manager’s
approval.
109.
an employee may carry over a maximum of 10 hours of flex debit to the next
settlement period. any flex debit in excess of 10 hours at the end of the settlement
period will be treated as leave without pay and the employee’s salary will be adjusted |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1804 | overtime | employee may elect to be paid overtime at a rate of one and one half for the hours
worked in excess of 37:05 hours. an employee may take up to a maximum of 5 days
of flex leave over 2 consecutive settlement periods, subject to their manager’s
approval.
109.
an employee may carry over a maximum of 10 hours of flex debit to the next
settlement period. any flex debit in excess of 10 hours at the end of the settlement
period will be treated as leave without pay and the employee’s salary will be adjusted
accordingly.
110.
further information about the flextime scheme can be found in accc policy.
enterprise agreement—part 4: flexible working conditions
20
executive level employees: flexible hours and time off
111.
subject to operational requirements, an employee with a classification of el1 or el2
(executive level employees) may choose their start, finish and break times within the
flexible hours of attendance. an executive level employee may make a request to
their manager for variations to their attendance times and for short-term absences,
including full day absences, without the need for a leave application.
112. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1818 | flextime | further information about the flextime scheme can be found in accc policy.
enterprise agreement—part 4: flexible working conditions
20
executive level employees: flexible hours and time off
111.
subject to operational requirements, an employee with a classification of el1 or el2
(executive level employees) may choose their start, finish and break times within the
flexible hours of attendance. an executive level employee may make a request to
their manager for variations to their attendance times and for short-term absences,
including full day absences, without the need for a leave application.
112.
subject to operational requirements, executive level employees should have a break
of at least 8 hours plus reasonable travelling time, between ceasing work on one day
and commencing work the next day.
113.
an executive level employee will have reasonable access to time off. time off is not
intended to compensate for additional hours worked on a one for one basis.
114.
further information about time off for executive level employees can be found in
accc policy. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1836 | travel | of at least 8 hours plus reasonable travelling time, between ceasing work on one day
and commencing work the next day.
113.
an executive level employee will have reasonable access to time off. time off is not
intended to compensate for additional hours worked on a one for one basis.
114.
further information about time off for executive level employees can be found in
accc policy.
part-time work
115.
an employee who enters into an agreement with the delegate to work fewer hours
than the standard working hours (known as a part-time working arrangement) is a
part-time employee.
116.
the remuneration and other benefits of a part-time employee will be calculated on a
pro rata basis except for the entitlements in the allowances section of part 6 of this
agreement, where a part-time employee will receive the same amount as a full-time
employee.
117.
an employee may: |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1886 | flextime | part-time aps 1-6 employees may participate in the flextime scheme by arrangement
with their manager. flextime cannot be used to vary a part-time employee’s hours
without the employee’s consent.
121.
further information about part-time working arrangements can be found in accc
policy.
parental leave
122.
an employee will have access to a flexible working arrangement consistent with
clause 90 of this agreement at any time in the 6 week period prior to the birth of the
employee’s child, provided the employee has a medical certificate indicating fitness
enterprise agreement—part 4: flexible working conditions
21
for duty. if an employee chooses to work part-time hours (as opposed to using one of
the other flexibility options that are available to the employee) in the period
immediately prior to commencing parental leave, it will impact the rate of parental
leave paid to the employee.
123.
an employee returning from parental leave or supporting partner’s leave:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1887 | flextime | with their manager. flextime cannot be used to vary a part-time employee’s hours
without the employee’s consent.
121.
further information about part-time working arrangements can be found in accc
policy.
parental leave
122.
an employee will have access to a flexible working arrangement consistent with
clause 90 of this agreement at any time in the 6 week period prior to the birth of the
employee’s child, provided the employee has a medical certificate indicating fitness
enterprise agreement—part 4: flexible working conditions
21
for duty. if an employee chooses to work part-time hours (as opposed to using one of
the other flexibility options that are available to the employee) in the period
immediately prior to commencing parental leave, it will impact the rate of parental
leave paid to the employee.
123.
an employee returning from parental leave or supporting partner’s leave:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1895 | parental leave | parental leave
122.
an employee will have access to a flexible working arrangement consistent with
clause 90 of this agreement at any time in the 6 week period prior to the birth of the
employee’s child, provided the employee has a medical certificate indicating fitness
enterprise agreement—part 4: flexible working conditions
21
for duty. if an employee chooses to work part-time hours (as opposed to using one of
the other flexibility options that are available to the employee) in the period
immediately prior to commencing parental leave, it will impact the rate of parental
leave paid to the employee.
123.
an employee returning from parental leave or supporting partner’s leave:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours.
see clauses 117-119 for further information.
enterprise agreement—part 4: flexible working conditions
22
part 5: leave
annual leave |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1908 | parental leave | immediately prior to commencing parental leave, it will impact the rate of parental
leave paid to the employee.
123.
an employee returning from parental leave or supporting partner’s leave:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours.
see clauses 117-119 for further information.
enterprise agreement—part 4: flexible working conditions
22
part 5: leave
annual leave
accrual
124.
annual leave will accrue progressively at a rate of 148:20 hours per year of service
for a full time employee and on a pro rata basis for a part-time employee.
125.
an employee who has received compensation for a total of 45 weeks will accrue
annual leave credits on a pro rata basis for hours actually worked.
approval
126. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1912 | parental leave | an employee returning from parental leave or supporting partner’s leave:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours.
see clauses 117-119 for further information.
enterprise agreement—part 4: flexible working conditions
22
part 5: leave
annual leave
accrual
124.
annual leave will accrue progressively at a rate of 148:20 hours per year of service
for a full time employee and on a pro rata basis for a part-time employee.
125.
an employee who has received compensation for a total of 45 weeks will accrue
annual leave credits on a pro rata basis for hours actually worked.
approval
126.
annual leave can be taken as it accrues, subject to the approval of an employee’s
manager. such approval will not be unreasonably withheld.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 1954 | long service leave | combination of annual leave, purchased leave or long service leave
(b) the employee’s annual leave balance will be no less than 20 days following the
cash out and
(c) the employee has not cashed out annual leave in the 12 months prior to the cash
out date.
129.
the amount payable on cash out will be the full amount that the employee would
have been paid had they taken the annual leave.
130.
an employee must enter into a new agreement and meet the same conditions
outlined in clause 128 each time they wish to cash out annual leave.
annual leave at half pay
131.
subject to the agreement of the employee’s manager, an employee may elect to take
annual leave at half pay provided the leave request is for 5 days (equivalent of 2.5
annual leave credits, pro-rated for part-time employees) or longer. if approved,
annual leave credits will only be deducted for half of the leave duration.
132.
annual leave taken at half pay counts as service.
excess annual leave
133. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2007 | parental leave | combining annual leave with parental leave or
•
using annual leave for study purposes.
135.
if an employee fails to reach an agreement or comply with an agreement as required
by clause 133 or 134, the employee may be directed to take leave until their annual
leave balance is less than 55 days.
136.
further information can be found in accc policy.
purchased leave
137.
an ongoing employee may apply to their manager for up to 4 weeks of purchased
leave. a manager may permit an employee to purchase more than 4 weeks of leave
in exceptional circumstances. further information on purchased leave can be found in
accc policy.
138.
purchased leave must be taken within 26 pays of the date on which it was purchased.
personal leave
definition of personal leave |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2154 | long service leave | an employee on annual leave or long service leave who:
(a) satisfies the definition of sick/carer’s leave in clause 139 produces satisfactory
medical evidence
(b) satisfies the definition of compassionate leave in clause 139 or
enterprise agreement—part 5: leave
25
(c) is on another form of leave provided for by the national employment standards in
the fair work act (including an absence for a community service activity under
section 108) but is not on unpaid parental leave
may apply for personal leave to be approved for that period instead of the annual or
long service leave previously approved. annual leave or long service leave will be recredited for the period of personal leave granted.
153.
an employee is not entitled to paid personal leave while taking parental leave or
supporting partner’s leave, unless otherwise permitted by legislation.
long service leave
154.
an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
155.
the minimum period of long service leave which will be granted is 7 calendar days at
full pay or 14 days at half-pay, per occasion.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2165 | parental leave | section 108) but is not on unpaid parental leave
may apply for personal leave to be approved for that period instead of the annual or
long service leave previously approved. annual leave or long service leave will be recredited for the period of personal leave granted.
153.
an employee is not entitled to paid personal leave while taking parental leave or
supporting partner’s leave, unless otherwise permitted by legislation.
long service leave
154.
an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
155.
the minimum period of long service leave which will be granted is 7 calendar days at
full pay or 14 days at half-pay, per occasion.
156.
long service leave cannot be broken by other forms of leave unless required by
legislation.
parental leave
157.
employees (other than casual employees) who are pregnant, or who have given birth
are covered by the provisions of the maternity leave (commonwealth employees)
act 1973 (the maternity leave act). |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2167 | long service leave | long service leave previously approved. annual leave or long service leave will be recredited for the period of personal leave granted.
153.
an employee is not entitled to paid personal leave while taking parental leave or
supporting partner’s leave, unless otherwise permitted by legislation.
long service leave
154.
an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
155.
the minimum period of long service leave which will be granted is 7 calendar days at
full pay or 14 days at half-pay, per occasion.
156.
long service leave cannot be broken by other forms of leave unless required by
legislation.
parental leave
157.
employees (other than casual employees) who are pregnant, or who have given birth
are covered by the provisions of the maternity leave (commonwealth employees)
act 1973 (the maternity leave act).
158. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2170 | parental leave | an employee is not entitled to paid personal leave while taking parental leave or
supporting partner’s leave, unless otherwise permitted by legislation.
long service leave
154.
an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
155.
the minimum period of long service leave which will be granted is 7 calendar days at
full pay or 14 days at half-pay, per occasion.
156.
long service leave cannot be broken by other forms of leave unless required by
legislation.
parental leave
157.
employees (other than casual employees) who are pregnant, or who have given birth
are covered by the provisions of the maternity leave (commonwealth employees)
act 1973 (the maternity leave act).
158.
employees with an entitlement to paid leave under the maternity leave act are
provided with an additional 4 weeks of paid parental leave, to be taken continuous |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2173 | long service leave | long service leave
154.
an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
155.
the minimum period of long service leave which will be granted is 7 calendar days at
full pay or 14 days at half-pay, per occasion.
156.
long service leave cannot be broken by other forms of leave unless required by
legislation.
parental leave
157.
employees (other than casual employees) who are pregnant, or who have given birth
are covered by the provisions of the maternity leave (commonwealth employees)
act 1973 (the maternity leave act).
158.
employees with an entitlement to paid leave under the maternity leave act are
provided with an additional 4 weeks of paid parental leave, to be taken continuous
with the entitlement to paid maternity leave provided by the maternity leave act.
159. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2176 | long service leave | an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
155.
the minimum period of long service leave which will be granted is 7 calendar days at
full pay or 14 days at half-pay, per occasion.
156.
long service leave cannot be broken by other forms of leave unless required by
legislation.
parental leave
157.
employees (other than casual employees) who are pregnant, or who have given birth
are covered by the provisions of the maternity leave (commonwealth employees)
act 1973 (the maternity leave act).
158.
employees with an entitlement to paid leave under the maternity leave act are
provided with an additional 4 weeks of paid parental leave, to be taken continuous
with the entitlement to paid maternity leave provided by the maternity leave act.
159.
employees who adopt or are the primary caregiver for a permanently fostered child
are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16 |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2181 | long service leave | the minimum period of long service leave which will be granted is 7 calendar days at
full pay or 14 days at half-pay, per occasion.
156.
long service leave cannot be broken by other forms of leave unless required by
legislation.
parental leave
157.
employees (other than casual employees) who are pregnant, or who have given birth
are covered by the provisions of the maternity leave (commonwealth employees)
act 1973 (the maternity leave act).
158.
employees with an entitlement to paid leave under the maternity leave act are
provided with an additional 4 weeks of paid parental leave, to be taken continuous
with the entitlement to paid maternity leave provided by the maternity leave act.
159.
employees who adopt or are the primary caregiver for a permanently fostered child
are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16
weeks of that leave will be paid leave, commencing from the time of placement of the
child, provided the employee satisfies the same qualifying requirements as those
required to receive paid leave in accordance with the maternity leave act.
160. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2186 | long service leave | long service leave cannot be broken by other forms of leave unless required by
legislation.
parental leave
157.
employees (other than casual employees) who are pregnant, or who have given birth
are covered by the provisions of the maternity leave (commonwealth employees)
act 1973 (the maternity leave act).
158.
employees with an entitlement to paid leave under the maternity leave act are
provided with an additional 4 weeks of paid parental leave, to be taken continuous
with the entitlement to paid maternity leave provided by the maternity leave act.
159.
employees who adopt or are the primary caregiver for a permanently fostered child
are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16
weeks of that leave will be paid leave, commencing from the time of placement of the
child, provided the employee satisfies the same qualifying requirements as those
required to receive paid leave in accordance with the maternity leave act.
160.
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age
(b) has not, or will not have, lived continuously with the employee for a period of 6 |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2189 | parental leave | parental leave
157.
employees (other than casual employees) who are pregnant, or who have given birth
are covered by the provisions of the maternity leave (commonwealth employees)
act 1973 (the maternity leave act).
158.
employees with an entitlement to paid leave under the maternity leave act are
provided with an additional 4 weeks of paid parental leave, to be taken continuous
with the entitlement to paid maternity leave provided by the maternity leave act.
159.
employees who adopt or are the primary caregiver for a permanently fostered child
are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16
weeks of that leave will be paid leave, commencing from the time of placement of the
child, provided the employee satisfies the same qualifying requirements as those
required to receive paid leave in accordance with the maternity leave act.
160.
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age
(b) has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement and
(c) is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2193 | maternity leave | are covered by the provisions of the maternity leave (commonwealth employees)
act 1973 (the maternity leave act).
158.
employees with an entitlement to paid leave under the maternity leave act are
provided with an additional 4 weeks of paid parental leave, to be taken continuous
with the entitlement to paid maternity leave provided by the maternity leave act.
159.
employees who adopt or are the primary caregiver for a permanently fostered child
are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16
weeks of that leave will be paid leave, commencing from the time of placement of the
child, provided the employee satisfies the same qualifying requirements as those
required to receive paid leave in accordance with the maternity leave act.
160.
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age
(b) has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement and
(c) is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
161.
documentary evidence of approval for adoption or enduring parental responsibilities |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2194 | maternity leave | act 1973 (the maternity leave act).
158.
employees with an entitlement to paid leave under the maternity leave act are
provided with an additional 4 weeks of paid parental leave, to be taken continuous
with the entitlement to paid maternity leave provided by the maternity leave act.
159.
employees who adopt or are the primary caregiver for a permanently fostered child
are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16
weeks of that leave will be paid leave, commencing from the time of placement of the
child, provided the employee satisfies the same qualifying requirements as those
required to receive paid leave in accordance with the maternity leave act.
160.
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age
(b) has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement and
(c) is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
161.
documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2198 | maternity leave | employees with an entitlement to paid leave under the maternity leave act are
provided with an additional 4 weeks of paid parental leave, to be taken continuous
with the entitlement to paid maternity leave provided by the maternity leave act.
159.
employees who adopt or are the primary caregiver for a permanently fostered child
are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16
weeks of that leave will be paid leave, commencing from the time of placement of the
child, provided the employee satisfies the same qualifying requirements as those
required to receive paid leave in accordance with the maternity leave act.
160.
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age
(b) has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement and
(c) is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
161.
documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
162.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2199 | parental leave | provided with an additional 4 weeks of paid parental leave, to be taken continuous
with the entitlement to paid maternity leave provided by the maternity leave act.
159.
employees who adopt or are the primary caregiver for a permanently fostered child
are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16
weeks of that leave will be paid leave, commencing from the time of placement of the
child, provided the employee satisfies the same qualifying requirements as those
required to receive paid leave in accordance with the maternity leave act.
160.
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age
(b) has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement and
(c) is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
161.
documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
162.
an employee who has insufficient annual leave credits may take 2 days unpaid preadoption leave or pre-foster carer’s leave to attend interviews or examinations |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2200 | maternity leave | with the entitlement to paid maternity leave provided by the maternity leave act.
159.
employees who adopt or are the primary caregiver for a permanently fostered child
are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16
weeks of that leave will be paid leave, commencing from the time of placement of the
child, provided the employee satisfies the same qualifying requirements as those
required to receive paid leave in accordance with the maternity leave act.
160.
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age
(b) has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement and
(c) is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
161.
documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
162.
an employee who has insufficient annual leave credits may take 2 days unpaid preadoption leave or pre-foster carer’s leave to attend interviews or examinations
required to obtain approval to adopt or foster a child. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2205 | parental leave | are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16
weeks of that leave will be paid leave, commencing from the time of placement of the
child, provided the employee satisfies the same qualifying requirements as those
required to receive paid leave in accordance with the maternity leave act.
160.
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age
(b) has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement and
(c) is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
161.
documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
162.
an employee who has insufficient annual leave credits may take 2 days unpaid preadoption leave or pre-foster carer’s leave to attend interviews or examinations
required to obtain approval to adopt or foster a child.
163.
employees who are eligible for paid parental leave may elect to have the payment for
that leave spread over a maximum of 32 weeks at a rate no less than half their |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2208 | maternity leave | required to receive paid leave in accordance with the maternity leave act.
160.
employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age
(b) has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement and
(c) is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
161.
documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
162.
an employee who has insufficient annual leave credits may take 2 days unpaid preadoption leave or pre-foster carer’s leave to attend interviews or examinations
required to obtain approval to adopt or foster a child.
163.
employees who are eligible for paid parental leave may elect to have the payment for
that leave spread over a maximum of 32 weeks at a rate no less than half their
enterprise agreement—part 5: leave
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2212 | parental leave | employees are entitled to parental leave for adoption or permanent foster care when
that child:
(a) is under 16 years of age
(b) has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement and
(c) is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
161.
documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
162.
an employee who has insufficient annual leave credits may take 2 days unpaid preadoption leave or pre-foster carer’s leave to attend interviews or examinations
required to obtain approval to adopt or foster a child.
163.
employees who are eligible for paid parental leave may elect to have the payment for
that leave spread over a maximum of 32 weeks at a rate no less than half their
enterprise agreement—part 5: leave
26
normal salary. where payment is spread over a longer period, a maximum of 16
weeks of the leave period will count as service. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2233 | parental leave | employees who are eligible for paid parental leave may elect to have the payment for
that leave spread over a maximum of 32 weeks at a rate no less than half their
enterprise agreement—part 5: leave
26
normal salary. where payment is spread over a longer period, a maximum of 16
weeks of the leave period will count as service.
164.
on ending the initial 52 weeks of maternity or parental leave, employees may request
an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial 52
week leave period.
165.
unpaid parental leave will not count as service, except for any unpaid leave taken
during the first 16 weeks of maternity or parental leave.
166.
an employee who is a member of an accumulation superannuation fund will be paid
the employer superannuation contribution they were entitled to on their last day of
work before commencing maternity or parental leave until the final day of the second
period of unpaid parental leave provided for in clause 164.
167.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2244 | parental leave | on ending the initial 52 weeks of maternity or parental leave, employees may request
an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial 52
week leave period.
165.
unpaid parental leave will not count as service, except for any unpaid leave taken
during the first 16 weeks of maternity or parental leave.
166.
an employee who is a member of an accumulation superannuation fund will be paid
the employer superannuation contribution they were entitled to on their last day of
work before commencing maternity or parental leave until the final day of the second
period of unpaid parental leave provided for in clause 164.
167.
this leave is inclusive of public holidays and will not be extended because a public
holiday falls during a period of paid or unpaid parental leave.
168.
on ending parental leave, employees:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours.
see clauses 117-119 for further information. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2245 | parental leave | an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial 52
week leave period.
165.
unpaid parental leave will not count as service, except for any unpaid leave taken
during the first 16 weeks of maternity or parental leave.
166.
an employee who is a member of an accumulation superannuation fund will be paid
the employer superannuation contribution they were entitled to on their last day of
work before commencing maternity or parental leave until the final day of the second
period of unpaid parental leave provided for in clause 164.
167.
this leave is inclusive of public holidays and will not be extended because a public
holiday falls during a period of paid or unpaid parental leave.
168.
on ending parental leave, employees:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours.
see clauses 117-119 for further information.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2251 | parental leave | unpaid parental leave will not count as service, except for any unpaid leave taken
during the first 16 weeks of maternity or parental leave.
166.
an employee who is a member of an accumulation superannuation fund will be paid
the employer superannuation contribution they were entitled to on their last day of
work before commencing maternity or parental leave until the final day of the second
period of unpaid parental leave provided for in clause 164.
167.
this leave is inclusive of public holidays and will not be extended because a public
holiday falls during a period of paid or unpaid parental leave.
168.
on ending parental leave, employees:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours.
see clauses 117-119 for further information.
supporting partner’s leave
169.
an employee with 12 months continuous service in the aps who is not the primary
care giver to a dependent child may take up to 15 days paid supporting partner’s
leave. if an employee wishes to extend their supporting partner’s leave, they may |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2252 | parental leave | during the first 16 weeks of maternity or parental leave.
166.
an employee who is a member of an accumulation superannuation fund will be paid
the employer superannuation contribution they were entitled to on their last day of
work before commencing maternity or parental leave until the final day of the second
period of unpaid parental leave provided for in clause 164.
167.
this leave is inclusive of public holidays and will not be extended because a public
holiday falls during a period of paid or unpaid parental leave.
168.
on ending parental leave, employees:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours.
see clauses 117-119 for further information.
supporting partner’s leave
169.
an employee with 12 months continuous service in the aps who is not the primary
care giver to a dependent child may take up to 15 days paid supporting partner’s
leave. if an employee wishes to extend their supporting partner’s leave, they may
take up to 5 days of personal leave. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2258 | parental leave | work before commencing maternity or parental leave until the final day of the second
period of unpaid parental leave provided for in clause 164.
167.
this leave is inclusive of public holidays and will not be extended because a public
holiday falls during a period of paid or unpaid parental leave.
168.
on ending parental leave, employees:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours.
see clauses 117-119 for further information.
supporting partner’s leave
169.
an employee with 12 months continuous service in the aps who is not the primary
care giver to a dependent child may take up to 15 days paid supporting partner’s
leave. if an employee wishes to extend their supporting partner’s leave, they may
take up to 5 days of personal leave.
170.
an employee without 12 months continuous service in the aps who is not the primary
care giver to a dependent child may take up to 5 days of personal leave.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2259 | parental leave | period of unpaid parental leave provided for in clause 164.
167.
this leave is inclusive of public holidays and will not be extended because a public
holiday falls during a period of paid or unpaid parental leave.
168.
on ending parental leave, employees:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours.
see clauses 117-119 for further information.
supporting partner’s leave
169.
an employee with 12 months continuous service in the aps who is not the primary
care giver to a dependent child may take up to 15 days paid supporting partner’s
leave. if an employee wishes to extend their supporting partner’s leave, they may
take up to 5 days of personal leave.
170.
an employee without 12 months continuous service in the aps who is not the primary
care giver to a dependent child may take up to 5 days of personal leave.
171. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2264 | parental leave | holiday falls during a period of paid or unpaid parental leave.
168.
on ending parental leave, employees:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours.
see clauses 117-119 for further information.
supporting partner’s leave
169.
an employee with 12 months continuous service in the aps who is not the primary
care giver to a dependent child may take up to 15 days paid supporting partner’s
leave. if an employee wishes to extend their supporting partner’s leave, they may
take up to 5 days of personal leave.
170.
an employee without 12 months continuous service in the aps who is not the primary
care giver to a dependent child may take up to 5 days of personal leave.
171.
supporting partner’s leave is to be taken within 6 weeks of:
•
the date of the birth |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2268 | parental leave | on ending parental leave, employees:
(a) will have access to part-time work
(b) may request a reversion to full time hours within the period of their part-time
agreement
(c) may request variation of part-time hours.
see clauses 117-119 for further information.
supporting partner’s leave
169.
an employee with 12 months continuous service in the aps who is not the primary
care giver to a dependent child may take up to 15 days paid supporting partner’s
leave. if an employee wishes to extend their supporting partner’s leave, they may
take up to 5 days of personal leave.
170.
an employee without 12 months continuous service in the aps who is not the primary
care giver to a dependent child may take up to 5 days of personal leave.
171.
supporting partner’s leave is to be taken within 6 weeks of:
•
the date of the birth
•
the adoption of the dependent child or |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2478 | long service leave | the employee is absent on long service leave at half pay, the payment for the day will
also be at half pay).
christmas shutdown
193.
accc will shut down at noon on the last working day before christmas day and reopen on the first working day after new year’s day.
194.
payment for absences on working days during christmas shutdown will be made in
accordance with an employee’s usual ordinary hours of work for that day. however,
where an employee would otherwise be absent on leave on that day, the rate of
payment will be in accordance with the payment for that leave entitlement.
195.
an employee required to work during the christmas shutdown will be paid at overtime
rates at a rate of one and one half.
enterprise agreement—part 5: leave
29
196.
where a part-time employee is not rostered to work during any portion of the
shutdown period, the employee may elect to take the equivalent time off by
agreement with their manager.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2495 | overtime | an employee required to work during the christmas shutdown will be paid at overtime
rates at a rate of one and one half.
enterprise agreement—part 5: leave
29
196.
where a part-time employee is not rostered to work during any portion of the
shutdown period, the employee may elect to take the equivalent time off by
agreement with their manager.
portability of leave
197.
where an employee moves into the accc (including on promotion or for an agreed
period) from another agency where they were an ongoing aps employee, the
employee’s unused accrued annual leave and personal leave (however described)
will be transferred, provided there is no break in continuity of service.
198.
where an employee is engaged by the accc immediately following a period of
ongoing employment in the parliamentary service or the act government service,
the employee’s unused accrued annual leave and personal leave (however
described) will be recognised unless the employee received payment in lieu of those
entitlements on termination of employment.
199. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2555 | overtime | overtime
203.
a full-time employee with a classification of aps 6 or below will be paid overtime
when directed by their manager to work outside standard working hours. international
travel does not attract overtime. where operational requirements do not permit prior
direction, overtime can be subsequently approved by the employee’s manager.
further information about overtime can be found in accc policy.
204.
a part-time employee with a classification of aps 6 or below will be paid overtime
when directed by their manager to work:
(a) outside the employee’s agreed hours or
(b) more than the total number of agreed hours in the employee’s settlement period.
205.
where overtime is continuous with ordinary duty, overtime will be paid for actual time
worked. if overtime is not continuous with ordinary duty, an employee will paid a
minimum of 2 hours of overtime.
206.
subject to clauses 210-212, overtime is calculated at the multiplier of time and one
half of the employee’s salary.
207.
where an employee works any period of overtime, the employee is entitled to an 8 |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2558 | overtime | a full-time employee with a classification of aps 6 or below will be paid overtime
when directed by their manager to work outside standard working hours. international
travel does not attract overtime. where operational requirements do not permit prior
direction, overtime can be subsequently approved by the employee’s manager.
further information about overtime can be found in accc policy.
204.
a part-time employee with a classification of aps 6 or below will be paid overtime
when directed by their manager to work:
(a) outside the employee’s agreed hours or
(b) more than the total number of agreed hours in the employee’s settlement period.
205.
where overtime is continuous with ordinary duty, overtime will be paid for actual time
worked. if overtime is not continuous with ordinary duty, an employee will paid a
minimum of 2 hours of overtime.
206.
subject to clauses 210-212, overtime is calculated at the multiplier of time and one
half of the employee’s salary.
207.
where an employee works any period of overtime, the employee is entitled to an 8
hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2560 | travel | travel does not attract overtime. where operational requirements do not permit prior
direction, overtime can be subsequently approved by the employee’s manager.
further information about overtime can be found in accc policy.
204.
a part-time employee with a classification of aps 6 or below will be paid overtime
when directed by their manager to work:
(a) outside the employee’s agreed hours or
(b) more than the total number of agreed hours in the employee’s settlement period.
205.
where overtime is continuous with ordinary duty, overtime will be paid for actual time
worked. if overtime is not continuous with ordinary duty, an employee will paid a
minimum of 2 hours of overtime.
206.
subject to clauses 210-212, overtime is calculated at the multiplier of time and one
half of the employee’s salary.
207.
where an employee works any period of overtime, the employee is entitled to an 8
hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2560 | overtime | travel does not attract overtime. where operational requirements do not permit prior
direction, overtime can be subsequently approved by the employee’s manager.
further information about overtime can be found in accc policy.
204.
a part-time employee with a classification of aps 6 or below will be paid overtime
when directed by their manager to work:
(a) outside the employee’s agreed hours or
(b) more than the total number of agreed hours in the employee’s settlement period.
205.
where overtime is continuous with ordinary duty, overtime will be paid for actual time
worked. if overtime is not continuous with ordinary duty, an employee will paid a
minimum of 2 hours of overtime.
206.
subject to clauses 210-212, overtime is calculated at the multiplier of time and one
half of the employee’s salary.
207.
where an employee works any period of overtime, the employee is entitled to an 8
hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2561 | overtime | direction, overtime can be subsequently approved by the employee’s manager.
further information about overtime can be found in accc policy.
204.
a part-time employee with a classification of aps 6 or below will be paid overtime
when directed by their manager to work:
(a) outside the employee’s agreed hours or
(b) more than the total number of agreed hours in the employee’s settlement period.
205.
where overtime is continuous with ordinary duty, overtime will be paid for actual time
worked. if overtime is not continuous with ordinary duty, an employee will paid a
minimum of 2 hours of overtime.
206.
subject to clauses 210-212, overtime is calculated at the multiplier of time and one
half of the employee’s salary.
207.
where an employee works any period of overtime, the employee is entitled to an 8
hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2562 | overtime | further information about overtime can be found in accc policy.
204.
a part-time employee with a classification of aps 6 or below will be paid overtime
when directed by their manager to work:
(a) outside the employee’s agreed hours or
(b) more than the total number of agreed hours in the employee’s settlement period.
205.
where overtime is continuous with ordinary duty, overtime will be paid for actual time
worked. if overtime is not continuous with ordinary duty, an employee will paid a
minimum of 2 hours of overtime.
206.
subject to clauses 210-212, overtime is calculated at the multiplier of time and one
half of the employee’s salary.
207.
where an employee works any period of overtime, the employee is entitled to an 8
hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime.
208. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2566 | overtime | a part-time employee with a classification of aps 6 or below will be paid overtime
when directed by their manager to work:
(a) outside the employee’s agreed hours or
(b) more than the total number of agreed hours in the employee’s settlement period.
205.
where overtime is continuous with ordinary duty, overtime will be paid for actual time
worked. if overtime is not continuous with ordinary duty, an employee will paid a
minimum of 2 hours of overtime.
206.
subject to clauses 210-212, overtime is calculated at the multiplier of time and one
half of the employee’s salary.
207.
where an employee works any period of overtime, the employee is entitled to an 8
hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime.
208.
an employee will be provided with a taxi voucher or other reimbursement for taxi
travel to and from their home where necessary.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2573 | overtime | where overtime is continuous with ordinary duty, overtime will be paid for actual time
worked. if overtime is not continuous with ordinary duty, an employee will paid a
minimum of 2 hours of overtime.
206.
subject to clauses 210-212, overtime is calculated at the multiplier of time and one
half of the employee’s salary.
207.
where an employee works any period of overtime, the employee is entitled to an 8
hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime.
208.
an employee will be provided with a taxi voucher or other reimbursement for taxi
travel to and from their home where necessary.
209.
an employee should have a break after each five hours of work.
210.
where an employee has been directed by their manager to work more than 15 hours |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2574 | overtime | worked. if overtime is not continuous with ordinary duty, an employee will paid a
minimum of 2 hours of overtime.
206.
subject to clauses 210-212, overtime is calculated at the multiplier of time and one
half of the employee’s salary.
207.
where an employee works any period of overtime, the employee is entitled to an 8
hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime.
208.
an employee will be provided with a taxi voucher or other reimbursement for taxi
travel to and from their home where necessary.
209.
an employee should have a break after each five hours of work.
210.
where an employee has been directed by their manager to work more than 15 hours
of overtime in any 7 day period, the full period of overtime will be paid at the multiplier |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2575 | overtime | minimum of 2 hours of overtime.
206.
subject to clauses 210-212, overtime is calculated at the multiplier of time and one
half of the employee’s salary.
207.
where an employee works any period of overtime, the employee is entitled to an 8
hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime.
208.
an employee will be provided with a taxi voucher or other reimbursement for taxi
travel to and from their home where necessary.
209.
an employee should have a break after each five hours of work.
210.
where an employee has been directed by their manager to work more than 15 hours
of overtime in any 7 day period, the full period of overtime will be paid at the multiplier
of double time until the employee has a one day break from work. the one day break |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2579 | overtime | subject to clauses 210-212, overtime is calculated at the multiplier of time and one
half of the employee’s salary.
207.
where an employee works any period of overtime, the employee is entitled to an 8
hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime.
208.
an employee will be provided with a taxi voucher or other reimbursement for taxi
travel to and from their home where necessary.
209.
an employee should have a break after each five hours of work.
210.
where an employee has been directed by their manager to work more than 15 hours
of overtime in any 7 day period, the full period of overtime will be paid at the multiplier
of double time until the employee has a one day break from work. the one day break
may be a saturday, sunday or public holiday.
211.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2584 | overtime | where an employee works any period of overtime, the employee is entitled to an 8
hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime.
208.
an employee will be provided with a taxi voucher or other reimbursement for taxi
travel to and from their home where necessary.
209.
an employee should have a break after each five hours of work.
210.
where an employee has been directed by their manager to work more than 15 hours
of overtime in any 7 day period, the full period of overtime will be paid at the multiplier
of double time until the employee has a one day break from work. the one day break
may be a saturday, sunday or public holiday.
211.
where an employee has been directed by their manager to work more than 10 hours
of overtime on one weekend or on one weekend and one adjoining public holiday, the
full period of overtime worked on the same weekend or the same weekend and
adjoining public holiday will be paid at the multiplier of double time.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2585 | travel | hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime.
208.
an employee will be provided with a taxi voucher or other reimbursement for taxi
travel to and from their home where necessary.
209.
an employee should have a break after each five hours of work.
210.
where an employee has been directed by their manager to work more than 15 hours
of overtime in any 7 day period, the full period of overtime will be paid at the multiplier
of double time until the employee has a one day break from work. the one day break
may be a saturday, sunday or public holiday.
211.
where an employee has been directed by their manager to work more than 10 hours
of overtime on one weekend or on one weekend and one adjoining public holiday, the
full period of overtime worked on the same weekend or the same weekend and
adjoining public holiday will be paid at the multiplier of double time.
212. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2585 | overtime | hour break plus actual travelling time (break following overtime) before
recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime.
208.
an employee will be provided with a taxi voucher or other reimbursement for taxi
travel to and from their home where necessary.
209.
an employee should have a break after each five hours of work.
210.
where an employee has been directed by their manager to work more than 15 hours
of overtime in any 7 day period, the full period of overtime will be paid at the multiplier
of double time until the employee has a one day break from work. the one day break
may be a saturday, sunday or public holiday.
211.
where an employee has been directed by their manager to work more than 10 hours
of overtime on one weekend or on one weekend and one adjoining public holiday, the
full period of overtime worked on the same weekend or the same weekend and
adjoining public holiday will be paid at the multiplier of double time.
212. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2586 | overtime | recommencing work without any loss of pay. where a break following overtime is not
possible due to operational requirements, the employee will be paid at the multiplier
of time and one half for work at any time until the employee is able to take their break
following overtime.
208.
an employee will be provided with a taxi voucher or other reimbursement for taxi
travel to and from their home where necessary.
209.
an employee should have a break after each five hours of work.
210.
where an employee has been directed by their manager to work more than 15 hours
of overtime in any 7 day period, the full period of overtime will be paid at the multiplier
of double time until the employee has a one day break from work. the one day break
may be a saturday, sunday or public holiday.
211.
where an employee has been directed by their manager to work more than 10 hours
of overtime on one weekend or on one weekend and one adjoining public holiday, the
full period of overtime worked on the same weekend or the same weekend and
adjoining public holiday will be paid at the multiplier of double time.
212.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2589 | overtime | following overtime.
208.
an employee will be provided with a taxi voucher or other reimbursement for taxi
travel to and from their home where necessary.
209.
an employee should have a break after each five hours of work.
210.
where an employee has been directed by their manager to work more than 15 hours
of overtime in any 7 day period, the full period of overtime will be paid at the multiplier
of double time until the employee has a one day break from work. the one day break
may be a saturday, sunday or public holiday.
211.
where an employee has been directed by their manager to work more than 10 hours
of overtime on one weekend or on one weekend and one adjoining public holiday, the
full period of overtime worked on the same weekend or the same weekend and
adjoining public holiday will be paid at the multiplier of double time.
212.
where an employee is not on-call (see clause 224) and is called into work to meet an
emergency outside flexible hours of attendance, the employee will be paid at a
multiplier of double time for: |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2594 | travel | travel to and from their home where necessary.
209.
an employee should have a break after each five hours of work.
210.
where an employee has been directed by their manager to work more than 15 hours
of overtime in any 7 day period, the full period of overtime will be paid at the multiplier
of double time until the employee has a one day break from work. the one day break
may be a saturday, sunday or public holiday.
211.
where an employee has been directed by their manager to work more than 10 hours
of overtime on one weekend or on one weekend and one adjoining public holiday, the
full period of overtime worked on the same weekend or the same weekend and
adjoining public holiday will be paid at the multiplier of double time.
212.
where an employee is not on-call (see clause 224) and is called into work to meet an
emergency outside flexible hours of attendance, the employee will be paid at a
multiplier of double time for:
(a) any reasonable time spent travelling to work and
(b) the overtime worked outside the flexible hours of attendance.
time off in lieu
213. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2603 | overtime | of overtime in any 7 day period, the full period of overtime will be paid at the multiplier
of double time until the employee has a one day break from work. the one day break
may be a saturday, sunday or public holiday.
211.
where an employee has been directed by their manager to work more than 10 hours
of overtime on one weekend or on one weekend and one adjoining public holiday, the
full period of overtime worked on the same weekend or the same weekend and
adjoining public holiday will be paid at the multiplier of double time.
212.
where an employee is not on-call (see clause 224) and is called into work to meet an
emergency outside flexible hours of attendance, the employee will be paid at a
multiplier of double time for:
(a) any reasonable time spent travelling to work and
(b) the overtime worked outside the flexible hours of attendance.
time off in lieu
213.
an employee entitled to be paid overtime may elect to take time off in lieu of overtime,
except where the employee has reached the maximum carryover of flex credit, in
enterprise agreement—part 6: other working conditions and allowances
31
which case an overtime payment must be made. the time off will be calculated |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2610 | overtime | of overtime on one weekend or on one weekend and one adjoining public holiday, the
full period of overtime worked on the same weekend or the same weekend and
adjoining public holiday will be paid at the multiplier of double time.
212.
where an employee is not on-call (see clause 224) and is called into work to meet an
emergency outside flexible hours of attendance, the employee will be paid at a
multiplier of double time for:
(a) any reasonable time spent travelling to work and
(b) the overtime worked outside the flexible hours of attendance.
time off in lieu
213.
an employee entitled to be paid overtime may elect to take time off in lieu of overtime,
except where the employee has reached the maximum carryover of flex credit, in
enterprise agreement—part 6: other working conditions and allowances
31
which case an overtime payment must be made. the time off will be calculated
according to the multiplier which would be applicable if the employee elected to be
paid overtime.
executive level employees
214.
the delegate may direct that an executive level employee be paid overtime in |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2611 | overtime | full period of overtime worked on the same weekend or the same weekend and
adjoining public holiday will be paid at the multiplier of double time.
212.
where an employee is not on-call (see clause 224) and is called into work to meet an
emergency outside flexible hours of attendance, the employee will be paid at a
multiplier of double time for:
(a) any reasonable time spent travelling to work and
(b) the overtime worked outside the flexible hours of attendance.
time off in lieu
213.
an employee entitled to be paid overtime may elect to take time off in lieu of overtime,
except where the employee has reached the maximum carryover of flex credit, in
enterprise agreement—part 6: other working conditions and allowances
31
which case an overtime payment must be made. the time off will be calculated
according to the multiplier which would be applicable if the employee elected to be
paid overtime.
executive level employees
214.
the delegate may direct that an executive level employee be paid overtime in
exceptional circumstances. overtime will be paid at a multiplier of one and one half |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2619 | travel | (a) any reasonable time spent travelling to work and
(b) the overtime worked outside the flexible hours of attendance.
time off in lieu
213.
an employee entitled to be paid overtime may elect to take time off in lieu of overtime,
except where the employee has reached the maximum carryover of flex credit, in
enterprise agreement—part 6: other working conditions and allowances
31
which case an overtime payment must be made. the time off will be calculated
according to the multiplier which would be applicable if the employee elected to be
paid overtime.
executive level employees
214.
the delegate may direct that an executive level employee be paid overtime in
exceptional circumstances. overtime will be paid at a multiplier of one and one half
unless one of the circumstances in clauses 210-22 applies.
temporary performance at a higher work value
215.
the delegate may assign an employee work at a higher work value on a temporary
basis. where the period of temporary performance at a higher work value will or does
extend beyond three months, the delegate will usually require an internal selection |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2620 | overtime | (b) the overtime worked outside the flexible hours of attendance.
time off in lieu
213.
an employee entitled to be paid overtime may elect to take time off in lieu of overtime,
except where the employee has reached the maximum carryover of flex credit, in
enterprise agreement—part 6: other working conditions and allowances
31
which case an overtime payment must be made. the time off will be calculated
according to the multiplier which would be applicable if the employee elected to be
paid overtime.
executive level employees
214.
the delegate may direct that an executive level employee be paid overtime in
exceptional circumstances. overtime will be paid at a multiplier of one and one half
unless one of the circumstances in clauses 210-22 applies.
temporary performance at a higher work value
215.
the delegate may assign an employee work at a higher work value on a temporary
basis. where the period of temporary performance at a higher work value will or does
extend beyond three months, the delegate will usually require an internal selection
process. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2625 | overtime | an employee entitled to be paid overtime may elect to take time off in lieu of overtime,
except where the employee has reached the maximum carryover of flex credit, in
enterprise agreement—part 6: other working conditions and allowances
31
which case an overtime payment must be made. the time off will be calculated
according to the multiplier which would be applicable if the employee elected to be
paid overtime.
executive level employees
214.
the delegate may direct that an executive level employee be paid overtime in
exceptional circumstances. overtime will be paid at a multiplier of one and one half
unless one of the circumstances in clauses 210-22 applies.
temporary performance at a higher work value
215.
the delegate may assign an employee work at a higher work value on a temporary
basis. where the period of temporary performance at a higher work value will or does
extend beyond three months, the delegate will usually require an internal selection
process.
216.
where an employee has temporarily performed work at a higher work value for a
continuous period of five working days or more (not including any days worked |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2632 | overtime | which case an overtime payment must be made. the time off will be calculated
according to the multiplier which would be applicable if the employee elected to be
paid overtime.
executive level employees
214.
the delegate may direct that an executive level employee be paid overtime in
exceptional circumstances. overtime will be paid at a multiplier of one and one half
unless one of the circumstances in clauses 210-22 applies.
temporary performance at a higher work value
215.
the delegate may assign an employee work at a higher work value on a temporary
basis. where the period of temporary performance at a higher work value will or does
extend beyond three months, the delegate will usually require an internal selection
process.
216.
where an employee has temporarily performed work at a higher work value for a
continuous period of five working days or more (not including any days worked
outside standard working hours), or in the case of a job-share arrangement, five
working days at the higher level, the employee will be paid for that work at a rate
consistent with the work level standards for the work being performed as determined
by the delegate. an employee may be paid a portion of the rate where they will not
be performing work at a higher value full time.
217. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2634 | overtime | paid overtime.
executive level employees
214.
the delegate may direct that an executive level employee be paid overtime in
exceptional circumstances. overtime will be paid at a multiplier of one and one half
unless one of the circumstances in clauses 210-22 applies.
temporary performance at a higher work value
215.
the delegate may assign an employee work at a higher work value on a temporary
basis. where the period of temporary performance at a higher work value will or does
extend beyond three months, the delegate will usually require an internal selection
process.
216.
where an employee has temporarily performed work at a higher work value for a
continuous period of five working days or more (not including any days worked
outside standard working hours), or in the case of a job-share arrangement, five
working days at the higher level, the employee will be paid for that work at a rate
consistent with the work level standards for the work being performed as determined
by the delegate. an employee may be paid a portion of the rate where they will not
be performing work at a higher value full time.
217.
at the discretion of the delegate, an employee temporarily performing work at a |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2639 | overtime | the delegate may direct that an executive level employee be paid overtime in
exceptional circumstances. overtime will be paid at a multiplier of one and one half
unless one of the circumstances in clauses 210-22 applies.
temporary performance at a higher work value
215.
the delegate may assign an employee work at a higher work value on a temporary
basis. where the period of temporary performance at a higher work value will or does
extend beyond three months, the delegate will usually require an internal selection
process.
216.
where an employee has temporarily performed work at a higher work value for a
continuous period of five working days or more (not including any days worked
outside standard working hours), or in the case of a job-share arrangement, five
working days at the higher level, the employee will be paid for that work at a rate
consistent with the work level standards for the work being performed as determined
by the delegate. an employee may be paid a portion of the rate where they will not
be performing work at a higher value full time.
217.
at the discretion of the delegate, an employee temporarily performing work at a
higher work value for a period of fewer than 5 working days (not including any days
worked outside standard working hours) may receive payment at the rate consistent
with the higher work level standard in exceptional circumstances.
218. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2640 | overtime | exceptional circumstances. overtime will be paid at a multiplier of one and one half
unless one of the circumstances in clauses 210-22 applies.
temporary performance at a higher work value
215.
the delegate may assign an employee work at a higher work value on a temporary
basis. where the period of temporary performance at a higher work value will or does
extend beyond three months, the delegate will usually require an internal selection
process.
216.
where an employee has temporarily performed work at a higher work value for a
continuous period of five working days or more (not including any days worked
outside standard working hours), or in the case of a job-share arrangement, five
working days at the higher level, the employee will be paid for that work at a rate
consistent with the work level standards for the work being performed as determined
by the delegate. an employee may be paid a portion of the rate where they will not
be performing work at a higher value full time.
217.
at the discretion of the delegate, an employee temporarily performing work at a
higher work value for a period of fewer than 5 working days (not including any days
worked outside standard working hours) may receive payment at the rate consistent
with the higher work level standard in exceptional circumstances.
218.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2678 | overtime | (for example, overtime).
220.
where an employee is temporarily performing work at a higher work value, they will
continue to receive any resulting additional payment while on paid leave and during
public holidays, for the approved period of the temporary performance at the higher
work value.
221.
where an employee is temporarily performing work at a higher value, they will be
eligible for salary progression in accordance with clause 69.
222.
further information about temporary performance at a higher work value can be
found in accc policy.
223.
where an employee is required to undertake the duties of a senior executive service
(ses) position, the pay and conditions of the employee will be determined by the
delegate.
on-call duty
224.
an employee with a classification of aps 6 or below will be paid on-call duty when
directed by the delegate to be contactable and available to perform duty outside the |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2740 | overtime | the employee will be paid overtime at a multiplier of one and one half for:
(a) no less than 1 hour if the employee is not required to travel to the workplace, or
(b) no less than 2 hours plus actual travel time if the employee is required to travel to
the workplace.
227.
on-call duty is not payable for any period for which the employee receives another
type of paid allowance (including overtime), was not contactable or was not available.
228.
the delegate may direct that an executive level employee be paid on-call duty in
exceptional circumstances. overtime for any work will be paid in accordance with
clause 214.
healthy lifestyle reimbursement
229.
an employee may claim a single reimbursement of up to $299.99, to be paid after 31
march each year, for healthy lifestyle expenses in the previous year provided:
(a) the employee has been employed by the accc for a minimum of 3 months prior
to making a claim
(b) the claimed expenses were incurred while employed by the accc
(c) the employee makes the claim by 31 march in any year and
(d) the claimed expenses were incurred during the claim period from 1 april of the
previous year and 31 march of the claim year.
230.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2741 | travel | (a) no less than 1 hour if the employee is not required to travel to the workplace, or
(b) no less than 2 hours plus actual travel time if the employee is required to travel to
the workplace.
227.
on-call duty is not payable for any period for which the employee receives another
type of paid allowance (including overtime), was not contactable or was not available.
228.
the delegate may direct that an executive level employee be paid on-call duty in
exceptional circumstances. overtime for any work will be paid in accordance with
clause 214.
healthy lifestyle reimbursement
229.
an employee may claim a single reimbursement of up to $299.99, to be paid after 31
march each year, for healthy lifestyle expenses in the previous year provided:
(a) the employee has been employed by the accc for a minimum of 3 months prior
to making a claim
(b) the claimed expenses were incurred while employed by the accc
(c) the employee makes the claim by 31 march in any year and
(d) the claimed expenses were incurred during the claim period from 1 april of the
previous year and 31 march of the claim year.
230.
further information can be found in accc policy. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2742 | travel | (b) no less than 2 hours plus actual travel time if the employee is required to travel to
the workplace.
227.
on-call duty is not payable for any period for which the employee receives another
type of paid allowance (including overtime), was not contactable or was not available.
228.
the delegate may direct that an executive level employee be paid on-call duty in
exceptional circumstances. overtime for any work will be paid in accordance with
clause 214.
healthy lifestyle reimbursement
229.
an employee may claim a single reimbursement of up to $299.99, to be paid after 31
march each year, for healthy lifestyle expenses in the previous year provided:
(a) the employee has been employed by the accc for a minimum of 3 months prior
to making a claim
(b) the claimed expenses were incurred while employed by the accc
(c) the employee makes the claim by 31 march in any year and
(d) the claimed expenses were incurred during the claim period from 1 april of the
previous year and 31 march of the claim year.
230.
further information can be found in accc policy.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2748 | overtime | type of paid allowance (including overtime), was not contactable or was not available.
228.
the delegate may direct that an executive level employee be paid on-call duty in
exceptional circumstances. overtime for any work will be paid in accordance with
clause 214.
healthy lifestyle reimbursement
229.
an employee may claim a single reimbursement of up to $299.99, to be paid after 31
march each year, for healthy lifestyle expenses in the previous year provided:
(a) the employee has been employed by the accc for a minimum of 3 months prior
to making a claim
(b) the claimed expenses were incurred while employed by the accc
(c) the employee makes the claim by 31 march in any year and
(d) the claimed expenses were incurred during the claim period from 1 april of the
previous year and 31 march of the claim year.
230.
further information can be found in accc policy.
workplace responsibility allowance
231.
a workplace responsibility allowance (wra) of $24.72 per fortnight (and $25.21
from 12 months after commencement, $25.46 from 24 months after commencement)
will be paid to employees for undertaking the following workplace responsibility roles: |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2753 | overtime | exceptional circumstances. overtime for any work will be paid in accordance with
clause 214.
healthy lifestyle reimbursement
229.
an employee may claim a single reimbursement of up to $299.99, to be paid after 31
march each year, for healthy lifestyle expenses in the previous year provided:
(a) the employee has been employed by the accc for a minimum of 3 months prior
to making a claim
(b) the claimed expenses were incurred while employed by the accc
(c) the employee makes the claim by 31 march in any year and
(d) the claimed expenses were incurred during the claim period from 1 april of the
previous year and 31 march of the claim year.
230.
further information can be found in accc policy.
workplace responsibility allowance
231.
a workplace responsibility allowance (wra) of $24.72 per fortnight (and $25.21
from 12 months after commencement, $25.46 from 24 months after commencement)
will be paid to employees for undertaking the following workplace responsibility roles:
•
first aid officer
• |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2807 | long service leave | long service leave) for 12 weeks or more in which case the wra will cease to be
paid from the first day of the leave or
(b) the employee is unexpectedly on paid or unpaid leave (other than long service
leave) for 12 weeks or more in which case the wra will cease to be paid from the
day after the final day of the 12 weeks.
234.
further information about the wra can be found in accc policy.
allowances
variation to allowances or working conditions
235.
the levels of the following allowances and accommodation rates are reviewed by the
delegate every 1 july.
travel allowance
236.
the amount payable as a travel allowance will be determined annually following a
review of the annual taxation determination issued by the commissioner of taxation
stating the reasonable amounts for domestic and international travel allowance
expenses. payment information, including the applicable rates, is available in accc
policy. rates will not exceed the maximum amount that is relevant to the employee
as indicated in the taxation determinations issued by the commissioner of taxation
annually.
237.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2824 | travel | travel allowance
236.
the amount payable as a travel allowance will be determined annually following a
review of the annual taxation determination issued by the commissioner of taxation
stating the reasonable amounts for domestic and international travel allowance
expenses. payment information, including the applicable rates, is available in accc
policy. rates will not exceed the maximum amount that is relevant to the employee
as indicated in the taxation determinations issued by the commissioner of taxation
annually.
237.
for part day travel which does not involve an overnight stay, an employee travelling
on official business for a period of 10 hours or more will be paid a part day travel
allowance of $60 for meals and incidental expenses.
238.
an employee who undertakes travel on official business and is required to be absent
from their usual place of work overnight will have their reasonable costs of
accommodation met by the accc and be paid an allowance for meals and incidental
expenses.
239.
in calculating the allowances payable under clauses 236-238 time involved in official
travel by rail or air will include 90 minutes before the scheduled time of departure
from the city of the employee’s usual place of work and 90 minutes after the time of
the employee’s return to that city. for all other means of travel, the actual times of |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2824 | travel allowance | travel allowance
236.
the amount payable as a travel allowance will be determined annually following a
review of the annual taxation determination issued by the commissioner of taxation
stating the reasonable amounts for domestic and international travel allowance
expenses. payment information, including the applicable rates, is available in accc
policy. rates will not exceed the maximum amount that is relevant to the employee
as indicated in the taxation determinations issued by the commissioner of taxation
annually.
237.
for part day travel which does not involve an overnight stay, an employee travelling
on official business for a period of 10 hours or more will be paid a part day travel
allowance of $60 for meals and incidental expenses.
238.
an employee who undertakes travel on official business and is required to be absent
from their usual place of work overnight will have their reasonable costs of
accommodation met by the accc and be paid an allowance for meals and incidental
expenses.
239.
in calculating the allowances payable under clauses 236-238 time involved in official
travel by rail or air will include 90 minutes before the scheduled time of departure
from the city of the employee’s usual place of work and 90 minutes after the time of
the employee’s return to that city. for all other means of travel, the actual times of |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2827 | travel | the amount payable as a travel allowance will be determined annually following a
review of the annual taxation determination issued by the commissioner of taxation
stating the reasonable amounts for domestic and international travel allowance
expenses. payment information, including the applicable rates, is available in accc
policy. rates will not exceed the maximum amount that is relevant to the employee
as indicated in the taxation determinations issued by the commissioner of taxation
annually.
237.
for part day travel which does not involve an overnight stay, an employee travelling
on official business for a period of 10 hours or more will be paid a part day travel
allowance of $60 for meals and incidental expenses.
238.
an employee who undertakes travel on official business and is required to be absent
from their usual place of work overnight will have their reasonable costs of
accommodation met by the accc and be paid an allowance for meals and incidental
expenses.
239.
in calculating the allowances payable under clauses 236-238 time involved in official
travel by rail or air will include 90 minutes before the scheduled time of departure
from the city of the employee’s usual place of work and 90 minutes after the time of
the employee’s return to that city. for all other means of travel, the actual times of
departure from and return to the city of their headquarters will be used. the
allowance for meals and incidentals is inclusive of the goods and services tax.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2827 | travel allowance | the amount payable as a travel allowance will be determined annually following a
review of the annual taxation determination issued by the commissioner of taxation
stating the reasonable amounts for domestic and international travel allowance
expenses. payment information, including the applicable rates, is available in accc
policy. rates will not exceed the maximum amount that is relevant to the employee
as indicated in the taxation determinations issued by the commissioner of taxation
annually.
237.
for part day travel which does not involve an overnight stay, an employee travelling
on official business for a period of 10 hours or more will be paid a part day travel
allowance of $60 for meals and incidental expenses.
238.
an employee who undertakes travel on official business and is required to be absent
from their usual place of work overnight will have their reasonable costs of
accommodation met by the accc and be paid an allowance for meals and incidental
expenses.
239.
in calculating the allowances payable under clauses 236-238 time involved in official
travel by rail or air will include 90 minutes before the scheduled time of departure
from the city of the employee’s usual place of work and 90 minutes after the time of
the employee’s return to that city. for all other means of travel, the actual times of
departure from and return to the city of their headquarters will be used. the
allowance for meals and incidentals is inclusive of the goods and services tax.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2829 | travel | stating the reasonable amounts for domestic and international travel allowance
expenses. payment information, including the applicable rates, is available in accc
policy. rates will not exceed the maximum amount that is relevant to the employee
as indicated in the taxation determinations issued by the commissioner of taxation
annually.
237.
for part day travel which does not involve an overnight stay, an employee travelling
on official business for a period of 10 hours or more will be paid a part day travel
allowance of $60 for meals and incidental expenses.
238.
an employee who undertakes travel on official business and is required to be absent
from their usual place of work overnight will have their reasonable costs of
accommodation met by the accc and be paid an allowance for meals and incidental
expenses.
239.
in calculating the allowances payable under clauses 236-238 time involved in official
travel by rail or air will include 90 minutes before the scheduled time of departure
from the city of the employee’s usual place of work and 90 minutes after the time of
the employee’s return to that city. for all other means of travel, the actual times of
departure from and return to the city of their headquarters will be used. the
allowance for meals and incidentals is inclusive of the goods and services tax.
meal allowance
240. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2829 | travel allowance | stating the reasonable amounts for domestic and international travel allowance
expenses. payment information, including the applicable rates, is available in accc
policy. rates will not exceed the maximum amount that is relevant to the employee
as indicated in the taxation determinations issued by the commissioner of taxation
annually.
237.
for part day travel which does not involve an overnight stay, an employee travelling
on official business for a period of 10 hours or more will be paid a part day travel
allowance of $60 for meals and incidental expenses.
238.
an employee who undertakes travel on official business and is required to be absent
from their usual place of work overnight will have their reasonable costs of
accommodation met by the accc and be paid an allowance for meals and incidental
expenses.
239.
in calculating the allowances payable under clauses 236-238 time involved in official
travel by rail or air will include 90 minutes before the scheduled time of departure
from the city of the employee’s usual place of work and 90 minutes after the time of
the employee’s return to that city. for all other means of travel, the actual times of
departure from and return to the city of their headquarters will be used. the
allowance for meals and incidentals is inclusive of the goods and services tax.
meal allowance
240. |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2837 | travel | for part day travel which does not involve an overnight stay, an employee travelling
on official business for a period of 10 hours or more will be paid a part day travel
allowance of $60 for meals and incidental expenses.
238.
an employee who undertakes travel on official business and is required to be absent
from their usual place of work overnight will have their reasonable costs of
accommodation met by the accc and be paid an allowance for meals and incidental
expenses.
239.
in calculating the allowances payable under clauses 236-238 time involved in official
travel by rail or air will include 90 minutes before the scheduled time of departure
from the city of the employee’s usual place of work and 90 minutes after the time of
the employee’s return to that city. for all other means of travel, the actual times of
departure from and return to the city of their headquarters will be used. the
allowance for meals and incidentals is inclusive of the goods and services tax.
meal allowance
240.
the amount payable as a meal allowance will be determined annually following a
review of the annual taxation determination issued by the commissioner of taxation
stating the reasonable amounts for overtime meal allowance expenses. the amount
of meal allowance will be based on the relevant taxation determination.
241.
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2838 | travel | on official business for a period of 10 hours or more will be paid a part day travel
allowance of $60 for meals and incidental expenses.
238.
an employee who undertakes travel on official business and is required to be absent
from their usual place of work overnight will have their reasonable costs of
accommodation met by the accc and be paid an allowance for meals and incidental
expenses.
239.
in calculating the allowances payable under clauses 236-238 time involved in official
travel by rail or air will include 90 minutes before the scheduled time of departure
from the city of the employee’s usual place of work and 90 minutes after the time of
the employee’s return to that city. for all other means of travel, the actual times of
departure from and return to the city of their headquarters will be used. the
allowance for meals and incidentals is inclusive of the goods and services tax.
meal allowance
240.
the amount payable as a meal allowance will be determined annually following a
review of the annual taxation determination issued by the commissioner of taxation
stating the reasonable amounts for overtime meal allowance expenses. the amount
of meal allowance will be based on the relevant taxation determination.
241.
if an employee is required to work by their manager attracting the payment of |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2843 | travel | an employee who undertakes travel on official business and is required to be absent
from their usual place of work overnight will have their reasonable costs of
accommodation met by the accc and be paid an allowance for meals and incidental
expenses.
239.
in calculating the allowances payable under clauses 236-238 time involved in official
travel by rail or air will include 90 minutes before the scheduled time of departure
from the city of the employee’s usual place of work and 90 minutes after the time of
the employee’s return to that city. for all other means of travel, the actual times of
departure from and return to the city of their headquarters will be used. the
allowance for meals and incidentals is inclusive of the goods and services tax.
meal allowance
240.
the amount payable as a meal allowance will be determined annually following a
review of the annual taxation determination issued by the commissioner of taxation
stating the reasonable amounts for overtime meal allowance expenses. the amount
of meal allowance will be based on the relevant taxation determination.
241.
if an employee is required to work by their manager attracting the payment of
overtime (see clause 203), the employee will be paid a meal allowance in accordance
with the time periods and minimum hours worked in the following table:
enterprise agreement—part 6: other working conditions and allowances
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2851 | travel | travel by rail or air will include 90 minutes before the scheduled time of departure
from the city of the employee’s usual place of work and 90 minutes after the time of
the employee’s return to that city. for all other means of travel, the actual times of
departure from and return to the city of their headquarters will be used. the
allowance for meals and incidentals is inclusive of the goods and services tax.
meal allowance
240.
the amount payable as a meal allowance will be determined annually following a
review of the annual taxation determination issued by the commissioner of taxation
stating the reasonable amounts for overtime meal allowance expenses. the amount
of meal allowance will be based on the relevant taxation determination.
241.
if an employee is required to work by their manager attracting the payment of
overtime (see clause 203), the employee will be paid a meal allowance in accordance
with the time periods and minimum hours worked in the following table:
enterprise agreement—part 6: other working conditions and allowances
34
employee
type
overtime period
min hrs to |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2853 | travel | the employee’s return to that city. for all other means of travel, the actual times of
departure from and return to the city of their headquarters will be used. the
allowance for meals and incidentals is inclusive of the goods and services tax.
meal allowance
240.
the amount payable as a meal allowance will be determined annually following a
review of the annual taxation determination issued by the commissioner of taxation
stating the reasonable amounts for overtime meal allowance expenses. the amount
of meal allowance will be based on the relevant taxation determination.
241.
if an employee is required to work by their manager attracting the payment of
overtime (see clause 203), the employee will be paid a meal allowance in accordance
with the time periods and minimum hours worked in the following table:
enterprise agreement—part 6: other working conditions and allowances
34
employee
type
overtime period
min hrs to
be
worked |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2862 | overtime | stating the reasonable amounts for overtime meal allowance expenses. the amount
of meal allowance will be based on the relevant taxation determination.
241.
if an employee is required to work by their manager attracting the payment of
overtime (see clause 203), the employee will be paid a meal allowance in accordance
with the time periods and minimum hours worked in the following table:
enterprise agreement—part 6: other working conditions and allowances
34
employee
type
overtime period
min hrs to
be
worked
type of working day
full time
commenced 0600
hrs or earlier
five |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2868 | overtime | overtime (see clause 203), the employee will be paid a meal allowance in accordance
with the time periods and minimum hours worked in the following table:
enterprise agreement—part 6: other working conditions and allowances
34
employee
type
overtime period
min hrs to
be
worked
type of working day
full time
commenced 0600
hrs or earlier
five
normal working day
full time
commenced at or |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 2878 | overtime | overtime period
min hrs to
be
worked
type of working day
full time
commenced 0600
hrs or earlier
five
normal working day
full time
commenced at or
before 1200 &
ceased at or after
1400 hrs
five
weekend, public holiday
part time
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4222 | long service leave | for long service leave purposes
•
service with the australian defence forces
•
aps service immediately preceding deemed resignation under
repealed s.49 of the public service act 1922, if the service has
not previously been recognised for severance pay purposes
•
service in another organisation where:
(a) an employee was moved from the aps to give effect to an
administrative re-arrangement;
(b) an employee of that organisation is engaged as an aps
employee as a result of an administrative arrangement and
such service is recognised for long service leave
purposes.
for earlier periods of service to count, there must be no breaks
between the periods of service except where:
•
the break in service is less than one month and occurs where
an offer of employment with the new employer was made and
accepted by the employee before ceasing employment with
the preceding employer |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4241 | long service leave | such service is recognised for long service leave
purposes.
for earlier periods of service to count, there must be no breaks
between the periods of service except where:
•
the break in service is less than one month and occurs where
an offer of employment with the new employer was made and
accepted by the employee before ceasing employment with
the preceding employer
•
the earlier period of service was with the aps and ceased
because the employee was deemed to have resigned from the
aps on marriage pursuant to the repealed s. 49 of the public
service act 1922.
•
any period of service which ceased pursuant to s. 29(3) or
29(4) of the public service act or the equivalent previous
sections of the repealed public service act 1922, or an
equivalent provision under other commonwealth legislation,
including termination with the payment of a redundancy benefit
or similar payment or an employer financed retirement benefit,
will not count as service for severance pay purposes.
absences from duty which do not count as service will not count |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4429 | travel | the prospective employer, reimbursement of reasonable travel expenses.
g.26. if a suitable vacancy does not exist at the same level within the accc, the delegate
may reassign the employee to duties at a lower classification. if this occurs, the
employee will be entitled to income maintenance for the remainder of the retention
period to maintain their level of salary. where the delegate proposes to reduce an
excess employee’s classification, the employee will be given at least 1 month’s notice
of the reduction.
g.27. where it is necessary, as a result of redeployment, for an excess employee to move
the employee’s household to a new locality, the employee will be entitled to
reasonable relocation assistance in accordance with clause 246.
personal leave during retention period
g.28. the delegate may extend the retention period for periods of personal leave where the
period is a continuous absence of five days or more. the retention period will not be
extended for other absences except where the delegate considers that compelling
reasons exist and the employee’s ability to participate in the redeployment process
has been significantly affected by the absences. the total aggregated period of
extension to the retention period cannot exceed 4 weeks.
enterprise agreement—attachment g: excess employees
54
termination during retention period
g.29. where the delegate determines there is insufficient productive work available for an
excess employee during the retention period, the delegate may terminate the
employment of the employee with or without the employee’s agreement, before the
end of the retention period, but only after consulting the employee and the
employee’s representative (if the employee so wishes).
g.30. if an excess employee consents to termination during the retention period, the
delegate may terminate the employment of the employee before the end of the |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4534 | overtime | allowances—overtime
see overtime
allowances—travel
236–239
allowances—variation to
235
allowances—workplace responsibility
231–234
anniversary date
16, 141
annual leave—
see leave—annual
approved assessor
f.2
assessment instrument
f.2
attendance
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4535 | overtime | see overtime
allowances—travel
236–239
allowances—variation to
235
allowances—workplace responsibility
231–234
anniversary date
16, 141
annual leave—
see leave—annual
approved assessor
f.2
assessment instrument
f.2
attendance
90, 93–98, 105–106, 111, 212 |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4536 | travel | allowances—travel
236–239
allowances—variation to
235
allowances—workplace responsibility
231–234
anniversary date
16, 141
annual leave—
see leave—annual
approved assessor
f.2
assessment instrument
f.2
attendance
90, 93–98, 105–106, 111, 212
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4760 | overtime | executive level employees—overtime
214
executive level employees—time off
111–114
fair work commission (fwc)
5, 16, 280–284
fair work act 2009
3, 92, 289
family member
16, 139
fire warden
231
first aid officer
231
flexible hours
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4808 | flextime | flextime scheme
90, 104–110
foster care
160–162
freedom of association
254–255
graduate aps
27–30, c.1
grievances—
see dispute settlement procedures
health and safety representative
231
healthy lifestyle reimbursement
229–230
higher work value—temporary performance at
215–223
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4942 | maternity leave | leave—maternity leave
157–159, 164–166
leave—other
182–185
leave—parental leave
122–123, 157–168
leave—parental leave, return to work
168
leave—personal
89, 139-153
leave—portability
197
leave—purchased
137–138
leave—sick leave
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4950 | parental leave | leave—parental leave
122–123, 157–168
leave—parental leave, return to work
168
leave—personal
89, 139-153
leave—portability
197
leave—purchased
137–138
leave—sick leave
139, 152
leave—supporting partner’s
169–176
leave—unpaid parental
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4954 | parental leave | leave—parental leave, return to work
168
leave—personal
89, 139-153
leave—portability
197
leave—purchased
137–138
leave—sick leave
139, 152
leave—supporting partner’s
169–176
leave—unpaid parental
164–167
leave—without pay
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 4990 | long service leave | long service leave (commonwealth employees) act 1976
154–156
loss, damage and indemnity
252–253
major change—changes to working hours or roster of work
271–276
major change—consultation on
261–270
manager
16
enterprise agreement— index
59
maternity leave (commonwealth employees) act 1973
157–159
meal allowance
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 5014 | maternity leave | maternity leave (commonwealth employees) act 1973
157–159
meal allowance
238, 240–241
medical examination
139
merit
16
merit selection—open
16
misconduct—serious
289
motor vehicle allowance
242–243
national employment standards
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 5058 | overtime | overtime
203–212
overtime—double time
210–212
overtime—executive level employees
214
parental leave
see leave—parental leave
part-time work
90-91, 98, 104, 115–123, 124,
131, 140-142, 196, 204, 241,
g.21
pay
16
performance action plan
60
performance appraisal
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 5062 | overtime | overtime—double time
210–212
overtime—executive level employees
214
parental leave
see leave—parental leave
part-time work
90-91, 98, 104, 115–123, 124,
131, 140-142, 196, 204, 241,
g.21
pay
16
performance action plan
60
performance appraisal
62
performance—individual
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 5066 | overtime | overtime—executive level employees
214
parental leave
see leave—parental leave
part-time work
90-91, 98, 104, 115–123, 124,
131, 140-142, 196, 204, 241,
g.21
pay
16
performance action plan
60
performance appraisal
62
performance—individual
63
performance management framework
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 5070 | parental leave | parental leave
see leave—parental leave
part-time work
90-91, 98, 104, 115–123, 124,
131, 140-142, 196, 204, 241,
g.21
pay
16
performance action plan
60
performance appraisal
62
performance—individual
63
performance management framework
59
performance review
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 5071 | parental leave | see leave—parental leave
part-time work
90-91, 98, 104, 115–123, 124,
131, 140-142, 196, 204, 241,
g.21
pay
16
performance action plan
60
performance appraisal
62
performance—individual
63
performance management framework
59
performance review
61 |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 5189 | salary packaging | salary packaging—flexible remuneration
50–51
salary payment—method
45–46
salary progression
65–71
senior manager
16
separation requirements
53
settlement period
16, 94, 107-109, 204
severance pay
g.16, g.20–g.22
sick leave
|
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 5326 | travel | travel allowance—
see allowances—travel
unauthorised absence
201–202
underperformance
see performance—unsatisfactory
unreasonable additional hours
103
unsatisfactory performance
see performance—unsatisfactory
working hours
see hours of work
workplace contact officer
231
workplace responsibility allowance
231–234
enterprise agreement— index
62
signature page
the persons below sign this agreement in accordance with regulation 2.06a of the fair |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 5326 | travel allowance | travel allowance—
see allowances—travel
unauthorised absence
201–202
underperformance
see performance—unsatisfactory
unreasonable additional hours
103
unsatisfactory performance
see performance—unsatisfactory
working hours
see hours of work
workplace contact officer
231
workplace responsibility allowance
231–234
enterprise agreement— index
62
signature page
the persons below sign this agreement in accordance with regulation 2.06a of the fair |
| ACCC Enterprise Agreement (EA) 2016-2019.txt | 5327 | travel | see allowances—travel
unauthorised absence
201–202
underperformance
see performance—unsatisfactory
unreasonable additional hours
103
unsatisfactory performance
see performance—unsatisfactory
working hours
see hours of work
workplace contact officer
231
workplace responsibility allowance
231–234
enterprise agreement— index
62
signature page
the persons below sign this agreement in accordance with regulation 2.06a of the fair
work regulations 2009. |
| National Health Funding Body EA.txt | 324 | salary advancement | salary advancement
13.
an employee will be entitled to salary advancement to the next pay point on and from
the beginning of the first full pay period commencing on or after 1 august each year
subject to:
a.
b.
c.
14.
employees will be ineligible for salary advancement if in the corresponding reporting
year:
a.
b.
15.
participation in the nhfb ' s performance development scheme (pds); and
performance of duties at the employee's substantive level or above within the
nhfb, for an aggregate of six (6) months or more within the pds cycle ending
30 june; and
a pds performance rating of ' reliable and meaningful contribution and
performance' (satisfactory) at the end of the pds cycle; and
they been found to hilve breached the aps code of conduct; and/or
they have received a sanction under section 15 of the ps act.
the ceo may approve pay point movements within an individual classification in |
| National Health Funding Body EA.txt | 327 | salary advancement | an employee will be entitled to salary advancement to the next pay point on and from
the beginning of the first full pay period commencing on or after 1 august each year
subject to:
a.
b.
c.
14.
employees will be ineligible for salary advancement if in the corresponding reporting
year:
a.
b.
15.
participation in the nhfb ' s performance development scheme (pds); and
performance of duties at the employee's substantive level or above within the
nhfb, for an aggregate of six (6) months or more within the pds cycle ending
30 june; and
a pds performance rating of ' reliable and meaningful contribution and
performance' (satisfactory) at the end of the pds cycle; and
they been found to hilve breached the aps code of conduct; and/or
they have received a sanction under section 15 of the ps act.
the ceo may approve pay point movements within an individual classification in
other circumstances.
6 |
| National Health Funding Body EA.txt | 336 | salary advancement | employees will be ineligible for salary advancement if in the corresponding reporting
year:
a.
b.
15.
participation in the nhfb ' s performance development scheme (pds); and
performance of duties at the employee's substantive level or above within the
nhfb, for an aggregate of six (6) months or more within the pds cycle ending
30 june; and
a pds performance rating of ' reliable and meaningful contribution and
performance' (satisfactory) at the end of the pds cycle; and
they been found to hilve breached the aps code of conduct; and/or
they have received a sanction under section 15 of the ps act.
the ceo may approve pay point movements within an individual classification in
other circumstances.
6
salary payments
16.
employees will be paid fortnightly in arrears, based on the following formula:
a.
fortnightly pay= annual salary multiplied by 12, then divided by 313
|
| National Health Funding Body EA.txt | 390 | long service leave | long service leave) for the actual hours worked.
salary on engagement, assignment or promotion
22.
where an employee is engaged or promoted within or to the nhfb , salary will be
payable at the minimum point of the relevant salary range. the ceo may authorise
payment of salary above the minimum point in that salary range.
23.
an employee, to whom clause 22 applies, may discuss salary with the ceo before
taking up the assigned duties. the qualifying periods for salary advancement in
accordance with sub-clause 13(b) will be taken into account in setting salary.
24.
where an employee is assigned new duties within, or moves to the nhfb at the
employee' s existing classification, salary will be payable at the point of the applicable
classification salary range outlined at appendix 1 as determined by the ceo.
25.
the ceo may, at any time retrospectively correct the pay point of an employee to
address any anomaly or misunderstanding that may have occurred at the time the
employee was promoted, engaged or moved from another aps agency.
salary on temporary assignment from another agency at a higher classification
26.
|
| National Health Funding Body EA.txt | 402 | salary advancement | taking up the assigned duties. the qualifying periods for salary advancement in
accordance with sub-clause 13(b) will be taken into account in setting salary.
24.
where an employee is assigned new duties within, or moves to the nhfb at the
employee' s existing classification, salary will be payable at the point of the applicable
classification salary range outlined at appendix 1 as determined by the ceo.
25.
the ceo may, at any time retrospectively correct the pay point of an employee to
address any anomaly or misunderstanding that may have occurred at the time the
employee was promoted, engaged or moved from another aps agency.
salary on temporary assignment from another agency at a higher classification
26.
where an employee is temporarily assigned higher duties in the nhfb from another
aps agency under section 26 ofthe psact, salary will be payable at the minimum
point ofthe applicable classification salary range outlined at appendix 1, unless
determined otherwise by the ceo.
salary maintenance on movement to the nhfb
27 .
at the discretion of the ceo, an employee moving to the nhfb from another agency
(the "other agency") whose salary at the other agency (current salary) exceeds the
current maximum of the relevant classification in this agreement, may be maintained
|
| National Health Funding Body EA.txt | 491 | travel | salary, the ceo may also determine payment rates for additional costs including travel
and other employment related allowances.
cadet rate
35.
the ceo may engage a person as a cadet aps.
36.
a cadet aps employee will be paid 67% of the minimum salary point of aps 1.
8
37.
when the ceo is satisfied that the course of training has been successfully completed,
a cadet aps employee will be allocated a classification in accordance with the
classification rules and the ceo will determine a salary within the applicable range.
trainee rates
38.
the ceo may engage a person as a trainee aps (administrative) .
39.
a trainee aps (administrative) employee will be paid at the minimum salary point of
aps 1 or such other salary point as the ceo determines.
|
| National Health Funding Body EA.txt | 637 | salary packaging | scheme (salary packaging)- as varied from time to time- will be available to all
employees, including casual employees, covered by this agreement.
54.
an employee may access salary packaging, and may package up to one hundred per
cent of salary.
55.
where an employee takes up the option of salary packaging, the employee ' s salary for
purposes of superannuation, severance and termination payments, and an y other
purposes, will be determined as if the salary packaging arrangement had not occurred.
56.
any fringe benefits tax incurred by the nhfb as a result of salary packaging
arrangements must be met by the employee on a salary sacrifice basis.
10
part d - classification
classification structure
57.
the nhfb classification structure under the agreement will consist of the following:
•
•
•
• |
| National Health Funding Body EA.txt | 642 | salary packaging | an employee may access salary packaging, and may package up to one hundred per
cent of salary.
55.
where an employee takes up the option of salary packaging, the employee ' s salary for
purposes of superannuation, severance and termination payments, and an y other
purposes, will be determined as if the salary packaging arrangement had not occurred.
56.
any fringe benefits tax incurred by the nhfb as a result of salary packaging
arrangements must be met by the employee on a salary sacrifice basis.
10
part d - classification
classification structure
57.
the nhfb classification structure under the agreement will consist of the following:
•
•
•
•
•
•
•
•
• |
| National Health Funding Body EA.txt | 647 | salary packaging | where an employee takes up the option of salary packaging, the employee ' s salary for
purposes of superannuation, severance and termination payments, and an y other
purposes, will be determined as if the salary packaging arrangement had not occurred.
56.
any fringe benefits tax incurred by the nhfb as a result of salary packaging
arrangements must be met by the employee on a salary sacrifice basis.
10
part d - classification
classification structure
57.
the nhfb classification structure under the agreement will consist of the following:
•
•
•
•
•
•
•
•
•
•
•
el 2
el 1 |
| National Health Funding Body EA.txt | 649 | salary packaging | purposes, will be determined as if the salary packaging arrangement had not occurred.
56.
any fringe benefits tax incurred by the nhfb as a result of salary packaging
arrangements must be met by the employee on a salary sacrifice basis.
10
part d - classification
classification structure
57.
the nhfb classification structure under the agreement will consist of the following:
•
•
•
•
•
•
•
•
•
•
•
el 2
el 1
aps 6
aps 5 |
| National Health Funding Body EA.txt | 653 | salary packaging | any fringe benefits tax incurred by the nhfb as a result of salary packaging
arrangements must be met by the employee on a salary sacrifice basis.
10
part d - classification
classification structure
57.
the nhfb classification structure under the agreement will consist of the following:
•
•
•
•
•
•
•
•
•
•
•
el 2
el 1
aps 6
aps 5
aps 4
aps 3
aps 2
aps 1 |
| National Health Funding Body EA.txt | 738 | bandwidth | bandwidths
67.
the standard bandwidth is between the hours of7.00 am and 7.00 pm, monday to
friday.
68.
the nhfb's business hours for the public are 8.30 am to 5.00 pm monday to friday.
69.
hours worked within the standard bandwidth are at ordinary time.
70.
where an employee requests to work their ordinary hours outside the bandwidth e.g. on
saturday or sunday, the employee may do so, subject to operational requirements, with
the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
work outside the standard bandwidth
71.
aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the ceo to:
a.
b.
perform work outside the bandwidth (inclusive of weekends and public holidays) ; |
| National Health Funding Body EA.txt | 741 | bandwidth | the standard bandwidth is between the hours of7.00 am and 7.00 pm, monday to
friday.
68.
the nhfb's business hours for the public are 8.30 am to 5.00 pm monday to friday.
69.
hours worked within the standard bandwidth are at ordinary time.
70.
where an employee requests to work their ordinary hours outside the bandwidth e.g. on
saturday or sunday, the employee may do so, subject to operational requirements, with
the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
work outside the standard bandwidth
71.
aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the ceo to:
a.
b.
perform work outside the bandwidth (inclusive of weekends and public holidays) ;
or
work in excess of9.5 hours on any one day (monday to friday inclusive) ;
whichever occurs first. |
| National Health Funding Body EA.txt | 750 | bandwidth | hours worked within the standard bandwidth are at ordinary time.
70.
where an employee requests to work their ordinary hours outside the bandwidth e.g. on
saturday or sunday, the employee may do so, subject to operational requirements, with
the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
work outside the standard bandwidth
71.
aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the ceo to:
a.
b.
perform work outside the bandwidth (inclusive of weekends and public holidays) ;
or
work in excess of9.5 hours on any one day (monday to friday inclusive) ;
whichever occurs first.
12
72.
for all employees overtime is not payable in relation to any hours worked where :
a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of
work) in a working week; and
b. |
| National Health Funding Body EA.txt | 754 | bandwidth | where an employee requests to work their ordinary hours outside the bandwidth e.g. on
saturday or sunday, the employee may do so, subject to operational requirements, with
the agreement of their manager. any hours worked on this basis will be considered
ordinary hours and will not attract overtime.
work outside the standard bandwidth
71.
aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the ceo to:
a.
b.
perform work outside the bandwidth (inclusive of weekends and public holidays) ;
or
work in excess of9.5 hours on any one day (monday to friday inclusive) ;
whichever occurs first.
12
72.
for all employees overtime is not payable in relation to any hours worked where :
a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of
work) in a working week; and
b.
the overtime is not approved by the ceo.
73.
|
| National Health Funding Body EA.txt | 757 | overtime | ordinary hours and will not attract overtime.
work outside the standard bandwidth
71.
aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the ceo to:
a.
b.
perform work outside the bandwidth (inclusive of weekends and public holidays) ;
or
work in excess of9.5 hours on any one day (monday to friday inclusive) ;
whichever occurs first.
12
72.
for all employees overtime is not payable in relation to any hours worked where :
a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of
work) in a working week; and
b.
the overtime is not approved by the ceo.
73.
the overtime rates are:
a.
b. |
| National Health Funding Body EA.txt | 759 | bandwidth | work outside the standard bandwidth
71.
aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the ceo to:
a.
b.
perform work outside the bandwidth (inclusive of weekends and public holidays) ;
or
work in excess of9.5 hours on any one day (monday to friday inclusive) ;
whichever occurs first.
12
72.
for all employees overtime is not payable in relation to any hours worked where :
a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of
work) in a working week; and
b.
the overtime is not approved by the ceo.
73.
the overtime rates are:
a.
b.
c.
d. |
| National Health Funding Body EA.txt | 762 | overtime | aps1-6 level employees (and their equivalents) are eligible for an overtime payment
where they are required by the ceo to:
a.
b.
perform work outside the bandwidth (inclusive of weekends and public holidays) ;
or
work in excess of9.5 hours on any one day (monday to friday inclusive) ;
whichever occurs first.
12
72.
for all employees overtime is not payable in relation to any hours worked where :
a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of
work) in a working week; and
b.
the overtime is not approved by the ceo.
73.
the overtime rates are:
a.
b.
c.
d.
monday to saturday- time and one half;
sunday and public holidays - double time; |
| National Health Funding Body EA.txt | 767 | bandwidth | perform work outside the bandwidth (inclusive of weekends and public holidays) ;
or
work in excess of9.5 hours on any one day (monday to friday inclusive) ;
whichever occurs first.
12
72.
for all employees overtime is not payable in relation to any hours worked where :
a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of
work) in a working week; and
b.
the overtime is not approved by the ceo.
73.
the overtime rates are:
a.
b.
c.
d.
monday to saturday- time and one half;
sunday and public holidays - double time;
public holiday falling within the standard bandwidth (for full-time employees) or
agreed pattern of hours (for part-time employees)- single time;
where directed to work overtime during the annual closedown - time and one half.
74. |
| National Health Funding Body EA.txt | 776 | overtime | for all employees overtime is not payable in relation to any hours worked where :
a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of
work) in a working week; and
b.
the overtime is not approved by the ceo.
73.
the overtime rates are:
a.
b.
c.
d.
monday to saturday- time and one half;
sunday and public holidays - double time;
public holiday falling within the standard bandwidth (for full-time employees) or
agreed pattern of hours (for part-time employees)- single time;
where directed to work overtime during the annual closedown - time and one half.
74.
in directing an employee to work a period of overtime, the ceo will take into account
operational needs and the personal circumstances ofthe employee.
75 .
overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and
overtime. |
| National Health Funding Body EA.txt | 780 | overtime | the overtime is not approved by the ceo.
73.
the overtime rates are:
a.
b.
c.
d.
monday to saturday- time and one half;
sunday and public holidays - double time;
public holiday falling within the standard bandwidth (for full-time employees) or
agreed pattern of hours (for part-time employees)- single time;
where directed to work overtime during the annual closedown - time and one half.
74.
in directing an employee to work a period of overtime, the ceo will take into account
operational needs and the personal circumstances ofthe employee.
75 .
overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and
overtime.
76 .
executive level employees have access to flexible working hours in accordance with |
| National Health Funding Body EA.txt | 784 | overtime | the overtime rates are:
a.
b.
c.
d.
monday to saturday- time and one half;
sunday and public holidays - double time;
public holiday falling within the standard bandwidth (for full-time employees) or
agreed pattern of hours (for part-time employees)- single time;
where directed to work overtime during the annual closedown - time and one half.
74.
in directing an employee to work a period of overtime, the ceo will take into account
operational needs and the personal circumstances ofthe employee.
75 .
overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and
overtime.
76 .
executive level employees have access to flexible working hours in accordance with
clauses 100 and 101 (executive level working arrangements).
77.
|
| National Health Funding Body EA.txt | 792 | bandwidth | public holiday falling within the standard bandwidth (for full-time employees) or
agreed pattern of hours (for part-time employees)- single time;
where directed to work overtime during the annual closedown - time and one half.
74.
in directing an employee to work a period of overtime, the ceo will take into account
operational needs and the personal circumstances ofthe employee.
75 .
overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and
overtime.
76 .
executive level employees have access to flexible working hours in accordance with
clauses 100 and 101 (executive level working arrangements).
77.
clauses 71 to 76 do not apply where an employee is required to undetiake official
travel.
flextime
78.
all aps 1-6 (and equivalent) employees may access flexible working hours. flexible
working hours will be accessed through the flex-time scheme and do not attract |
| National Health Funding Body EA.txt | 794 | overtime | where directed to work overtime during the annual closedown - time and one half.
74.
in directing an employee to work a period of overtime, the ceo will take into account
operational needs and the personal circumstances ofthe employee.
75 .
overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and
overtime.
76 .
executive level employees have access to flexible working hours in accordance with
clauses 100 and 101 (executive level working arrangements).
77.
clauses 71 to 76 do not apply where an employee is required to undetiake official
travel.
flextime
78.
all aps 1-6 (and equivalent) employees may access flexible working hours. flexible
working hours will be accessed through the flex-time scheme and do not attract
overtime.
|
| National Health Funding Body EA.txt | 798 | overtime | in directing an employee to work a period of overtime, the ceo will take into account
operational needs and the personal circumstances ofthe employee.
75 .
overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and
overtime.
76 .
executive level employees have access to flexible working hours in accordance with
clauses 100 and 101 (executive level working arrangements).
77.
clauses 71 to 76 do not apply where an employee is required to undetiake official
travel.
flextime
78.
all aps 1-6 (and equivalent) employees may access flexible working hours. flexible
working hours will be accessed through the flex-time scheme and do not attract
overtime.
79.
the ceo will administer these arrangements in a way which meets the nhfb's
operational requirements and responsibilities. where possible, the ceo will take into |
| National Health Funding Body EA.txt | 803 | overtime | overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and
overtime.
76 .
executive level employees have access to flexible working hours in accordance with
clauses 100 and 101 (executive level working arrangements).
77.
clauses 71 to 76 do not apply where an employee is required to undetiake official
travel.
flextime
78.
all aps 1-6 (and equivalent) employees may access flexible working hours. flexible
working hours will be accessed through the flex-time scheme and do not attract
overtime.
79.
the ceo will administer these arrangements in a way which meets the nhfb's
operational requirements and responsibilities. where possible, the ceo will take into
consideration the individual needs ofthe employee.
80.
subject to the agreement of their manager, an employee may: |
| National Health Funding Body EA.txt | 805 | overtime | overtime.
76 .
executive level employees have access to flexible working hours in accordance with
clauses 100 and 101 (executive level working arrangements).
77.
clauses 71 to 76 do not apply where an employee is required to undetiake official
travel.
flextime
78.
all aps 1-6 (and equivalent) employees may access flexible working hours. flexible
working hours will be accessed through the flex-time scheme and do not attract
overtime.
79.
the ceo will administer these arrangements in a way which meets the nhfb's
operational requirements and responsibilities. where possible, the ceo will take into
consideration the individual needs ofthe employee.
80.
subject to the agreement of their manager, an employee may:
a.
b. |
| National Health Funding Body EA.txt | 815 | travel | travel.
flextime
78.
all aps 1-6 (and equivalent) employees may access flexible working hours. flexible
working hours will be accessed through the flex-time scheme and do not attract
overtime.
79.
the ceo will administer these arrangements in a way which meets the nhfb's
operational requirements and responsibilities. where possible, the ceo will take into
consideration the individual needs ofthe employee.
80.
subject to the agreement of their manager, an employee may:
a.
b.
81.
vary their pattern of attendance from time to time in order to meet personal needs,
take flextime as a pati or whole day absence.
where an employee's flex credits are outstanding at the cessation of employment the
flex credit will be paid at ordinary time rates. where flex debits are outstanding at the
cessation employment these will be recovered as pati of the termination payment.
|
| National Health Funding Body EA.txt | 817 | flextime | flextime
78.
all aps 1-6 (and equivalent) employees may access flexible working hours. flexible
working hours will be accessed through the flex-time scheme and do not attract
overtime.
79.
the ceo will administer these arrangements in a way which meets the nhfb's
operational requirements and responsibilities. where possible, the ceo will take into
consideration the individual needs ofthe employee.
80.
subject to the agreement of their manager, an employee may:
a.
b.
81.
vary their pattern of attendance from time to time in order to meet personal needs,
take flextime as a pati or whole day absence.
where an employee's flex credits are outstanding at the cessation of employment the
flex credit will be paid at ordinary time rates. where flex debits are outstanding at the
cessation employment these will be recovered as pati of the termination payment.
excess flex credits
82. |
| National Health Funding Body EA.txt | 822 | overtime | overtime.
79.
the ceo will administer these arrangements in a way which meets the nhfb's
operational requirements and responsibilities. where possible, the ceo will take into
consideration the individual needs ofthe employee.
80.
subject to the agreement of their manager, an employee may:
a.
b.
81.
vary their pattern of attendance from time to time in order to meet personal needs,
take flextime as a pati or whole day absence.
where an employee's flex credits are outstanding at the cessation of employment the
flex credit will be paid at ordinary time rates. where flex debits are outstanding at the
cessation employment these will be recovered as pati of the termination payment.
excess flex credits
82.
where an employee's flex credit exceeds 20 hours at the end of a settlement period, the
employee and their manager will put a plan in place to reduce the flex credits.
83 . |
| National Health Funding Body EA.txt | 839 | flextime | take flextime as a pati or whole day absence.
where an employee's flex credits are outstanding at the cessation of employment the
flex credit will be paid at ordinary time rates. where flex debits are outstanding at the
cessation employment these will be recovered as pati of the termination payment.
excess flex credits
82.
where an employee's flex credit exceeds 20 hours at the end of a settlement period, the
employee and their manager will put a plan in place to reduce the flex credits.
83 .
at the end of a settlement period, an employee ' s manager may approve flex credits
exceeding 30 hours to be cashed out at ordinary time rates where, due to organisational
13
requirements, the manager cannot envisage an opportunity for the employee to use
those credits in the next settlement period.
84.
at the request of the employee, flex credits exceeding 37.5 hours will be cashed out.
flex credits exceeding 37.5 hours will not be carried over to the next settlement period.
flex debit balance
85.
an employee may not carry over in excess of 10 hours flextime debit at the end of any |
| National Health Funding Body EA.txt | 868 | flextime | an employee may not carry over in excess of 10 hours flextime debit at the end of any
settlement period. where an employee has a flex debit of more than 10 hours in a
settlement period, the employee must reduce the flex debit to 10 hours or less in the
next settlement period.
86.
where an employee does not reduce the flex debit, any amount exceeding 10 hours will
be treated as leave without pay and will be recovered in full as an over payment.
public holidays
87.
an employee is entitled to the following public holidays:
a.
b.
c.
d.
e.
f.
g.
h.
1.
new year's day- 1 january;
australia day- 26 january;
good friday;
easter monday;
anzac day- 25 april;
queen's birthday- on the day on which it is celebrated in the relevant state or |
| National Health Funding Body EA.txt | 928 | long service leave | entitlement for that form of leave (e.g., if on long service leave at half pay, payment is
at half pay).
14
92.
if under a law of a state or territory every sunday is declared or prescribed by or under
that law to be a public holiday, there is no entitlement to receive payment as a public
holiday if the employee would have worked, or does perform work, on that day. in
these circumstances, payment will only be made at the public holiday rate of pay if
employee performs work on that day, and the sunday would otherwise be a public
holiday under clause 87.
93 .
if under a law of a state or territory easter tuesday is declared or prescribed by or
under that law to be a public holiday, there is no entitlement to receive payment as a
public holiday if the employee would have worked, or does perform work, on that day.
christmas closedown
94.
the nhfb will close its normal operations from close of business on the last working
day before christmas, with business resuming on the first working day after new
year's day ('christmas closedown ' ).
95.
employees are entitled to be absent with pay for the working days during christmas |
| National Health Funding Body EA.txt | 966 | long service leave | entitlement, e.g. if the employee is absent on long service leave at half pay, payment for
the day will also be at half pay.
97.
part-time employees normally not working on the days of the week on which an annual
closedown occurs will not be entitled to alternative time off.
flexible working arrangements
98.
an employee may request a change in the working arrangements if they require
flexibility as stated under the national employment standards (nes).
99 .
the approval of flexible working arrangements will apply for a period determined by
the ceo.
executive level working arrangements
100. the ceo may approve executive level employees (and their equivalents) access to
flexible working hours. executive level remuneration recognises that some additional
demands may be placed upon them.
101. where operational needs require an executive level employee to work additional hours
in excess of their ordinary hours for a sustained period, the ceo will grant reasonable
time off to recognise the additional hours worked at an agreed time.
15
working from home |
| National Health Funding Body EA.txt | 1085 | travel | employees travelling on official duty
108. travel allowances and assistance are set in line with the australian taxation office
(ato) economic indicator. futiher information is available in the travel policy.
109. if an employee is required to be absent from the usual locality on official business
involving an overnight stay, a daily travel allowance will be paid at a rate aligned to the
a to economic indicator and agreed by the ceo.
110. where this period exceeds three (3) continuous weeks, the ceo may review the travel
allowance and adjust the payment on the basis of reasonable actual expense or provide
an alternative package of assistance for temporary relocation.
111. the ceo may approve reimbursement of reasonable additional expenses, as
determined by nhfb, subject to the presentation of receipts, incurred as a direct result
of travelling on official business . .
112. an employee who is absent from the usual place of work on official business for a
period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for
each absence.
113. official travel, wherever possible, should be undetiaken during the standard bandwidth
of hours.
114. an employee wi ii not receive the meal and/or accommodation components of a daily
travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther |
| National Health Funding Body EA.txt | 1086 | travel | 108. travel allowances and assistance are set in line with the australian taxation office
(ato) economic indicator. futiher information is available in the travel policy.
109. if an employee is required to be absent from the usual locality on official business
involving an overnight stay, a daily travel allowance will be paid at a rate aligned to the
a to economic indicator and agreed by the ceo.
110. where this period exceeds three (3) continuous weeks, the ceo may review the travel
allowance and adjust the payment on the basis of reasonable actual expense or provide
an alternative package of assistance for temporary relocation.
111. the ceo may approve reimbursement of reasonable additional expenses, as
determined by nhfb, subject to the presentation of receipts, incurred as a direct result
of travelling on official business . .
112. an employee who is absent from the usual place of work on official business for a
period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for
each absence.
113. official travel, wherever possible, should be undetiaken during the standard bandwidth
of hours.
114. an employee wi ii not receive the meal and/or accommodation components of a daily
travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy. |
| National Health Funding Body EA.txt | 1086 | travel allowance | 108. travel allowances and assistance are set in line with the australian taxation office
(ato) economic indicator. futiher information is available in the travel policy.
109. if an employee is required to be absent from the usual locality on official business
involving an overnight stay, a daily travel allowance will be paid at a rate aligned to the
a to economic indicator and agreed by the ceo.
110. where this period exceeds three (3) continuous weeks, the ceo may review the travel
allowance and adjust the payment on the basis of reasonable actual expense or provide
an alternative package of assistance for temporary relocation.
111. the ceo may approve reimbursement of reasonable additional expenses, as
determined by nhfb, subject to the presentation of receipts, incurred as a direct result
of travelling on official business . .
112. an employee who is absent from the usual place of work on official business for a
period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for
each absence.
113. official travel, wherever possible, should be undetiaken during the standard bandwidth
of hours.
114. an employee wi ii not receive the meal and/or accommodation components of a daily
travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy. |
| National Health Funding Body EA.txt | 1087 | travel | (ato) economic indicator. futiher information is available in the travel policy.
109. if an employee is required to be absent from the usual locality on official business
involving an overnight stay, a daily travel allowance will be paid at a rate aligned to the
a to economic indicator and agreed by the ceo.
110. where this period exceeds three (3) continuous weeks, the ceo may review the travel
allowance and adjust the payment on the basis of reasonable actual expense or provide
an alternative package of assistance for temporary relocation.
111. the ceo may approve reimbursement of reasonable additional expenses, as
determined by nhfb, subject to the presentation of receipts, incurred as a direct result
of travelling on official business . .
112. an employee who is absent from the usual place of work on official business for a
period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for
each absence.
113. official travel, wherever possible, should be undetiaken during the standard bandwidth
of hours.
114. an employee wi ii not receive the meal and/or accommodation components of a daily
travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy.
|
| National Health Funding Body EA.txt | 1089 | travel | involving an overnight stay, a daily travel allowance will be paid at a rate aligned to the
a to economic indicator and agreed by the ceo.
110. where this period exceeds three (3) continuous weeks, the ceo may review the travel
allowance and adjust the payment on the basis of reasonable actual expense or provide
an alternative package of assistance for temporary relocation.
111. the ceo may approve reimbursement of reasonable additional expenses, as
determined by nhfb, subject to the presentation of receipts, incurred as a direct result
of travelling on official business . .
112. an employee who is absent from the usual place of work on official business for a
period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for
each absence.
113. official travel, wherever possible, should be undetiaken during the standard bandwidth
of hours.
114. an employee wi ii not receive the meal and/or accommodation components of a daily
travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy.
restriction allowance
118. where the ceo requires an employee at the aps 3 classification or above to be |
| National Health Funding Body EA.txt | 1089 | travel allowance | involving an overnight stay, a daily travel allowance will be paid at a rate aligned to the
a to economic indicator and agreed by the ceo.
110. where this period exceeds three (3) continuous weeks, the ceo may review the travel
allowance and adjust the payment on the basis of reasonable actual expense or provide
an alternative package of assistance for temporary relocation.
111. the ceo may approve reimbursement of reasonable additional expenses, as
determined by nhfb, subject to the presentation of receipts, incurred as a direct result
of travelling on official business . .
112. an employee who is absent from the usual place of work on official business for a
period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for
each absence.
113. official travel, wherever possible, should be undetiaken during the standard bandwidth
of hours.
114. an employee wi ii not receive the meal and/or accommodation components of a daily
travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy.
restriction allowance
118. where the ceo requires an employee at the aps 3 classification or above to be |
| National Health Funding Body EA.txt | 1091 | travel | 110. where this period exceeds three (3) continuous weeks, the ceo may review the travel
allowance and adjust the payment on the basis of reasonable actual expense or provide
an alternative package of assistance for temporary relocation.
111. the ceo may approve reimbursement of reasonable additional expenses, as
determined by nhfb, subject to the presentation of receipts, incurred as a direct result
of travelling on official business . .
112. an employee who is absent from the usual place of work on official business for a
period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for
each absence.
113. official travel, wherever possible, should be undetiaken during the standard bandwidth
of hours.
114. an employee wi ii not receive the meal and/or accommodation components of a daily
travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy.
restriction allowance
118. where the ceo requires an employee at the aps 3 classification or above to be
contactable and available to work for a specified period outside the bandwidth of hours,
the employee will be paid a restriction allowance as per the allowance policy and as |
| National Health Funding Body EA.txt | 1096 | travel | of travelling on official business . .
112. an employee who is absent from the usual place of work on official business for a
period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for
each absence.
113. official travel, wherever possible, should be undetiaken during the standard bandwidth
of hours.
114. an employee wi ii not receive the meal and/or accommodation components of a daily
travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy.
restriction allowance
118. where the ceo requires an employee at the aps 3 classification or above to be
contactable and available to work for a specified period outside the bandwidth of hours,
the employee will be paid a restriction allowance as per the allowance policy and as
follows :
a.
b.
c. |
| National Health Funding Body EA.txt | 1100 | travel | 113. official travel, wherever possible, should be undetiaken during the standard bandwidth
of hours.
114. an employee wi ii not receive the meal and/or accommodation components of a daily
travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy.
restriction allowance
118. where the ceo requires an employee at the aps 3 classification or above to be
contactable and available to work for a specified period outside the bandwidth of hours,
the employee will be paid a restriction allowance as per the allowance policy and as
follows :
a.
b.
c.
an employee restricted for a period of seven (7) calendar days will receive an
allowance of $294.58 per week;
an employee restricted for a period of less than seven (7) calendar days will |
| National Health Funding Body EA.txt | 1100 | bandwidth | 113. official travel, wherever possible, should be undetiaken during the standard bandwidth
of hours.
114. an employee wi ii not receive the meal and/or accommodation components of a daily
travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy.
restriction allowance
118. where the ceo requires an employee at the aps 3 classification or above to be
contactable and available to work for a specified period outside the bandwidth of hours,
the employee will be paid a restriction allowance as per the allowance policy and as
follows :
a.
b.
c.
an employee restricted for a period of seven (7) calendar days will receive an
allowance of $294.58 per week;
an employee restricted for a period of less than seven (7) calendar days will |
| National Health Funding Body EA.txt | 1103 | travel | travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy.
restriction allowance
118. where the ceo requires an employee at the aps 3 classification or above to be
contactable and available to work for a specified period outside the bandwidth of hours,
the employee will be paid a restriction allowance as per the allowance policy and as
follows :
a.
b.
c.
an employee restricted for a period of seven (7) calendar days will receive an
allowance of $294.58 per week;
an employee restricted for a period of less than seven (7) calendar days will
receive a propottional rate based on the number of hours restricted outside the
bandwidth; and
an employee restricted on a weekend roster arrangement will receive an |
| National Health Funding Body EA.txt | 1103 | travel allowance | travel allowance if the relevant expense is met by the nhfb or another organisation.
17
motor vehicle allowance
115. motor vehicle allowance (mva) is payable where the ceo approves an employee to
use a private or personally hired vehicle for official purposes.
116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre.
further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy.
restriction allowance
118. where the ceo requires an employee at the aps 3 classification or above to be
contactable and available to work for a specified period outside the bandwidth of hours,
the employee will be paid a restriction allowance as per the allowance policy and as
follows :
a.
b.
c.
an employee restricted for a period of seven (7) calendar days will receive an
allowance of $294.58 per week;
an employee restricted for a period of less than seven (7) calendar days will
receive a propottional rate based on the number of hours restricted outside the
bandwidth; and
an employee restricted on a weekend roster arrangement will receive an |
| National Health Funding Body EA.txt | 1110 | travel | further information is available in the travel policy.
disturbance allowance
117. the ceo may approve disturbance allowance for an employee on permanent
movement requiring relocation where an employee is an eligible employee. fmther
information is available in the allowance policy.
restriction allowance
118. where the ceo requires an employee at the aps 3 classification or above to be
contactable and available to work for a specified period outside the bandwidth of hours,
the employee will be paid a restriction allowance as per the allowance policy and as
follows :
a.
b.
c.
an employee restricted for a period of seven (7) calendar days will receive an
allowance of $294.58 per week;
an employee restricted for a period of less than seven (7) calendar days will
receive a propottional rate based on the number of hours restricted outside the
bandwidth; and
an employee restricted on a weekend roster arrangement will receive an
allowance of $53.56 for each day of the weekend they are restricted. propotiional
rates will not apply for rostered weekend restriction periods.
119. executive level (and equivalents) and casual employees are ineligible to receive
restriction allowance payments unless, in exceptional circumstances, the ceo approves
such a payment.
|
| National Health Funding Body EA.txt | 1119 | bandwidth | contactable and available to work for a specified period outside the bandwidth of hours,
the employee will be paid a restriction allowance as per the allowance policy and as
follows :
a.
b.
c.
an employee restricted for a period of seven (7) calendar days will receive an
allowance of $294.58 per week;
an employee restricted for a period of less than seven (7) calendar days will
receive a propottional rate based on the number of hours restricted outside the
bandwidth; and
an employee restricted on a weekend roster arrangement will receive an
allowance of $53.56 for each day of the weekend they are restricted. propotiional
rates will not apply for rostered weekend restriction periods.
119. executive level (and equivalents) and casual employees are ineligible to receive
restriction allowance payments unless, in exceptional circumstances, the ceo approves
such a payment.
overtime meal allowance
120. where an employee is required to work ovetiime for a continuous period of at least one
(1) hour outside the bandwidth, which extends over a meal period, they will be paid a
meal allowance of $25.30 as per the ovettime policy.
121. a meal period is defined as:
a.
b.
c.
d. |
| National Health Funding Body EA.txt | 1131 | bandwidth | bandwidth; and
an employee restricted on a weekend roster arrangement will receive an
allowance of $53.56 for each day of the weekend they are restricted. propotiional
rates will not apply for rostered weekend restriction periods.
119. executive level (and equivalents) and casual employees are ineligible to receive
restriction allowance payments unless, in exceptional circumstances, the ceo approves
such a payment.
overtime meal allowance
120. where an employee is required to work ovetiime for a continuous period of at least one
(1) hour outside the bandwidth, which extends over a meal period, they will be paid a
meal allowance of $25.30 as per the ovettime policy.
121. a meal period is defined as:
a.
b.
c.
d.
7:00am to 9:00am
12:00 noon to 2:00pm
6:00pm to 7:00pm
midnight to 1:ooam
18
lost and/or damaged clothing or personal effects
122. where an employee incurs loss of, or damage to, clothing or personal effects, and the
loss or damage can be reasonably associated with the employee's performance of their
duties, the manager will authorise reimbursement of costs for repairs or replacement of |
| National Health Funding Body EA.txt | 1140 | overtime | overtime meal allowance
120. where an employee is required to work ovetiime for a continuous period of at least one
(1) hour outside the bandwidth, which extends over a meal period, they will be paid a
meal allowance of $25.30 as per the ovettime policy.
121. a meal period is defined as:
a.
b.
c.
d.
7:00am to 9:00am
12:00 noon to 2:00pm
6:00pm to 7:00pm
midnight to 1:ooam
18
lost and/or damaged clothing or personal effects
122. where an employee incurs loss of, or damage to, clothing or personal effects, and the
loss or damage can be reasonably associated with the employee's performance of their
duties, the manager will authorise reimbursement of costs for repairs or replacement of
the personal effects.
disruption allowance
123 . where the ceo determines there is a building or other disruptive activity the ceo may
determine that an allowance is be payable to affected employees and set the rate and
period of payment to be determined according to the circumstances.
19
|
| National Health Funding Body EA.txt | 1142 | bandwidth | (1) hour outside the bandwidth, which extends over a meal period, they will be paid a
meal allowance of $25.30 as per the ovettime policy.
121. a meal period is defined as:
a.
b.
c.
d.
7:00am to 9:00am
12:00 noon to 2:00pm
6:00pm to 7:00pm
midnight to 1:ooam
18
lost and/or damaged clothing or personal effects
122. where an employee incurs loss of, or damage to, clothing or personal effects, and the
loss or damage can be reasonably associated with the employee's performance of their
duties, the manager will authorise reimbursement of costs for repairs or replacement of
the personal effects.
disruption allowance
123 . where the ceo determines there is a building or other disruptive activity the ceo may
determine that an allowance is be payable to affected employees and set the rate and
period of payment to be determined according to the circumstances.
19
part g-leave
general conditions |
| National Health Funding Body EA.txt | 1175 | travel | 125. if an employee is recalled to duty, the ceo will approve reimbursement toward travel
expenses, incidental expenses or family care costs not otherwise recoverable under
insurance or from another source, provided that the employee took reasonable
precautions to avoid such expenses
portability of leave
126. for the purpose of the portability of leave entitlement:
a.
b.
' aps employee' has the same meaning as in the ps act
' parliamentary service ' refers to employment under the parliamentary service
act 1999
127. where an employee moves into the nhfb (including a promotion or for an agreed
period) from another agency where they were an ongoing aps employee, the
employee's unused accrued annual leave and personal/carers (however described) will
be transferred, provided there is no break in continuity of service.
128. where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing or employment in the parliamentary service
or the act government service, the employee's unused accrued annual leave and
personal/carers leave (however described) will be recognised unless the employee
received payment in lieu of those entitlements on separation of employment.
129. where a person is engaged as an ongoing employee in the nhfb, and immediately
prior to the engagement the person was employed as a non-ongoing aps employee
(whether in the nhfb or another agency) the ceo may, at the employee's request,
recognise any unused, accrued annual leave (excluding accrued leave paid out on
separation of employment) and personal/carer's leave (however described) provided
there is no break in continuity of service.
|
| National Health Funding Body EA.txt | 1243 | long service leave | taken at least 10 days annual leave or long service leave in the 12 months
immediately preceding the request to cash out leave; and
at least 20 days annual leave credit remaining.
141. the nhfb will pay the employee at least the full amount that would have been payable
to the employee had the employee taken the leave that the employee had foregone
142. each cashing out of a patiicular amount of annual leave must be by a separate
agreement in writing with the ceo .
21
payment on separation
143. on separation from the aps, an employee will be paid out leave entitlements in
accordance with the fw act and long service leave (commonwealth employees) act
1976.
144. where an employee dies, or is presumed to have died on a particular date, the ceo will
authorise payment to be made to dependants, the partner of the former employee or the
former employee's legal representative of all leave entitlements otherwise payable on
resignation or retirement.
purchased leave
145. where the ceo agrees an employee may participate in the purchase leave scheme. an
employee may purchase from one to six weeks purchased leave per year. leave, once
purchased, shall generally be taken in multiple days.
146. purchased leave will count as service for all purposes . purchased leave not taken within
12 months from being purchased will be paid out in full.
14 7. the total cost of the purchase will be deducted in fortnightly instalments over the
period of the purchase leave agreement.
148. when an employee ceases employment with the nhfb, the purchased leave credits and |
| National Health Funding Body EA.txt | 1256 | long service leave | accordance with the fw act and long service leave (commonwealth employees) act
1976.
144. where an employee dies, or is presumed to have died on a particular date, the ceo will
authorise payment to be made to dependants, the partner of the former employee or the
former employee's legal representative of all leave entitlements otherwise payable on
resignation or retirement.
purchased leave
145. where the ceo agrees an employee may participate in the purchase leave scheme. an
employee may purchase from one to six weeks purchased leave per year. leave, once
purchased, shall generally be taken in multiple days.
146. purchased leave will count as service for all purposes . purchased leave not taken within
12 months from being purchased will be paid out in full.
14 7. the total cost of the purchase will be deducted in fortnightly instalments over the
period of the purchase leave agreement.
148. when an employee ceases employment with the nhfb, the purchased leave credits and
payments will be reconciled and payments recovered, or refunded as appropriate.
unused purchased leave credits are not transferable between agencies.
personal i carer's leave
entitlement
149. on engagement, an on-going employee will be credited with personal/carers leave of 18
days (135 hours) or the part-time equivalent. a further 18 days (135 hours) or the parttime equivalent will accrue on completion of each 12 month period of service
thereafter.
150. on-going employees will accumulate 18 days (135 hours) or the part-time equivalent
personal/carers leave credits at full pay for each year of service throughout their
employment with the nhfb .
151. full-time non-ongoing employees, other than casual employees are entitled to 18 days
(135 hours) personal/carers leave per year or the part-time equivalent, accruing daily. |
| National Health Funding Body EA.txt | 1327 | long service leave | personal/carer's leave will not count as service, except for long service leave purposes.
evidence for personal/carer's leave
161. an employee is required to provide evidence to be entitled to paid personal/carer's
leave, in accordance clause 162
162. evidence in clause 161 means:
a.
b.
c.
a medical certificate;
a statutory declaration, if it was not reasonably practicable for the employee to
obtain a medical cetiificate; and/or
with the prior agreement or direction of the ceo another form of evidence,
including no evidence.
163. if the employee provides a statutory declaration as evidence, the statutory declaration
must set why the employee was unable to attend work.
164. the ceo may also, in writing, require the employee to provide evidence for
personal/carer's leave in other circumstances.
23
165. if the employee does not provide the required evidence within a reasonable period, the
absence will be treated as unauthorised leave.
absence-without approval
166. where an employee is absent from work without approval, e.g. without the express
approval of their manager, or not in accordance with a term ofthis agreement, the
absence will be tteated as an ' unauthorised absence' and will not count as service for |
| National Health Funding Body EA.txt | 1444 | donating blood | donating blood
185. the nhfb recognises the imp01tance of and supp01ts employees in donating blood.
employees donating blood during working hours are not required to complete a leave
application or to utilise flextime .
long service leave
186. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
187. the minimum period for which long service leave will be granted is seven (7) calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
188. employees who are pregnant, or who have given birth, are covered by the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
189. employees with an entitlement to paid leave under the ml act are provided with an
additional two (2) weeks of paid leave, to be taken continuously with a period of paid
maternity leave provided by the ml act.
190. employees who adopt or permanently foster a child, and have or will have
responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner. |
| National Health Funding Body EA.txt | 1445 | donating blood | 185. the nhfb recognises the imp01tance of and supp01ts employees in donating blood.
employees donating blood during working hours are not required to complete a leave
application or to utilise flextime .
long service leave
186. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
187. the minimum period for which long service leave will be granted is seven (7) calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
188. employees who are pregnant, or who have given birth, are covered by the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
189. employees with an entitlement to paid leave under the ml act are provided with an
additional two (2) weeks of paid leave, to be taken continuously with a period of paid
maternity leave provided by the ml act.
190. employees who adopt or permanently foster a child, and have or will have
responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities |
| National Health Funding Body EA.txt | 1446 | donating blood | employees donating blood during working hours are not required to complete a leave
application or to utilise flextime .
long service leave
186. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
187. the minimum period for which long service leave will be granted is seven (7) calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
188. employees who are pregnant, or who have given birth, are covered by the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
189. employees with an entitlement to paid leave under the ml act are provided with an
additional two (2) weeks of paid leave, to be taken continuously with a period of paid
maternity leave provided by the ml act.
190. employees who adopt or permanently foster a child, and have or will have
responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental |
| National Health Funding Body EA.txt | 1447 | flextime | application or to utilise flextime .
long service leave
186. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
187. the minimum period for which long service leave will be granted is seven (7) calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
188. employees who are pregnant, or who have given birth, are covered by the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
189. employees with an entitlement to paid leave under the ml act are provided with an
additional two (2) weeks of paid leave, to be taken continuously with a period of paid
maternity leave provided by the ml act.
190. employees who adopt or permanently foster a child, and have or will have
responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes. |
| National Health Funding Body EA.txt | 1449 | long service leave | long service leave
186. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
187. the minimum period for which long service leave will be granted is seven (7) calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
188. employees who are pregnant, or who have given birth, are covered by the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
189. employees with an entitlement to paid leave under the ml act are provided with an
additional two (2) weeks of paid leave, to be taken continuously with a period of paid
maternity leave provided by the ml act.
190. employees who adopt or permanently foster a child, and have or will have
responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
193. employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half |
| National Health Funding Body EA.txt | 1450 | long service leave | 186. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
187. the minimum period for which long service leave will be granted is seven (7) calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
188. employees who are pregnant, or who have given birth, are covered by the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
189. employees with an entitlement to paid leave under the ml act are provided with an
additional two (2) weeks of paid leave, to be taken continuously with a period of paid
maternity leave provided by the ml act.
190. employees who adopt or permanently foster a child, and have or will have
responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
193. employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks |
| National Health Funding Body EA.txt | 1452 | long service leave | 187. the minimum period for which long service leave will be granted is seven (7) calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
188. employees who are pregnant, or who have given birth, are covered by the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
189. employees with an entitlement to paid leave under the ml act are provided with an
additional two (2) weeks of paid leave, to be taken continuously with a period of paid
maternity leave provided by the ml act.
190. employees who adopt or permanently foster a child, and have or will have
responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
193. employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
ofthe leave period will .count as service.
194. on ending the initial period of up to 52 weeks of maternity or parental leave, |
| National Health Funding Body EA.txt | 1453 | long service leave | days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
188. employees who are pregnant, or who have given birth, are covered by the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
189. employees with an entitlement to paid leave under the ml act are provided with an
additional two (2) weeks of paid leave, to be taken continuously with a period of paid
maternity leave provided by the ml act.
190. employees who adopt or permanently foster a child, and have or will have
responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
193. employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
ofthe leave period will .count as service.
194. on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further period of up |
| National Health Funding Body EA.txt | 1456 | parental leave | maternity and parental leave
188. employees who are pregnant, or who have given birth, are covered by the provisions of
the maternity leave (commonwealth employees) act 1973 (the ml act).
189. employees with an entitlement to paid leave under the ml act are provided with an
additional two (2) weeks of paid leave, to be taken continuously with a period of paid
maternity leave provided by the ml act.
190. employees who adopt or permanently foster a child, and have or will have
responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
193. employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
ofthe leave period will .count as service.
194. on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further period of up
to 52 weeks. the second period of unpaid leave is to commence immediately following
the initial leave period .
|
| National Health Funding Body EA.txt | 1458 | maternity leave | the maternity leave (commonwealth employees) act 1973 (the ml act).
189. employees with an entitlement to paid leave under the ml act are provided with an
additional two (2) weeks of paid leave, to be taken continuously with a period of paid
maternity leave provided by the ml act.
190. employees who adopt or permanently foster a child, and have or will have
responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
193. employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
ofthe leave period will .count as service.
194. on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further period of up
to 52 weeks. the second period of unpaid leave is to commence immediately following
the initial leave period .
26
|
| National Health Funding Body EA.txt | 1461 | maternity leave | maternity leave provided by the ml act.
190. employees who adopt or permanently foster a child, and have or will have
responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
193. employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
ofthe leave period will .count as service.
194. on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further period of up
to 52 weeks. the second period of unpaid leave is to commence immediately following
the initial leave period .
26
195. unpaid maternity or parental leave will not count as service for any purpose.
196. maternity or parental leave is inclusive of public holidays and will not be extended
because a public holiday [or christmas closedown] falls during a period of paid or |
| National Health Funding Body EA.txt | 1463 | parental leave | responsibility for the care of the child, are entitled to up to 52 weeks of parental leave .
for primary caregivers, up to 14 weeks will be paid leave, commencing from the time
of placement ofthe child, provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
193. employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
ofthe leave period will .count as service.
194. on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further period of up
to 52 weeks. the second period of unpaid leave is to commence immediately following
the initial leave period .
26
195. unpaid maternity or parental leave will not count as service for any purpose.
196. maternity or parental leave is inclusive of public holidays and will not be extended
because a public holiday [or christmas closedown] falls during a period of paid or
unpaid maternity or parental leave.
· |
| National Health Funding Body EA.txt | 1467 | parental leave | 191. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age;
b. has not, or will not have, lived continuously with the employee for a period of 6
months or more as at the day (or expected day) of placement; and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee ' s spouse/partner.
192. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
193. employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
ofthe leave period will .count as service.
194. on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further period of up
to 52 weeks. the second period of unpaid leave is to commence immediately following
the initial leave period .
26
195. unpaid maternity or parental leave will not count as service for any purpose.
196. maternity or parental leave is inclusive of public holidays and will not be extended
because a public holiday [or christmas closedown] falls during a period of paid or
unpaid maternity or parental leave.
·
197. an employee on ending parental or maternity leave is entitled to return to the
employees pre-parental leave position in accordance with section 83 and 84 of the fw
act.
|
| National Health Funding Body EA.txt | 1477 | parental leave | 193. employees who are eligible for paid maternity or parental leave may elect to have the
payment for that leave spread over a maximum of 28 weeks at a rate no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
ofthe leave period will .count as service.
194. on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further period of up
to 52 weeks. the second period of unpaid leave is to commence immediately following
the initial leave period .
26
195. unpaid maternity or parental leave will not count as service for any purpose.
196. maternity or parental leave is inclusive of public holidays and will not be extended
because a public holiday [or christmas closedown] falls during a period of paid or
unpaid maternity or parental leave.
·
197. an employee on ending parental or maternity leave is entitled to return to the
employees pre-parental leave position in accordance with section 83 and 84 of the fw
act.
parental (partner) leave
198. employees who are-a child ' s non-primary care giver and stand in a domestic or
household relationship with the child are entitled to be granted four (4) weeks paid
parental leave on the birth, adoption or permanent foster care placement of a child or
their partner's child. this paid leave will count as service for all purposes.
199. employees may elect to have the payment for paid parental leave spread over a
maximum of eight (8) weeks at a rate of no less than half normal salary. where
payment is spread over the longer period, only half of the total weeks of the leave
period will count as service.
200. employees who are a child's non-primary care givers and stand in a domestic or |
| National Health Funding Body EA.txt | 1481 | parental leave | 194. on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further period of up
to 52 weeks. the second period of unpaid leave is to commence immediately following
the initial leave period .
26
195. unpaid maternity or parental leave will not count as service for any purpose.
196. maternity or parental leave is inclusive of public holidays and will not be extended
because a public holiday [or christmas closedown] falls during a period of paid or
unpaid maternity or parental leave.
·
197. an employee on ending parental or maternity leave is entitled to return to the
employees pre-parental leave position in accordance with section 83 and 84 of the fw
act.
parental (partner) leave
198. employees who are-a child ' s non-primary care giver and stand in a domestic or
household relationship with the child are entitled to be granted four (4) weeks paid
parental leave on the birth, adoption or permanent foster care placement of a child or
their partner's child. this paid leave will count as service for all purposes.
199. employees may elect to have the payment for paid parental leave spread over a
maximum of eight (8) weeks at a rate of no less than half normal salary. where
payment is spread over the longer period, only half of the total weeks of the leave
period will count as service.
200. employees who are a child's non-primary care givers and stand in a domestic or
household relationship with the child are also entitled to granted unpaid miscellaneous
leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or
permanent foster care placement of a child or their patiner's child.
201. documentary evidence as outlined in clause 192, or a birth cetiificate following the |
| National Health Funding Body EA.txt | 1482 | parental leave | employees may request an extension of unpaid parental leave for a further period of up
to 52 weeks. the second period of unpaid leave is to commence immediately following
the initial leave period .
26
195. unpaid maternity or parental leave will not count as service for any purpose.
196. maternity or parental leave is inclusive of public holidays and will not be extended
because a public holiday [or christmas closedown] falls during a period of paid or
unpaid maternity or parental leave.
·
197. an employee on ending parental or maternity leave is entitled to return to the
employees pre-parental leave position in accordance with section 83 and 84 of the fw
act.
parental (partner) leave
198. employees who are-a child ' s non-primary care giver and stand in a domestic or
household relationship with the child are entitled to be granted four (4) weeks paid
parental leave on the birth, adoption or permanent foster care placement of a child or
their partner's child. this paid leave will count as service for all purposes.
199. employees may elect to have the payment for paid parental leave spread over a
maximum of eight (8) weeks at a rate of no less than half normal salary. where
payment is spread over the longer period, only half of the total weeks of the leave
period will count as service.
200. employees who are a child's non-primary care givers and stand in a domestic or
household relationship with the child are also entitled to granted unpaid miscellaneous
leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or
permanent foster care placement of a child or their patiner's child.
201. documentary evidence as outlined in clause 192, or a birth cetiificate following the
birth of a child, must be submitted when applying for parental (patiner) leave. |
| National Health Funding Body EA.txt | 1488 | parental leave | 195. unpaid maternity or parental leave will not count as service for any purpose.
196. maternity or parental leave is inclusive of public holidays and will not be extended
because a public holiday [or christmas closedown] falls during a period of paid or
unpaid maternity or parental leave.
·
197. an employee on ending parental or maternity leave is entitled to return to the
employees pre-parental leave position in accordance with section 83 and 84 of the fw
act.
parental (partner) leave
198. employees who are-a child ' s non-primary care giver and stand in a domestic or
household relationship with the child are entitled to be granted four (4) weeks paid
parental leave on the birth, adoption or permanent foster care placement of a child or
their partner's child. this paid leave will count as service for all purposes.
199. employees may elect to have the payment for paid parental leave spread over a
maximum of eight (8) weeks at a rate of no less than half normal salary. where
payment is spread over the longer period, only half of the total weeks of the leave
period will count as service.
200. employees who are a child's non-primary care givers and stand in a domestic or
household relationship with the child are also entitled to granted unpaid miscellaneous
leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or
permanent foster care placement of a child or their patiner's child.
201. documentary evidence as outlined in clause 192, or a birth cetiificate following the
birth of a child, must be submitted when applying for parental (patiner) leave.
27
part h- performance and developmemt
performance management scheme
202. employees must participate in the nhfb ' s performance management scheme known |
| National Health Funding Body EA.txt | 1489 | parental leave | 196. maternity or parental leave is inclusive of public holidays and will not be extended
because a public holiday [or christmas closedown] falls during a period of paid or
unpaid maternity or parental leave.
·
197. an employee on ending parental or maternity leave is entitled to return to the
employees pre-parental leave position in accordance with section 83 and 84 of the fw
act.
parental (partner) leave
198. employees who are-a child ' s non-primary care giver and stand in a domestic or
household relationship with the child are entitled to be granted four (4) weeks paid
parental leave on the birth, adoption or permanent foster care placement of a child or
their partner's child. this paid leave will count as service for all purposes.
199. employees may elect to have the payment for paid parental leave spread over a
maximum of eight (8) weeks at a rate of no less than half normal salary. where
payment is spread over the longer period, only half of the total weeks of the leave
period will count as service.
200. employees who are a child's non-primary care givers and stand in a domestic or
household relationship with the child are also entitled to granted unpaid miscellaneous
leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or
permanent foster care placement of a child or their patiner's child.
201. documentary evidence as outlined in clause 192, or a birth cetiificate following the
birth of a child, must be submitted when applying for parental (patiner) leave.
27
part h- performance and developmemt
performance management scheme
202. employees must participate in the nhfb ' s performance management scheme known
as the pds . the performance management cycle runs from 1 july to 30 june each year. |
| National Health Funding Body EA.txt | 1491 | parental leave | unpaid maternity or parental leave.
·
197. an employee on ending parental or maternity leave is entitled to return to the
employees pre-parental leave position in accordance with section 83 and 84 of the fw
act.
parental (partner) leave
198. employees who are-a child ' s non-primary care giver and stand in a domestic or
household relationship with the child are entitled to be granted four (4) weeks paid
parental leave on the birth, adoption or permanent foster care placement of a child or
their partner's child. this paid leave will count as service for all purposes.
199. employees may elect to have the payment for paid parental leave spread over a
maximum of eight (8) weeks at a rate of no less than half normal salary. where
payment is spread over the longer period, only half of the total weeks of the leave
period will count as service.
200. employees who are a child's non-primary care givers and stand in a domestic or
household relationship with the child are also entitled to granted unpaid miscellaneous
leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or
permanent foster care placement of a child or their patiner's child.
201. documentary evidence as outlined in clause 192, or a birth cetiificate following the
birth of a child, must be submitted when applying for parental (patiner) leave.
27
part h- performance and developmemt
performance management scheme
202. employees must participate in the nhfb ' s performance management scheme known
as the pds . the performance management cycle runs from 1 july to 30 june each year.
203 . the performance management guidelines set out performance management processes,
including the responsibilities, rights and obligations of managers and employees in |
| National Health Funding Body EA.txt | 1493 | maternity leave | 197. an employee on ending parental or maternity leave is entitled to return to the
employees pre-parental leave position in accordance with section 83 and 84 of the fw
act.
parental (partner) leave
198. employees who are-a child ' s non-primary care giver and stand in a domestic or
household relationship with the child are entitled to be granted four (4) weeks paid
parental leave on the birth, adoption or permanent foster care placement of a child or
their partner's child. this paid leave will count as service for all purposes.
199. employees may elect to have the payment for paid parental leave spread over a
maximum of eight (8) weeks at a rate of no less than half normal salary. where
payment is spread over the longer period, only half of the total weeks of the leave
period will count as service.
200. employees who are a child's non-primary care givers and stand in a domestic or
household relationship with the child are also entitled to granted unpaid miscellaneous
leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or
permanent foster care placement of a child or their patiner's child.
201. documentary evidence as outlined in clause 192, or a birth cetiificate following the
birth of a child, must be submitted when applying for parental (patiner) leave.
27
part h- performance and developmemt
performance management scheme
202. employees must participate in the nhfb ' s performance management scheme known
as the pds . the performance management cycle runs from 1 july to 30 june each year.
203 . the performance management guidelines set out performance management processes,
including the responsibilities, rights and obligations of managers and employees in
managing performance.
|
| National Health Funding Body EA.txt | 1494 | parental leave | employees pre-parental leave position in accordance with section 83 and 84 of the fw
act.
parental (partner) leave
198. employees who are-a child ' s non-primary care giver and stand in a domestic or
household relationship with the child are entitled to be granted four (4) weeks paid
parental leave on the birth, adoption or permanent foster care placement of a child or
their partner's child. this paid leave will count as service for all purposes.
199. employees may elect to have the payment for paid parental leave spread over a
maximum of eight (8) weeks at a rate of no less than half normal salary. where
payment is spread over the longer period, only half of the total weeks of the leave
period will count as service.
200. employees who are a child's non-primary care givers and stand in a domestic or
household relationship with the child are also entitled to granted unpaid miscellaneous
leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or
permanent foster care placement of a child or their patiner's child.
201. documentary evidence as outlined in clause 192, or a birth cetiificate following the
birth of a child, must be submitted when applying for parental (patiner) leave.
27
part h- performance and developmemt
performance management scheme
202. employees must participate in the nhfb ' s performance management scheme known
as the pds . the performance management cycle runs from 1 july to 30 june each year.
203 . the performance management guidelines set out performance management processes,
including the responsibilities, rights and obligations of managers and employees in
managing performance.
eligibility for performance salary advancement |
| National Health Funding Body EA.txt | 1500 | parental leave | parental leave on the birth, adoption or permanent foster care placement of a child or
their partner's child. this paid leave will count as service for all purposes.
199. employees may elect to have the payment for paid parental leave spread over a
maximum of eight (8) weeks at a rate of no less than half normal salary. where
payment is spread over the longer period, only half of the total weeks of the leave
period will count as service.
200. employees who are a child's non-primary care givers and stand in a domestic or
household relationship with the child are also entitled to granted unpaid miscellaneous
leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or
permanent foster care placement of a child or their patiner's child.
201. documentary evidence as outlined in clause 192, or a birth cetiificate following the
birth of a child, must be submitted when applying for parental (patiner) leave.
27
part h- performance and developmemt
performance management scheme
202. employees must participate in the nhfb ' s performance management scheme known
as the pds . the performance management cycle runs from 1 july to 30 june each year.
203 . the performance management guidelines set out performance management processes,
including the responsibilities, rights and obligations of managers and employees in
managing performance.
eligibility for performance salary advancement
204. employees who are not on the top of the range for their classification will be eligible
for progression to the next increment point in their classification subject to being
assessed as per the conditions set out in clause 13.
managing underperformance
205. where an employee ' s performance against the pds is rated ' requiring development' , |
| National Health Funding Body EA.txt | 1502 | parental leave | 199. employees may elect to have the payment for paid parental leave spread over a
maximum of eight (8) weeks at a rate of no less than half normal salary. where
payment is spread over the longer period, only half of the total weeks of the leave
period will count as service.
200. employees who are a child's non-primary care givers and stand in a domestic or
household relationship with the child are also entitled to granted unpaid miscellaneous
leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or
permanent foster care placement of a child or their patiner's child.
201. documentary evidence as outlined in clause 192, or a birth cetiificate following the
birth of a child, must be submitted when applying for parental (patiner) leave.
27
part h- performance and developmemt
performance management scheme
202. employees must participate in the nhfb ' s performance management scheme known
as the pds . the performance management cycle runs from 1 july to 30 june each year.
203 . the performance management guidelines set out performance management processes,
including the responsibilities, rights and obligations of managers and employees in
managing performance.
eligibility for performance salary advancement
204. employees who are not on the top of the range for their classification will be eligible
for progression to the next increment point in their classification subject to being
assessed as per the conditions set out in clause 13.
managing underperformance
205. where an employee ' s performance against the pds is rated ' requiring development' ,
and remains below a 'reliable and meaningful contribution and performance'
(satisfactory) rating, an underperformance process will be initiated by the ceo. |
| National Health Funding Body EA.txt | 1523 | salary advancement | eligibility for performance salary advancement
204. employees who are not on the top of the range for their classification will be eligible
for progression to the next increment point in their classification subject to being
assessed as per the conditions set out in clause 13.
managing underperformance
205. where an employee ' s performance against the pds is rated ' requiring development' ,
and remains below a 'reliable and meaningful contribution and performance'
(satisfactory) rating, an underperformance process will be initiated by the ceo.
206. in addressing underperformahce the pds framework is designed to:
a.
be timely and effective;
b.
restore performance of the employee to the required standard;
c.
have regard to the individual circumstances of the employee, including any health
issues;
d.
have regard to natural justice and procedural fairness;
e.
include learning and development as the focus for improving performance; |
| National Health Funding Body EA.txt | 1600 | professional development | continuing professional development
210. the nhfb may have positions which require mandatory qualifications. where
continuing professional development is required to maintain the mandated
qualifications, practicing certificates and relevant skills, the nhfb will :
a.
b.
provide access to training; or ·
on application , provide a professional development allowance to meet the
reasonable costs of continuing professional development.
211. where an employee has received a professional development allowance (pda), that
pda must be used entirely before an application under clause 208 can be made.
212. the ceo may provide financial or other assistance to an employee to undertake formal
courses of study at tertiary and higher education institutions and other vocational
education, for positions which require mandatory qualifications, where continuing
professional development is required to maintain the mandated qualifications practicing
certificates and relevant skills.
mature age employee's financial assistance
213. the ceo may provide an employee aged 54 years and over who is approaching or
genuinely considering retirement, access to financial assistance in the form of a one off .
.reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain
financial advice from a registered financial advisor.
29
part i- workforce adjustment
employee initiated separation from the aps
214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks ' |
| National Health Funding Body EA.txt | 1602 | professional development | continuing professional development is required to maintain the mandated
qualifications, practicing certificates and relevant skills, the nhfb will :
a.
b.
provide access to training; or ·
on application , provide a professional development allowance to meet the
reasonable costs of continuing professional development.
211. where an employee has received a professional development allowance (pda), that
pda must be used entirely before an application under clause 208 can be made.
212. the ceo may provide financial or other assistance to an employee to undertake formal
courses of study at tertiary and higher education institutions and other vocational
education, for positions which require mandatory qualifications, where continuing
professional development is required to maintain the mandated qualifications practicing
certificates and relevant skills.
mature age employee's financial assistance
213. the ceo may provide an employee aged 54 years and over who is approaching or
genuinely considering retirement, access to financial assistance in the form of a one off .
.reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain
financial advice from a registered financial advisor.
29
part i- workforce adjustment
employee initiated separation from the aps
214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks '
notice of their resignation unless a different period is agreed or set out in their letter of
engagement. |
| National Health Funding Body EA.txt | 1608 | professional development | on application , provide a professional development allowance to meet the
reasonable costs of continuing professional development.
211. where an employee has received a professional development allowance (pda), that
pda must be used entirely before an application under clause 208 can be made.
212. the ceo may provide financial or other assistance to an employee to undertake formal
courses of study at tertiary and higher education institutions and other vocational
education, for positions which require mandatory qualifications, where continuing
professional development is required to maintain the mandated qualifications practicing
certificates and relevant skills.
mature age employee's financial assistance
213. the ceo may provide an employee aged 54 years and over who is approaching or
genuinely considering retirement, access to financial assistance in the form of a one off .
.reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain
financial advice from a registered financial advisor.
29
part i- workforce adjustment
employee initiated separation from the aps
214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks '
notice of their resignation unless a different period is agreed or set out in their letter of
engagement.
coverage
215. the following provisions will apply to all employees of the nhfb with the exception
of:
a.
b. |
| National Health Funding Body EA.txt | 1609 | professional development | reasonable costs of continuing professional development.
211. where an employee has received a professional development allowance (pda), that
pda must be used entirely before an application under clause 208 can be made.
212. the ceo may provide financial or other assistance to an employee to undertake formal
courses of study at tertiary and higher education institutions and other vocational
education, for positions which require mandatory qualifications, where continuing
professional development is required to maintain the mandated qualifications practicing
certificates and relevant skills.
mature age employee's financial assistance
213. the ceo may provide an employee aged 54 years and over who is approaching or
genuinely considering retirement, access to financial assistance in the form of a one off .
.reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain
financial advice from a registered financial advisor.
29
part i- workforce adjustment
employee initiated separation from the aps
214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks '
notice of their resignation unless a different period is agreed or set out in their letter of
engagement.
coverage
215. the following provisions will apply to all employees of the nhfb with the exception
of:
a.
b.
|
| National Health Funding Body EA.txt | 1611 | professional development | 211. where an employee has received a professional development allowance (pda), that
pda must be used entirely before an application under clause 208 can be made.
212. the ceo may provide financial or other assistance to an employee to undertake formal
courses of study at tertiary and higher education institutions and other vocational
education, for positions which require mandatory qualifications, where continuing
professional development is required to maintain the mandated qualifications practicing
certificates and relevant skills.
mature age employee's financial assistance
213. the ceo may provide an employee aged 54 years and over who is approaching or
genuinely considering retirement, access to financial assistance in the form of a one off .
.reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain
financial advice from a registered financial advisor.
29
part i- workforce adjustment
employee initiated separation from the aps
214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks '
notice of their resignation unless a different period is agreed or set out in their letter of
engagement.
coverage
215. the following provisions will apply to all employees of the nhfb with the exception
of:
a.
b.
ongoing employees who are on probation ; and
non-ongoing and casual employees. |
| National Health Funding Body EA.txt | 1616 | professional development | professional development is required to maintain the mandated qualifications practicing
certificates and relevant skills.
mature age employee's financial assistance
213. the ceo may provide an employee aged 54 years and over who is approaching or
genuinely considering retirement, access to financial assistance in the form of a one off .
.reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain
financial advice from a registered financial advisor.
29
part i- workforce adjustment
employee initiated separation from the aps
214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks '
notice of their resignation unless a different period is agreed or set out in their letter of
engagement.
coverage
215. the following provisions will apply to all employees of the nhfb with the exception
of:
a.
b.
ongoing employees who are on probation ; and
non-ongoing and casual employees.
definition of excess employees
216. an employee is ' excess' when:
a.
b. |
| National Health Funding Body EA.txt | 1746 | long service leave | government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976;
service with a commonwealth body (other than service with a joint
commonwealth-state body corporate) in with the commonwealth has a
controlling interest which is recognised for long service leave purposes;
service with the australian defence forces;
aps service immediately preceding deemed resignation under repealed section
49 of the ps act, if the service has not previously been recognised for pay
purposes; and
service in another organisation where:
1.
an employee was transferred from the aps to that organisation with a
transfer of function; or
11.
an employee engaged by that organisation on work within a function is
engaged as an aps employee as a result of the transfer of that function to
the aps ; and
111.
such service is recognised for long service leave purposes.
231. absences from work which do not count as service for leave purposes will not count as
service for severance benefit purposes.
rate of payment
232. for the purpose of calculating any payment under clause 226, salary will include:
a.
b.
c.
|
| National Health Funding Body EA.txt | 1750 | long service leave | controlling interest which is recognised for long service leave purposes;
service with the australian defence forces;
aps service immediately preceding deemed resignation under repealed section
49 of the ps act, if the service has not previously been recognised for pay
purposes; and
service in another organisation where:
1.
an employee was transferred from the aps to that organisation with a
transfer of function; or
11.
an employee engaged by that organisation on work within a function is
engaged as an aps employee as a result of the transfer of that function to
the aps ; and
111.
such service is recognised for long service leave purposes.
231. absences from work which do not count as service for leave purposes will not count as
service for severance benefit purposes.
rate of payment
232. for the purpose of calculating any payment under clause 226, salary will include:
a.
b.
c.
the employee's salary at the substantive work value level; or
the salary of the higher classification, where the employee has been working at
the higher classification for a continuous period of at least 12 months
immediately preceding the date on which the employee is declared excess in |
| National Health Funding Body EA.txt | 1764 | long service leave | such service is recognised for long service leave purposes.
231. absences from work which do not count as service for leave purposes will not count as
service for severance benefit purposes.
rate of payment
232. for the purpose of calculating any payment under clause 226, salary will include:
a.
b.
c.
the employee's salary at the substantive work value level; or
the salary of the higher classification, where the employee has been working at
the higher classification for a continuous period of at least 12 months
immediately preceding the date on which the employee is declared excess in
accordance with clause 221; and
other allowances in the nature of salary which are paid during periods of annual
leave and on a regular basis, excluding allowances which are a reimbursement for
expenses incurred, or a payment for disabilities associated with the performance
of duty.
retention periods
233. where an excess employee has not elected for voluntary retrenchment with the
payment of a redundancy benefit, the employee will be entitled to the following period
of retention:
32
a.
b. |
| National Health Funding Body EA.txt | 1824 | travel | 239. the excess employee may request assistance in meeting reasonable travel and
incidental expenses incurred in seeking alternative employment where these expenses
are not met by the prospective employer.
involuntary retrenchment
240. in accordance with section 29 of the ps act, the ceo may involuntarily terminate the
employment of an excess employee at the end of the retention period.
241. the ceo will not terminate the employment of an excess employee if the excess
employee has not been invited to accept an offer of voluntary retrenchment or has
elected to accept an offer of voluntary retrenchment but the ceo has refused to
approve it.
33
partj
consultation and communication
consultation
242. this term applies if:
a.
b.
the nhfb has made a definite decision to introduce a major change to
production, program, organisation, structure or technology in relation to its
enterprise that is likely to have a significant effect on the employees; or
proposes to introduce a change to the regular roster or ordinary hours of work of
employees.
|
| National Health Funding Body EA.txt | 2482 | flextime | "flextime" is a system of flexible working arrangements which enables an employee and
the ceo to vary working hours, patterns and arrangements (subject to operational
requirements) to average working hours of 37 hours and 30 minutes per week for the
settlement period.
"foster care" means an arrangement whereby an employee, as a carer, assumes long
term responsibility for a child:
41
a.
arising from the placement of the child by a 'fostering' arrangement or parenting
order by a person i organisation with statutory responsibility for the placement of
the child
b.
where the child is, or will be, under 16 years of age as at the day of placement, or
the expected day of placement, of the child
c.
where the placement of the child:
1. is for a period longer than six months; and
11. in circumstances where it is not expected that the child will return to their family;
and
d.
the child is not (otherwise than because of the fostering) a child of the employee
or the employee's spouse or de facto partner.
|
| National Health Funding Body EA.txt | 2516 | travel | 11. the day on which the employee starts any travel that is reasonably necessary to
take custody of the child.
"graduate aps" means an employee allocated the classification of graduate aps in
accordance with the classification rules 2000. graduates undertake a structured program
of training and work placements.
"manager" means the person to whom an employee generally rep011s to on a day to day
basis for work related matters, and may include a person referred to as a supervisor.
"nes" means national employment standards in part 2-2 of the fw act, as amended
from time to time.
"non-ongoing employee" means an employee who has been engaged under s. 22(2)(b) of
the public service act for either a specified term or for the duration of a specified task.
"official travel" means travel that an employee is requested to undertake on behalf of
the nhfb. official travel requires formal approval by the ceo via a movement
requisition.
"ps act" means the public service act 1999 as amended from time to time.
"settlement period" means a four week period beginning on a pay day thursday for the
purposes of determining flextime debit or credit carryover.
"trainee aps (administrative)" means an employee allocated the classification of
trainee aps (administrative) in accordance with the classification rules 2000. trainee
aps (administrative) employees unde11ake a training program for a period of 12 months
which combines time at work with training, and can be full-time, pmt-time or schoolbased.
" working day" is monday to friday and excludes public holidays and the christmas
closedown.
42
|
| National Health Funding Body EA.txt | 2528 | travel | "official travel" means travel that an employee is requested to undertake on behalf of
the nhfb. official travel requires formal approval by the ceo via a movement
requisition.
"ps act" means the public service act 1999 as amended from time to time.
"settlement period" means a four week period beginning on a pay day thursday for the
purposes of determining flextime debit or credit carryover.
"trainee aps (administrative)" means an employee allocated the classification of
trainee aps (administrative) in accordance with the classification rules 2000. trainee
aps (administrative) employees unde11ake a training program for a period of 12 months
which combines time at work with training, and can be full-time, pmt-time or schoolbased.
" working day" is monday to friday and excludes public holidays and the christmas
closedown.
42
|
| National Health Funding Body EA.txt | 2529 | travel | the nhfb. official travel requires formal approval by the ceo via a movement
requisition.
"ps act" means the public service act 1999 as amended from time to time.
"settlement period" means a four week period beginning on a pay day thursday for the
purposes of determining flextime debit or credit carryover.
"trainee aps (administrative)" means an employee allocated the classification of
trainee aps (administrative) in accordance with the classification rules 2000. trainee
aps (administrative) employees unde11ake a training program for a period of 12 months
which combines time at work with training, and can be full-time, pmt-time or schoolbased.
" working day" is monday to friday and excludes public holidays and the christmas
closedown.
42
|
| National Health Funding Body EA.txt | 2533 | flextime | purposes of determining flextime debit or credit carryover.
"trainee aps (administrative)" means an employee allocated the classification of
trainee aps (administrative) in accordance with the classification rules 2000. trainee
aps (administrative) employees unde11ake a training program for a period of 12 months
which combines time at work with training, and can be full-time, pmt-time or schoolbased.
" working day" is monday to friday and excludes public holidays and the christmas
closedown.
42
|
| Food Standards Australia and New Zealand EA - March 2016.txt | 156 | travel | travel policies and procedures
studybank policy
probation policy
performance management policy and procedures
3
individual flexibility arrangements
[fair work regulations 2009, regulation 2.08]
6.
the chief executive officer and an employee covered by this ea may agree to make an
individual flexibility arrangement to vary the effect of terms of the ea if:
a. the agreement deals with one or more of the following matters:
i. arrangements about when work is performed
ii. overtime rates
iii. penalty rates
iv. allowances
v. remuneration, and/or
vi. leave and leave loading, and
b. the arrangement meets the genuine needs of the employer and employee in relation |
| Food Standards Australia and New Zealand EA - March 2016.txt | 180 | overtime | ii. overtime rates
iii. penalty rates
iv. allowances
v. remuneration, and/or
vi. leave and leave loading, and
b. the arrangement meets the genuine needs of the employer and employee in relation
to one or more of the matters mentioned in paragraph (a), and
c. the arrangement is genuinely agreed to by the employer and employee.
7.
the employer must ensure that the terms of the individual flexibility arrangement:
a. are about permitted matters under section 172 of the fw act, and
b. are not unlawful terms under section 194 of the fw act, and
c. result in the employee being better off overall than the employee would be if no
arrangement was made.
8.
the employer must ensure that the individual flexibility arrangement:
a. is in writing, and
b. includes the name of the employer and employee, and
c. is signed by the employer and employee and if the employee is under 18 years of
age, signed by a parent or guardian of the employee, and
d.
includes details of:
i. the terms of the ea that will be varied by the arrangement,
ii. how the arrangement will vary the effect of the terms, and
iii. how the employee will be better off overall in relation to the terms and conditions |
| Food Standards Australia and New Zealand EA - March 2016.txt | 324 | bandwidth | hours of duty and bandwidth
30. ordinary hours of duty for full-time employees are 7 hours 30 minutes per day, or 150
hours over a four week period (the “settlement period”). the hours of duty for part-time
employees are the hours stated in the employee’s part-time work agreement.
31. the bandwidth of hours in which an employee may work ordinary hours of duty is 7:00
am to 8:00 pm monday to friday.
32. the official standard hours of operation are 8:30 am to 5:00 pm, with one hour for lunch,
monday to friday.
33. the pattern of hours by which an employee meets the hours of duty is subject to
operational requirements and the agreement of the relevant manager. however, an
employee:
a. will not be expected to work more than ten hours of ordinary time on any day, and
b. must take a meal break of at least 30 minutes after five consecutive hours of duty.
34. where an employee requests to work outside the bandwidth, the employee may do so,
subject to clause 33. however, any hours worked on this basis will be considered
“ordinary hours” and not attract additional duty rates.
flexitime scheme
35. the flexitime scheme applies to full-time employees at the aps1-6 classification level.
hours worked in excess of ordinary hours may be accumulated as flexitime and carried
over from one settlement period to the next.
36. the pattern of hours by which eligible employees meet their required hours of duty is
subject to operational requirements.
37. when it is necessary to do so because of essential work requirements, managers may
require an employee or group of employees in a workplace to work standard hours for a
specific period.
38. the maximum flexitime credit that may be carried over from one settlement period to the
next is 37.5 hours. hours in excess of the maximum may, with the approval of the
employee’s manager, be:
a. carried over if a strategy has been agreed to reduce the credit below 37.5 hours in
the next settlement period, or |
| Food Standards Australia and New Zealand EA - March 2016.txt | 328 | bandwidth | 31. the bandwidth of hours in which an employee may work ordinary hours of duty is 7:00
am to 8:00 pm monday to friday.
32. the official standard hours of operation are 8:30 am to 5:00 pm, with one hour for lunch,
monday to friday.
33. the pattern of hours by which an employee meets the hours of duty is subject to
operational requirements and the agreement of the relevant manager. however, an
employee:
a. will not be expected to work more than ten hours of ordinary time on any day, and
b. must take a meal break of at least 30 minutes after five consecutive hours of duty.
34. where an employee requests to work outside the bandwidth, the employee may do so,
subject to clause 33. however, any hours worked on this basis will be considered
“ordinary hours” and not attract additional duty rates.
flexitime scheme
35. the flexitime scheme applies to full-time employees at the aps1-6 classification level.
hours worked in excess of ordinary hours may be accumulated as flexitime and carried
over from one settlement period to the next.
36. the pattern of hours by which eligible employees meet their required hours of duty is
subject to operational requirements.
37. when it is necessary to do so because of essential work requirements, managers may
require an employee or group of employees in a workplace to work standard hours for a
specific period.
38. the maximum flexitime credit that may be carried over from one settlement period to the
next is 37.5 hours. hours in excess of the maximum may, with the approval of the
employee’s manager, be:
a. carried over if a strategy has been agreed to reduce the credit below 37.5 hours in
the next settlement period, or
b. cashed out at ordinary time rates at the end of the settlement period.
8
|
| Food Standards Australia and New Zealand EA - March 2016.txt | 337 | bandwidth | 34. where an employee requests to work outside the bandwidth, the employee may do so,
subject to clause 33. however, any hours worked on this basis will be considered
“ordinary hours” and not attract additional duty rates.
flexitime scheme
35. the flexitime scheme applies to full-time employees at the aps1-6 classification level.
hours worked in excess of ordinary hours may be accumulated as flexitime and carried
over from one settlement period to the next.
36. the pattern of hours by which eligible employees meet their required hours of duty is
subject to operational requirements.
37. when it is necessary to do so because of essential work requirements, managers may
require an employee or group of employees in a workplace to work standard hours for a
specific period.
38. the maximum flexitime credit that may be carried over from one settlement period to the
next is 37.5 hours. hours in excess of the maximum may, with the approval of the
employee’s manager, be:
a. carried over if a strategy has been agreed to reduce the credit below 37.5 hours in
the next settlement period, or
b. cashed out at ordinary time rates at the end of the settlement period.
8
39. the maximum flexitime debit an employee may accumulate and carry over from one
settlement period to the next is 10 hours. in circumstances where the maximum debit is
exceeded at the end of a settlement period:
a. the employee will endeavour to reduce the debit to the maximum allowable (or
lower) over the next settlement period, or
b. should this not occur, the amount by which the maximum is exceeded shall be
treated as leave without pay and an appropriate deduction made from the
employee's pay.
40. where it is reasonably considered that an employee has failed to comply with the |
| Food Standards Australia and New Zealand EA - March 2016.txt | 396 | bandwidth | 47. additional duty refers to work performed outside the bandwidth of hours (as per clause
31) or in excess of 10 hours per day (monday to friday).
9
48. aps1-6 level employees (or equivalent) may be entitled to be compensated in the form
of time off in lieu (toil) or payment for the additional duty. however, additional duty
compensation does not apply to additional hours carried out voluntarily.
49. employees are entitled to refuse to work additional hours if they are unreasonable in
accordance with section 62 of the fw act.
50. toil is calculated at the following rates:
a. monday to saturday
- time and one half
b. sunday and public holidays
- double time.
51. part-time employees at the aps1-6 level (or equivalent) may be recompensed for
additional duty:
a. performed at the direction of management
b. that is not continuous with the employee’s agreed or specified hours of work, and/or
c. that is beyond the total hours specified in the employee’s part-time work agreement
over a settlement period, unless the part-time employee has an agreement in place
with their manager to access flexitime.
52. executive level employees may be provided with time off in compensation for additional
hours worked, in addition to any negotiated flexible working arrangements. time off will
be on a reasonable basis, however will not be granted on an hour for hour basis.
53. a manager may approve the use of taxis by an employee for after-hours work, as part of |
| Food Standards Australia and New Zealand EA - March 2016.txt | 446 | salary advancement | part d: remuneration and salary advancement
timing and quantum of salary increases
57. salary rates, as per attachment b, will increase with effect on:
a. the beginning of the first full pay period after the date of commencement of the ea
– increase of 3%
b. one year following the commencement of the ea – 2%
c. two years following the commencement of the ea – 1%.
payment of salary
58. an employee’s annual salary, as per attachment b, will be salary for all purposes.
annual salary will be paid fortnightly and the fortnightly rate of pay will be based on the
following formula:
fortnightly pay = annual salary x 12
313
overpayments
59. where an employee is overpaid an amount of salary or other benefits, the overpayment
will be recovered.
note: further details are provided in the chief executive officer instructions.
salary on commencement
60. where an employee commences at fsanz salary will be payable at the minimum point
of the salary range applicable to the position classification. however, the chief
executive officer may authorise payment of salary above the minimum point in the
range, having regard to the experience, qualifications and skills of the employee, and
the employee’s ability to make a substantial contribution to fsanz from the date of
commencement.
61. if an employee's salary is set at an incorrect salary point at the time of commencement,
the chief executive officer may determine the correct pay point to apply in order to
correct any anomaly or misunderstanding that may have occurred.
62. where an employee moves to fsanz and the employee’s current salary from the
previous aps employer exceeds the maximum salary offered by fsanz at the
equivalent classification level in this ea, the chief executive officer may authorise that |
| Food Standards Australia and New Zealand EA - March 2016.txt | 481 | salary advancement | salary advancement within classification levels
63. salary advancement within all classification levels will occur from the first full pay period
after 1 january each year, and:
a. completion of the requirements of the fsanz performance management and
development scheme (pmd)
b. performance of duties at the employee’s substantive level or above within fsanz,
for an aggregate of six months or more within the pmd cycle
c. achievement of at least a fully effective rating, or
d. the advancement provisions applying to specific groups of staff as outlined in this
section.
salary advancement for probationers
64. all ongoing employees engaged by fsanz must undergo a minimum three month
probation period. the minimum period of probation may be extended to a maximum of
six months. non-ongoing employees, with contracts to work six consecutive months or
more, are also subject to the same probation conditions as ongoing employees.
65. employees on probation will be eligible for salary advancement from the date they
cease to be a probationer and subject to clause 63.
note: further information is available in the fsanz probation policy
salary advancement for non-ongoing staff
66. non-ongoing employees will be eligible for salary advancement where they have been
engaged to perform the same duties continuously for six months at the same
classification during the pmd cycle. non-ongoing employees are subject to the same
qualifying ratings under the pmd as ongoing staff.
67. this clause does not affect the chief executive officer’s discretion to determine salary
on the commencement of each period of engagement.
arrangements for specific classifications
executive level 2
68. a section manager (an el2 designated as section manager by the chief executive
officer) will commence at the el2.5 point of the salary scale. an employee who is
directed to act as a section manager will be paid at the el2.4 salary point. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 482 | salary advancement | 63. salary advancement within all classification levels will occur from the first full pay period
after 1 january each year, and:
a. completion of the requirements of the fsanz performance management and
development scheme (pmd)
b. performance of duties at the employee’s substantive level or above within fsanz,
for an aggregate of six months or more within the pmd cycle
c. achievement of at least a fully effective rating, or
d. the advancement provisions applying to specific groups of staff as outlined in this
section.
salary advancement for probationers
64. all ongoing employees engaged by fsanz must undergo a minimum three month
probation period. the minimum period of probation may be extended to a maximum of
six months. non-ongoing employees, with contracts to work six consecutive months or
more, are also subject to the same probation conditions as ongoing employees.
65. employees on probation will be eligible for salary advancement from the date they
cease to be a probationer and subject to clause 63.
note: further information is available in the fsanz probation policy
salary advancement for non-ongoing staff
66. non-ongoing employees will be eligible for salary advancement where they have been
engaged to perform the same duties continuously for six months at the same
classification during the pmd cycle. non-ongoing employees are subject to the same
qualifying ratings under the pmd as ongoing staff.
67. this clause does not affect the chief executive officer’s discretion to determine salary
on the commencement of each period of engagement.
arrangements for specific classifications
executive level 2
68. a section manager (an el2 designated as section manager by the chief executive
officer) will commence at the el2.5 point of the salary scale. an employee who is
directed to act as a section manager will be paid at the el2.4 salary point.
69. subject to clause 68, a non-section manager executive level 2 employee cannot move |
| Food Standards Australia and New Zealand EA - March 2016.txt | 491 | salary advancement | salary advancement for probationers
64. all ongoing employees engaged by fsanz must undergo a minimum three month
probation period. the minimum period of probation may be extended to a maximum of
six months. non-ongoing employees, with contracts to work six consecutive months or
more, are also subject to the same probation conditions as ongoing employees.
65. employees on probation will be eligible for salary advancement from the date they
cease to be a probationer and subject to clause 63.
note: further information is available in the fsanz probation policy
salary advancement for non-ongoing staff
66. non-ongoing employees will be eligible for salary advancement where they have been
engaged to perform the same duties continuously for six months at the same
classification during the pmd cycle. non-ongoing employees are subject to the same
qualifying ratings under the pmd as ongoing staff.
67. this clause does not affect the chief executive officer’s discretion to determine salary
on the commencement of each period of engagement.
arrangements for specific classifications
executive level 2
68. a section manager (an el2 designated as section manager by the chief executive
officer) will commence at the el2.5 point of the salary scale. an employee who is
directed to act as a section manager will be paid at the el2.4 salary point.
69. subject to clause 68, a non-section manager executive level 2 employee cannot move
beyond the el2.3 salary point.
legal officers
70. salary advancement for legal officers will occur in accordance with attachment c.
71. advancement to the legal 2 classification will be based on a formal merit selection
process and salary advancement within each level will be made in accordance with
attachment c.
12
|
| Food Standards Australia and New Zealand EA - March 2016.txt | 496 | salary advancement | 65. employees on probation will be eligible for salary advancement from the date they
cease to be a probationer and subject to clause 63.
note: further information is available in the fsanz probation policy
salary advancement for non-ongoing staff
66. non-ongoing employees will be eligible for salary advancement where they have been
engaged to perform the same duties continuously for six months at the same
classification during the pmd cycle. non-ongoing employees are subject to the same
qualifying ratings under the pmd as ongoing staff.
67. this clause does not affect the chief executive officer’s discretion to determine salary
on the commencement of each period of engagement.
arrangements for specific classifications
executive level 2
68. a section manager (an el2 designated as section manager by the chief executive
officer) will commence at the el2.5 point of the salary scale. an employee who is
directed to act as a section manager will be paid at the el2.4 salary point.
69. subject to clause 68, a non-section manager executive level 2 employee cannot move
beyond the el2.3 salary point.
legal officers
70. salary advancement for legal officers will occur in accordance with attachment c.
71. advancement to the legal 2 classification will be based on a formal merit selection
process and salary advancement within each level will be made in accordance with
attachment c.
12
review of assessment
72. where a staff member has sought a review of their assessment under the pmd and the
review is subsequently upheld, salary advancement will occur from the appropriate
january advancement date.
performance of the duties of a higher classification |
| Food Standards Australia and New Zealand EA - March 2016.txt | 499 | salary advancement | salary advancement for non-ongoing staff
66. non-ongoing employees will be eligible for salary advancement where they have been
engaged to perform the same duties continuously for six months at the same
classification during the pmd cycle. non-ongoing employees are subject to the same
qualifying ratings under the pmd as ongoing staff.
67. this clause does not affect the chief executive officer’s discretion to determine salary
on the commencement of each period of engagement.
arrangements for specific classifications
executive level 2
68. a section manager (an el2 designated as section manager by the chief executive
officer) will commence at the el2.5 point of the salary scale. an employee who is
directed to act as a section manager will be paid at the el2.4 salary point.
69. subject to clause 68, a non-section manager executive level 2 employee cannot move
beyond the el2.3 salary point.
legal officers
70. salary advancement for legal officers will occur in accordance with attachment c.
71. advancement to the legal 2 classification will be based on a formal merit selection
process and salary advancement within each level will be made in accordance with
attachment c.
12
review of assessment
72. where a staff member has sought a review of their assessment under the pmd and the
review is subsequently upheld, salary advancement will occur from the appropriate
january advancement date.
performance of the duties of a higher classification
73. where an employee has been temporarily reassigned duties at a higher classification for
a period, the employee:
a. will receive higher duties allowance (hda) for any unbroken period of five working |
| Food Standards Australia and New Zealand EA - March 2016.txt | 500 | salary advancement | 66. non-ongoing employees will be eligible for salary advancement where they have been
engaged to perform the same duties continuously for six months at the same
classification during the pmd cycle. non-ongoing employees are subject to the same
qualifying ratings under the pmd as ongoing staff.
67. this clause does not affect the chief executive officer’s discretion to determine salary
on the commencement of each period of engagement.
arrangements for specific classifications
executive level 2
68. a section manager (an el2 designated as section manager by the chief executive
officer) will commence at the el2.5 point of the salary scale. an employee who is
directed to act as a section manager will be paid at the el2.4 salary point.
69. subject to clause 68, a non-section manager executive level 2 employee cannot move
beyond the el2.3 salary point.
legal officers
70. salary advancement for legal officers will occur in accordance with attachment c.
71. advancement to the legal 2 classification will be based on a formal merit selection
process and salary advancement within each level will be made in accordance with
attachment c.
12
review of assessment
72. where a staff member has sought a review of their assessment under the pmd and the
review is subsequently upheld, salary advancement will occur from the appropriate
january advancement date.
performance of the duties of a higher classification
73. where an employee has been temporarily reassigned duties at a higher classification for
a period, the employee:
a. will receive higher duties allowance (hda) for any unbroken period of five working
days or more |
| Food Standards Australia and New Zealand EA - March 2016.txt | 514 | salary advancement | 70. salary advancement for legal officers will occur in accordance with attachment c.
71. advancement to the legal 2 classification will be based on a formal merit selection
process and salary advancement within each level will be made in accordance with
attachment c.
12
review of assessment
72. where a staff member has sought a review of their assessment under the pmd and the
review is subsequently upheld, salary advancement will occur from the appropriate
january advancement date.
performance of the duties of a higher classification
73. where an employee has been temporarily reassigned duties at a higher classification for
a period, the employee:
a. will receive higher duties allowance (hda) for any unbroken period of five working
days or more
b. will be paid at the salary point nominated by the relevant manager but within the
range attached to the higher classification for any period prescribed in (a), and
c. may be eligible for salary advancement for the purposes of future or continuing hda
for cumulative periods of hda of six months or more, subject to clause 63.
74. where an employee has performed higher duties at different levels, salary progression
will usually occur at the hda level closest to the staff member’s substantive level, unless
the employee has acted for six months or more at the higher classification level.
75. employees on short term hda remain eligible for advancement within their substantive
classification level.
partial performance of the duties of a higher classification
76. where an employee has been directed to temporarily perform part of the duties of a
higher classification, the chief executive officer may determine the amount of hda
payable.
salary on reduction |
| Food Standards Australia and New Zealand EA - March 2016.txt | 516 | salary advancement | process and salary advancement within each level will be made in accordance with
attachment c.
12
review of assessment
72. where a staff member has sought a review of their assessment under the pmd and the
review is subsequently upheld, salary advancement will occur from the appropriate
january advancement date.
performance of the duties of a higher classification
73. where an employee has been temporarily reassigned duties at a higher classification for
a period, the employee:
a. will receive higher duties allowance (hda) for any unbroken period of five working
days or more
b. will be paid at the salary point nominated by the relevant manager but within the
range attached to the higher classification for any period prescribed in (a), and
c. may be eligible for salary advancement for the purposes of future or continuing hda
for cumulative periods of hda of six months or more, subject to clause 63.
74. where an employee has performed higher duties at different levels, salary progression
will usually occur at the hda level closest to the staff member’s substantive level, unless
the employee has acted for six months or more at the higher classification level.
75. employees on short term hda remain eligible for advancement within their substantive
classification level.
partial performance of the duties of a higher classification
76. where an employee has been directed to temporarily perform part of the duties of a
higher classification, the chief executive officer may determine the amount of hda
payable.
salary on reduction
77. where an employee requests to perform work at a lower work classification level, the
chief executive officer may determine the rate of salary the employee will be paid within |
| Food Standards Australia and New Zealand EA - March 2016.txt | 523 | salary advancement | review is subsequently upheld, salary advancement will occur from the appropriate
january advancement date.
performance of the duties of a higher classification
73. where an employee has been temporarily reassigned duties at a higher classification for
a period, the employee:
a. will receive higher duties allowance (hda) for any unbroken period of five working
days or more
b. will be paid at the salary point nominated by the relevant manager but within the
range attached to the higher classification for any period prescribed in (a), and
c. may be eligible for salary advancement for the purposes of future or continuing hda
for cumulative periods of hda of six months or more, subject to clause 63.
74. where an employee has performed higher duties at different levels, salary progression
will usually occur at the hda level closest to the staff member’s substantive level, unless
the employee has acted for six months or more at the higher classification level.
75. employees on short term hda remain eligible for advancement within their substantive
classification level.
partial performance of the duties of a higher classification
76. where an employee has been directed to temporarily perform part of the duties of a
higher classification, the chief executive officer may determine the amount of hda
payable.
salary on reduction
77. where an employee requests to perform work at a lower work classification level, the
chief executive officer may determine the rate of salary the employee will be paid within
the lower classification level.
resignation or separation
78. where an ongoing employee wishes to tender formal notice of their intention to separate
from fsanz (either on resignation or promotion/permanent movement to another
agency), the employee is required to provide a minimum four weeks’ notice. in certain
circumstances, the chief executive officer may agree to reduce the notice period.
79. a non-ongoing employee may terminate their employment at any time by mutual |
| Food Standards Australia and New Zealand EA - March 2016.txt | 532 | salary advancement | c. may be eligible for salary advancement for the purposes of future or continuing hda
for cumulative periods of hda of six months or more, subject to clause 63.
74. where an employee has performed higher duties at different levels, salary progression
will usually occur at the hda level closest to the staff member’s substantive level, unless
the employee has acted for six months or more at the higher classification level.
75. employees on short term hda remain eligible for advancement within their substantive
classification level.
partial performance of the duties of a higher classification
76. where an employee has been directed to temporarily perform part of the duties of a
higher classification, the chief executive officer may determine the amount of hda
payable.
salary on reduction
77. where an employee requests to perform work at a lower work classification level, the
chief executive officer may determine the rate of salary the employee will be paid within
the lower classification level.
resignation or separation
78. where an ongoing employee wishes to tender formal notice of their intention to separate
from fsanz (either on resignation or promotion/permanent movement to another
agency), the employee is required to provide a minimum four weeks’ notice. in certain
circumstances, the chief executive officer may agree to reduce the notice period.
79. a non-ongoing employee may terminate their employment at any time by mutual
agreement between the chief executive officer and the employee. however, in the
absence of such an agreement, the employee must provide a minimum of four weeks’
notice of the effective date of resignation.
performance bonuses for section managers and senior advisors
80. section managers and senior advisors may be paid a performance bonus. the section
manager or senior advisor may receive a variable performance pay component of:
a. 5% of the employee’s annual salary for a rating of superior or
b. 10% of the employee’s annual salary for a rating of outstanding.
13 |
| Food Standards Australia and New Zealand EA - March 2016.txt | 576 | bandwidth | contactable and available to work for a period outside the bandwidth hours, the
employee will be paid a restriction allowance, payable at a rate of:
a. 7.5% monday to friday
b. 10% saturday and sunday, and
c. 15% for each public holiday occurring within the period.
86. executive level 1 officers or above (and equivalents) are not eligible to receive payment
for restriction duty, except where the chief executive officer considers that exceptional
circumstances warrant payment.
87. in addition to payment of a restriction allowance for periods of restriction, eligible
employees may be entitled to be paid or be allowed toil for any period they are
recalled to work including reasonable travel time to the workplace and back to the
destination they were recalled from.
professional membership
88. fsanz will pay for the cost of one annual membership fee or the registration cost of a
professional association where membership of the association is an essential
requirement for the position.
first aid allowance
89. where an employee possesses the required qualifications for first aid at the minimum
accreditation standard of senior first aid certificate (level 2 or equivalent), has
continuing expertise commensurate with that training, and is appointed as a first aid
officer by the chief executive officer, that employee will be paid first aid allowance at
the rate of $16.88 per week. the allowance will increase in line with clause 57b and c.
harassment contact officer allowance
90. where an employee possesses the required qualifications to be a harassment contact
officer (hco), has continuing expertise commensurate with that training, and is
appointed as an hco by the chief executive officer, they will be paid hco allowance
14
at the rate of $16.88 per week. the allowance will increase in line with clause 57 b and
c. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 586 | travel | recalled to work including reasonable travel time to the workplace and back to the
destination they were recalled from.
professional membership
88. fsanz will pay for the cost of one annual membership fee or the registration cost of a
professional association where membership of the association is an essential
requirement for the position.
first aid allowance
89. where an employee possesses the required qualifications for first aid at the minimum
accreditation standard of senior first aid certificate (level 2 or equivalent), has
continuing expertise commensurate with that training, and is appointed as a first aid
officer by the chief executive officer, that employee will be paid first aid allowance at
the rate of $16.88 per week. the allowance will increase in line with clause 57b and c.
harassment contact officer allowance
90. where an employee possesses the required qualifications to be a harassment contact
officer (hco), has continuing expertise commensurate with that training, and is
appointed as an hco by the chief executive officer, they will be paid hco allowance
14
at the rate of $16.88 per week. the allowance will increase in line with clause 57 b and
c.
eyesight testing
91. after a three month qualification period, eligible employees may request access to
subsidised eyesight testing at two-yearly intervals, unless the employee provides
medical evidence indicating that further testing is necessary. eligible employees are
those who, as an integral part of their duties, are required to operate screen-based
equipment.
92. employees applying for testing at intervals of less than two years should support their
application with medical evidence.
93. where corrective lens are prescribed, as a result of eyesight testing or retesting in
accordance with clauses 91 and 92, specifically for use with screen-based equipment, |
| Food Standards Australia and New Zealand EA - March 2016.txt | 624 | travel | domestic and overseas travel
96. reasonable travel assistance, subject to approval, will be payable to an employee who
undertakes travel on official business and is required to be absent overnight. travel
assistance is in addition to the cost of conveyance and is paid on the basis that
employees are not out of pocket for the reasonable costs of accommodation, meals and
incidentals incurred while travelling on official business.
note: further information on domestic and overseas travel arrangements are set out in the
relevant policy.
motor vehicle use
97. an employee may be authorised to use a private motor vehicle owned or hired by the
employee for official purposes where the use of the private motor vehicle will result in
greater efficiency. the employee will be paid the lesser of the rate of allowance per
kilometre or the equivalent fares.
relocation costs
98. where an employee is recruited to fsanz from another geographical location, the chief
executive officer may reimburse that employee for some, or all, of the costs involved in
relocating to take up employment.
superannuation
99. fsanz will make compulsory employer contributions as required by the applicable
legislation and fund requirements. fsanz will make superannuation contributions for
employees who earn below the superannuation guarantee minimum payment of $450.
15
100. all new employees engaged in fsanz will be offered their choice of superannuation
fund in accordance with government legislation. all employees who elect to join the
public sector superannuation accumulation plan (pssap) will have their
superannuation contributions administered in accordance with the superannuation act
2005 (super act). all employees will be given, and encouraged to consider, the pssap
product disclosure statement so they can make a proper decision about their choice of
superannuation fund. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 625 | travel | 96. reasonable travel assistance, subject to approval, will be payable to an employee who
undertakes travel on official business and is required to be absent overnight. travel
assistance is in addition to the cost of conveyance and is paid on the basis that
employees are not out of pocket for the reasonable costs of accommodation, meals and
incidentals incurred while travelling on official business.
note: further information on domestic and overseas travel arrangements are set out in the
relevant policy.
motor vehicle use
97. an employee may be authorised to use a private motor vehicle owned or hired by the
employee for official purposes where the use of the private motor vehicle will result in
greater efficiency. the employee will be paid the lesser of the rate of allowance per
kilometre or the equivalent fares.
relocation costs
98. where an employee is recruited to fsanz from another geographical location, the chief
executive officer may reimburse that employee for some, or all, of the costs involved in
relocating to take up employment.
superannuation
99. fsanz will make compulsory employer contributions as required by the applicable
legislation and fund requirements. fsanz will make superannuation contributions for
employees who earn below the superannuation guarantee minimum payment of $450.
15
100. all new employees engaged in fsanz will be offered their choice of superannuation
fund in accordance with government legislation. all employees who elect to join the
public sector superannuation accumulation plan (pssap) will have their
superannuation contributions administered in accordance with the superannuation act
2005 (super act). all employees will be given, and encouraged to consider, the pssap
product disclosure statement so they can make a proper decision about their choice of
superannuation fund.
101. employer contributions to the pssap will be 15.4% of the employee’s fortnightly |
| Food Standards Australia and New Zealand EA - March 2016.txt | 626 | travel | undertakes travel on official business and is required to be absent overnight. travel
assistance is in addition to the cost of conveyance and is paid on the basis that
employees are not out of pocket for the reasonable costs of accommodation, meals and
incidentals incurred while travelling on official business.
note: further information on domestic and overseas travel arrangements are set out in the
relevant policy.
motor vehicle use
97. an employee may be authorised to use a private motor vehicle owned or hired by the
employee for official purposes where the use of the private motor vehicle will result in
greater efficiency. the employee will be paid the lesser of the rate of allowance per
kilometre or the equivalent fares.
relocation costs
98. where an employee is recruited to fsanz from another geographical location, the chief
executive officer may reimburse that employee for some, or all, of the costs involved in
relocating to take up employment.
superannuation
99. fsanz will make compulsory employer contributions as required by the applicable
legislation and fund requirements. fsanz will make superannuation contributions for
employees who earn below the superannuation guarantee minimum payment of $450.
15
100. all new employees engaged in fsanz will be offered their choice of superannuation
fund in accordance with government legislation. all employees who elect to join the
public sector superannuation accumulation plan (pssap) will have their
superannuation contributions administered in accordance with the superannuation act
2005 (super act). all employees will be given, and encouraged to consider, the pssap
product disclosure statement so they can make a proper decision about their choice of
superannuation fund.
101. employer contributions to the pssap will be 15.4% of the employee’s fortnightly
contribution salary [or ordinary time earnings]. employer contributions for employees in |
| Food Standards Australia and New Zealand EA - March 2016.txt | 629 | travel | incidentals incurred while travelling on official business.
note: further information on domestic and overseas travel arrangements are set out in the
relevant policy.
motor vehicle use
97. an employee may be authorised to use a private motor vehicle owned or hired by the
employee for official purposes where the use of the private motor vehicle will result in
greater efficiency. the employee will be paid the lesser of the rate of allowance per
kilometre or the equivalent fares.
relocation costs
98. where an employee is recruited to fsanz from another geographical location, the chief
executive officer may reimburse that employee for some, or all, of the costs involved in
relocating to take up employment.
superannuation
99. fsanz will make compulsory employer contributions as required by the applicable
legislation and fund requirements. fsanz will make superannuation contributions for
employees who earn below the superannuation guarantee minimum payment of $450.
15
100. all new employees engaged in fsanz will be offered their choice of superannuation
fund in accordance with government legislation. all employees who elect to join the
public sector superannuation accumulation plan (pssap) will have their
superannuation contributions administered in accordance with the superannuation act
2005 (super act). all employees will be given, and encouraged to consider, the pssap
product disclosure statement so they can make a proper decision about their choice of
superannuation fund.
101. employer contributions to the pssap will be 15.4% of the employee’s fortnightly
contribution salary [or ordinary time earnings]. employer contributions for employees in
other accumulation schemes will be at the same rate of the fortnightly superannuation
contribution salary as for employees in pssap. employer contributions will not be
reduced by any other contributions made through salary sacrifice arrangements. this |
| Food Standards Australia and New Zealand EA - March 2016.txt | 630 | travel | note: further information on domestic and overseas travel arrangements are set out in the
relevant policy.
motor vehicle use
97. an employee may be authorised to use a private motor vehicle owned or hired by the
employee for official purposes where the use of the private motor vehicle will result in
greater efficiency. the employee will be paid the lesser of the rate of allowance per
kilometre or the equivalent fares.
relocation costs
98. where an employee is recruited to fsanz from another geographical location, the chief
executive officer may reimburse that employee for some, or all, of the costs involved in
relocating to take up employment.
superannuation
99. fsanz will make compulsory employer contributions as required by the applicable
legislation and fund requirements. fsanz will make superannuation contributions for
employees who earn below the superannuation guarantee minimum payment of $450.
15
100. all new employees engaged in fsanz will be offered their choice of superannuation
fund in accordance with government legislation. all employees who elect to join the
public sector superannuation accumulation plan (pssap) will have their
superannuation contributions administered in accordance with the superannuation act
2005 (super act). all employees will be given, and encouraged to consider, the pssap
product disclosure statement so they can make a proper decision about their choice of
superannuation fund.
101. employer contributions to the pssap will be 15.4% of the employee’s fortnightly
contribution salary [or ordinary time earnings]. employer contributions for employees in
other accumulation schemes will be at the same rate of the fortnightly superannuation
contribution salary as for employees in pssap. employer contributions will not be
reduced by any other contributions made through salary sacrifice arrangements. this
clause does not apply where a superannuation fund cannot accept employer |
| Food Standards Australia and New Zealand EA - March 2016.txt | 662 | parental leave | 102. for employees who take paid or unpaid parental leave (which includes maternity,
adoption, supporting partner and foster care leave), employer contributions (based on
the employer contribution amount in the full pay period immediately prior to commencing
supporting partner leave) will be made for a period equal to a maximum of 52 weeks, in
accordance with the rules of the appropriate superannuation scheme. for employees in
pssap the rules permit employer contributions to be made. employer superannuation
contributions will not be paid in respect of other periods of unpaid leave, unless
prescribed by legislation.
103. the chief executive officer may choose to limit superannuation choice to complying
superannuation funds that allow employee and/or employer contributions to be paid
through fortnightly electronic funds transfer (eft), using a file generated by fsanz’s
payroll system.
104. employees over the age of 70 will receive a superannuation allowance, where the
agency is not permitted by any commonwealth law to pay all of the employer
contribution to the employee’s superannuation fund. the superannuation allowance
payable to the employee will be equivalent to the amount the agency would have paid if
the employee was entitled to receive employer superannuation contributions, less any
contribution amount accepted to the employee’s superannuation fund. this will comprise
part of the employee’s taxable fortnightly salary, and does not count as salary for
superannuation purposes.
mature age workers – transition to retirement
105. where an employee is working, or is proposing to work, past the superannuation
preservation age, a manager may approve specific arrangements to facilitate the
employee’s transition to retirement.
106. any arrangement entered into will be subject to operational requirements.
mature-aged employees financial assistance
107. to assist with retirement planning, employees aged 54 years and over who are
approaching or genuinely considering retirement, and who have not previously received
this assistance from fsanz, may access financial assistance in the form of a one off
16 |
| Food Standards Australia and New Zealand EA - March 2016.txt | 695 | salary packaging | salary packaging
108. all employees may elect to have up to 100% of their salary packaged. however:
a. if an employee takes the option of remuneration packaging on a salary sacrifice basis,
the employee's pre-sacrifice salary will be salary for all purposes, and
b. any fringe benefits tax and administrative costs incurred as a result of the remuneration
packaging arrangement will be met by the employee on a salary sacrifice basis.
note: further information may be found on the approved salary packaging provider’s website.
17
part e: leave, holiday and other general conditions
109. this ea does not affect any unused leave accrued by employees prior to its
commencement.
recall to duty
110. employees will not unreasonably be recalled to duty while on leave or requested to
cancel approved leave. where an employee has been recalled to duty, the chief
executive officer may approve the reasonable cost of travel and incidental expenses.
portability of accrued leave entitlements
111. where an employee moves (including on promotion or for an agreed period) from
another agency where they were an ongoing aps employee, the employee’s unused
accrued recreation leave and personal/carer’s leave (however described) will be
transferred, provided there is no break in continuity of service.
112. where an employee is engaged immediately following a period of ongoing employment
in the parliamentary service or the act government service, the employee’s unused
accrued recreation leave and personal/carer’s leave (however described) will be
recognised unless the employee received payment in lieu of those entitlements on
termination of employment.
113. where a person is engaged as an ongoing employee, and immediately prior to the
engagement the person was employed as a non-ongoing aps employee (whether in
fsanz or another agency) the chief executive officer may, at the employee’s request, |
| Food Standards Australia and New Zealand EA - March 2016.txt | 701 | salary packaging | note: further information may be found on the approved salary packaging provider’s website.
17
part e: leave, holiday and other general conditions
109. this ea does not affect any unused leave accrued by employees prior to its
commencement.
recall to duty
110. employees will not unreasonably be recalled to duty while on leave or requested to
cancel approved leave. where an employee has been recalled to duty, the chief
executive officer may approve the reasonable cost of travel and incidental expenses.
portability of accrued leave entitlements
111. where an employee moves (including on promotion or for an agreed period) from
another agency where they were an ongoing aps employee, the employee’s unused
accrued recreation leave and personal/carer’s leave (however described) will be
transferred, provided there is no break in continuity of service.
112. where an employee is engaged immediately following a period of ongoing employment
in the parliamentary service or the act government service, the employee’s unused
accrued recreation leave and personal/carer’s leave (however described) will be
recognised unless the employee received payment in lieu of those entitlements on
termination of employment.
113. where a person is engaged as an ongoing employee, and immediately prior to the
engagement the person was employed as a non-ongoing aps employee (whether in
fsanz or another agency) the chief executive officer may, at the employee’s request,
recognise any unused, accrued annual leave (excluding accrued leave paid out on
termination of employment) and personal/carer’s leave (however described).
recreation leave
114. employees will progressively accrue 20 days (150 hours) recreation leave each year.
115. varying periods of part-time service will be calculated based on the actual hours the
employee worked. all recreation leave credits, whether full-time or part-time, are pooled |
| Food Standards Australia and New Zealand EA - March 2016.txt | 711 | travel | executive officer may approve the reasonable cost of travel and incidental expenses.
portability of accrued leave entitlements
111. where an employee moves (including on promotion or for an agreed period) from
another agency where they were an ongoing aps employee, the employee’s unused
accrued recreation leave and personal/carer’s leave (however described) will be
transferred, provided there is no break in continuity of service.
112. where an employee is engaged immediately following a period of ongoing employment
in the parliamentary service or the act government service, the employee’s unused
accrued recreation leave and personal/carer’s leave (however described) will be
recognised unless the employee received payment in lieu of those entitlements on
termination of employment.
113. where a person is engaged as an ongoing employee, and immediately prior to the
engagement the person was employed as a non-ongoing aps employee (whether in
fsanz or another agency) the chief executive officer may, at the employee’s request,
recognise any unused, accrued annual leave (excluding accrued leave paid out on
termination of employment) and personal/carer’s leave (however described).
recreation leave
114. employees will progressively accrue 20 days (150 hours) recreation leave each year.
115. varying periods of part-time service will be calculated based on the actual hours the
employee worked. all recreation leave credits, whether full-time or part-time, are pooled
and expressed as a total number of hours of leave available.
116. employees may take recreation leave at half pay if they choose. half pay leave is
deducted from credits at half the duration.
117. during recreation leave at half pay, personal leave, recreation leave and long service
leave will accrue at the full pay rate.
118. the timing for taking recreation leave will be subject to operational requirements and the
approval of the relevant manager.
119. public holidays that occur during a period of recreation leave will not be deducted from
the employee’s recreation leave credits.
120. an employee who has accumulated more than 35 days recreation leave credits as at 30 |
| Food Standards Australia and New Zealand EA - March 2016.txt | 866 | travel | duties will be provided with paid miscellaneous leave, including travelling and
recovery time.
war service sick leave
150. the chief executive officer may grant leave to an employee, either with or without pay,
for the purposes of war service sick leave.
naidoc leave
151. the chief executive officer may grant leave to an employee, either with or without pay,
for the purposes attending naidoc week celebrations.
compassionate/bereavement leave
152. employees are entitled to three days of paid compassionate/bereavement leave to
spend time with a member of their immediate family or household who has sustained a
21
life-threatening illness or injury and/or after the death of a member of the employee's
immediate family or household.
153. the chief executive officer may approve compassionate/bereavement leave for each
occasion as prescribed above and the entitlement may be taken as a continuous period
or in separate periods.
leave for adf reserve and continuous full-time service or cadet force
obligations
154. an employee may be granted leave (with or without pay) to enable the employee to fulfil
australian defence force (adf) reserve and continuous full-time service (cfts) or
cadet force obligations.
155. an employee is entitled to leave with pay, of up to four weeks during each financial year,
and an additional two weeks paid leave in the first year of adf reserve service, for the
purpose of fulfilling service in the adf reserve.
156. with the exception of the additional two weeks in the first year of service, leave can be
accumulated and taken over a period of two years, to enable the employee to undertake
training as a member of the adf reserves. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 912 | parental leave | maternity and parental leave
maternity leave
162. employees who are pregnant, or give birth are covered by the provisions of the
maternity leave (commonwealth employees) act 1973 (the ml act).
163. employees with an entitlement to paid leave under the ml act are provided with an
additional two weeks of paid leave, to be taken continuous with an entitlement to paid
maternity leave provided by the ml act.
22
164. employees who adopt or permanently foster a child, and who has responsibility for the
care of that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that
leave will be paid leave to an employee who is the primary caregiver of the child,
commencing from the time of the placement of the child, provided the employee satisfies
the same qualifying requirements as those required to receive paid leave in accordance
with the ml act.
165. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age
b. has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
166. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
167. employees who are eligible for paid maternity or parental leave may elect to have
payment for that leave spread over a maximum of 28 weeks at a rate of no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
of the leave will count as service. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 913 | maternity leave | maternity leave
162. employees who are pregnant, or give birth are covered by the provisions of the
maternity leave (commonwealth employees) act 1973 (the ml act).
163. employees with an entitlement to paid leave under the ml act are provided with an
additional two weeks of paid leave, to be taken continuous with an entitlement to paid
maternity leave provided by the ml act.
22
164. employees who adopt or permanently foster a child, and who has responsibility for the
care of that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that
leave will be paid leave to an employee who is the primary caregiver of the child,
commencing from the time of the placement of the child, provided the employee satisfies
the same qualifying requirements as those required to receive paid leave in accordance
with the ml act.
165. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age
b. has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
166. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
167. employees who are eligible for paid maternity or parental leave may elect to have
payment for that leave spread over a maximum of 28 weeks at a rate of no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
of the leave will count as service.
168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees |
| Food Standards Australia and New Zealand EA - March 2016.txt | 915 | maternity leave | maternity leave (commonwealth employees) act 1973 (the ml act).
163. employees with an entitlement to paid leave under the ml act are provided with an
additional two weeks of paid leave, to be taken continuous with an entitlement to paid
maternity leave provided by the ml act.
22
164. employees who adopt or permanently foster a child, and who has responsibility for the
care of that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that
leave will be paid leave to an employee who is the primary caregiver of the child,
commencing from the time of the placement of the child, provided the employee satisfies
the same qualifying requirements as those required to receive paid leave in accordance
with the ml act.
165. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age
b. has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
166. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
167. employees who are eligible for paid maternity or parental leave may elect to have
payment for that leave spread over a maximum of 28 weeks at a rate of no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
of the leave will count as service.
168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees
may request an extension of unpaid parental leave for a further period of up to 52
weeks. the second period of unpaid leave is to commence immediately following the |
| Food Standards Australia and New Zealand EA - March 2016.txt | 918 | maternity leave | maternity leave provided by the ml act.
22
164. employees who adopt or permanently foster a child, and who has responsibility for the
care of that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that
leave will be paid leave to an employee who is the primary caregiver of the child,
commencing from the time of the placement of the child, provided the employee satisfies
the same qualifying requirements as those required to receive paid leave in accordance
with the ml act.
165. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age
b. has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
166. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
167. employees who are eligible for paid maternity or parental leave may elect to have
payment for that leave spread over a maximum of 28 weeks at a rate of no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
of the leave will count as service.
168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees
may request an extension of unpaid parental leave for a further period of up to 52
weeks. the second period of unpaid leave is to commence immediately following the
initial leave period.
169. unpaid maternity or parental leave will not count as service for any purpose except for
unpaid leave during the first 14 weeks. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 923 | parental leave | care of that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that
leave will be paid leave to an employee who is the primary caregiver of the child,
commencing from the time of the placement of the child, provided the employee satisfies
the same qualifying requirements as those required to receive paid leave in accordance
with the ml act.
165. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age
b. has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
166. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
167. employees who are eligible for paid maternity or parental leave may elect to have
payment for that leave spread over a maximum of 28 weeks at a rate of no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
of the leave will count as service.
168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees
may request an extension of unpaid parental leave for a further period of up to 52
weeks. the second period of unpaid leave is to commence immediately following the
initial leave period.
169. unpaid maternity or parental leave will not count as service for any purpose except for
unpaid leave during the first 14 weeks.
170. this leave is inclusive of public holidays and will not be extended because a public
holiday or christmas closedown falls during a period of paid or unpaid maternity or
parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are provided
by the fw act. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 928 | parental leave | 165. employees are entitled to parental leave for adoption or permanent foster care when
that child:
a. is under 16 years of age
b. has not, or will not have, lived continuously with the employee for a period of six
months or more as at the day (or expected day) of placement, and
c. is not (otherwise than because of the adoption) a child of the employee or the
employee’s spouse/partner.
166. documentary evidence of approval for adoption or enduring parental responsibilities
under formal fostering arrangements must be submitted when applying for parental
leave for adoption or permanent foster carer purposes.
167. employees who are eligible for paid maternity or parental leave may elect to have
payment for that leave spread over a maximum of 28 weeks at a rate of no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
of the leave will count as service.
168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees
may request an extension of unpaid parental leave for a further period of up to 52
weeks. the second period of unpaid leave is to commence immediately following the
initial leave period.
169. unpaid maternity or parental leave will not count as service for any purpose except for
unpaid leave during the first 14 weeks.
170. this leave is inclusive of public holidays and will not be extended because a public
holiday or christmas closedown falls during a period of paid or unpaid maternity or
parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are provided
by the fw act.
breastfeeding facilities
171. the chief executive officer will provide appropriate facilities for mothers to undertake
breastfeeding, lactation and other associated activities in the workplace.
note: further information can be found in the leave and attendance policy.
supporting partner leave |
| Food Standards Australia and New Zealand EA - March 2016.txt | 938 | parental leave | 167. employees who are eligible for paid maternity or parental leave may elect to have
payment for that leave spread over a maximum of 28 weeks at a rate of no less than half
normal salary. where payment is spread over a longer period, a maximum of 14 weeks
of the leave will count as service.
168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees
may request an extension of unpaid parental leave for a further period of up to 52
weeks. the second period of unpaid leave is to commence immediately following the
initial leave period.
169. unpaid maternity or parental leave will not count as service for any purpose except for
unpaid leave during the first 14 weeks.
170. this leave is inclusive of public holidays and will not be extended because a public
holiday or christmas closedown falls during a period of paid or unpaid maternity or
parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are provided
by the fw act.
breastfeeding facilities
171. the chief executive officer will provide appropriate facilities for mothers to undertake
breastfeeding, lactation and other associated activities in the workplace.
note: further information can be found in the leave and attendance policy.
supporting partner leave
172. employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption
or permanent foster care placement of a child or their partner’s child.
173. this leave is to be taken within 52 weeks of the birth/placement of the child and is
inclusive of public holidays, i.e. leave will not be extended because a public holiday or
christmas closedown falls within a period of leave provided by this clause.
23
174. documentary evidence as outlined in clause 166, or a birth certificate following the birth
of a child must be submitted when applying for supporting partner/other primary |
| Food Standards Australia and New Zealand EA - March 2016.txt | 942 | parental leave | 168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees
may request an extension of unpaid parental leave for a further period of up to 52
weeks. the second period of unpaid leave is to commence immediately following the
initial leave period.
169. unpaid maternity or parental leave will not count as service for any purpose except for
unpaid leave during the first 14 weeks.
170. this leave is inclusive of public holidays and will not be extended because a public
holiday or christmas closedown falls during a period of paid or unpaid maternity or
parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are provided
by the fw act.
breastfeeding facilities
171. the chief executive officer will provide appropriate facilities for mothers to undertake
breastfeeding, lactation and other associated activities in the workplace.
note: further information can be found in the leave and attendance policy.
supporting partner leave
172. employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption
or permanent foster care placement of a child or their partner’s child.
173. this leave is to be taken within 52 weeks of the birth/placement of the child and is
inclusive of public holidays, i.e. leave will not be extended because a public holiday or
christmas closedown falls within a period of leave provided by this clause.
23
174. documentary evidence as outlined in clause 166, or a birth certificate following the birth
of a child must be submitted when applying for supporting partner/other primary
caregiver leave.
175. this paid leave will count as service for all purposes.
long service leave
176. an employee is eligible for long service leave in accordance with the long service |
| Food Standards Australia and New Zealand EA - March 2016.txt | 943 | parental leave | may request an extension of unpaid parental leave for a further period of up to 52
weeks. the second period of unpaid leave is to commence immediately following the
initial leave period.
169. unpaid maternity or parental leave will not count as service for any purpose except for
unpaid leave during the first 14 weeks.
170. this leave is inclusive of public holidays and will not be extended because a public
holiday or christmas closedown falls during a period of paid or unpaid maternity or
parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are provided
by the fw act.
breastfeeding facilities
171. the chief executive officer will provide appropriate facilities for mothers to undertake
breastfeeding, lactation and other associated activities in the workplace.
note: further information can be found in the leave and attendance policy.
supporting partner leave
172. employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption
or permanent foster care placement of a child or their partner’s child.
173. this leave is to be taken within 52 weeks of the birth/placement of the child and is
inclusive of public holidays, i.e. leave will not be extended because a public holiday or
christmas closedown falls within a period of leave provided by this clause.
23
174. documentary evidence as outlined in clause 166, or a birth certificate following the birth
of a child must be submitted when applying for supporting partner/other primary
caregiver leave.
175. this paid leave will count as service for all purposes.
long service leave
176. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 946 | parental leave | 169. unpaid maternity or parental leave will not count as service for any purpose except for
unpaid leave during the first 14 weeks.
170. this leave is inclusive of public holidays and will not be extended because a public
holiday or christmas closedown falls during a period of paid or unpaid maternity or
parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are provided
by the fw act.
breastfeeding facilities
171. the chief executive officer will provide appropriate facilities for mothers to undertake
breastfeeding, lactation and other associated activities in the workplace.
note: further information can be found in the leave and attendance policy.
supporting partner leave
172. employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption
or permanent foster care placement of a child or their partner’s child.
173. this leave is to be taken within 52 weeks of the birth/placement of the child and is
inclusive of public holidays, i.e. leave will not be extended because a public holiday or
christmas closedown falls within a period of leave provided by this clause.
23
174. documentary evidence as outlined in clause 166, or a birth certificate following the birth
of a child must be submitted when applying for supporting partner/other primary
caregiver leave.
175. this paid leave will count as service for all purposes.
long service leave
176. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
177. the minimum period for which long service leave will be granted is seven calendar days
at full pay (or 14 calendar days at half pay). long service leave cannot be broken with
other periods of leave except as otherwise provide by legislation. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 950 | parental leave | parental leave. on ending maternity or parental leave, employees have the return to
work guarantee and the right to request flexible working arrangements that are provided
by the fw act.
breastfeeding facilities
171. the chief executive officer will provide appropriate facilities for mothers to undertake
breastfeeding, lactation and other associated activities in the workplace.
note: further information can be found in the leave and attendance policy.
supporting partner leave
172. employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption
or permanent foster care placement of a child or their partner’s child.
173. this leave is to be taken within 52 weeks of the birth/placement of the child and is
inclusive of public holidays, i.e. leave will not be extended because a public holiday or
christmas closedown falls within a period of leave provided by this clause.
23
174. documentary evidence as outlined in clause 166, or a birth certificate following the birth
of a child must be submitted when applying for supporting partner/other primary
caregiver leave.
175. this paid leave will count as service for all purposes.
long service leave
176. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
177. the minimum period for which long service leave will be granted is seven calendar days
at full pay (or 14 calendar days at half pay). long service leave cannot be broken with
other periods of leave except as otherwise provide by legislation.
public holidays
178. employees are entitled to the following public holidays:
a.
b. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 958 | maternity leave | 172. employees who are not otherwise entitled to paid maternity leave under the ml act or
parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption
or permanent foster care placement of a child or their partner’s child.
173. this leave is to be taken within 52 weeks of the birth/placement of the child and is
inclusive of public holidays, i.e. leave will not be extended because a public holiday or
christmas closedown falls within a period of leave provided by this clause.
23
174. documentary evidence as outlined in clause 166, or a birth certificate following the birth
of a child must be submitted when applying for supporting partner/other primary
caregiver leave.
175. this paid leave will count as service for all purposes.
long service leave
176. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
177. the minimum period for which long service leave will be granted is seven calendar days
at full pay (or 14 calendar days at half pay). long service leave cannot be broken with
other periods of leave except as otherwise provide by legislation.
public holidays
178. employees are entitled to the following public holidays:
a.
b.
c.
d.
e.
f.
new year's day (1 january)
australia day (26 january)
good friday |
| Food Standards Australia and New Zealand EA - March 2016.txt | 959 | parental leave | parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption
or permanent foster care placement of a child or their partner’s child.
173. this leave is to be taken within 52 weeks of the birth/placement of the child and is
inclusive of public holidays, i.e. leave will not be extended because a public holiday or
christmas closedown falls within a period of leave provided by this clause.
23
174. documentary evidence as outlined in clause 166, or a birth certificate following the birth
of a child must be submitted when applying for supporting partner/other primary
caregiver leave.
175. this paid leave will count as service for all purposes.
long service leave
176. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
177. the minimum period for which long service leave will be granted is seven calendar days
at full pay (or 14 calendar days at half pay). long service leave cannot be broken with
other periods of leave except as otherwise provide by legislation.
public holidays
178. employees are entitled to the following public holidays:
a.
b.
c.
d.
e.
f.
new year's day (1 january)
australia day (26 january)
good friday
easter monday |
| Food Standards Australia and New Zealand EA - March 2016.txt | 970 | long service leave | long service leave
176. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
177. the minimum period for which long service leave will be granted is seven calendar days
at full pay (or 14 calendar days at half pay). long service leave cannot be broken with
other periods of leave except as otherwise provide by legislation.
public holidays
178. employees are entitled to the following public holidays:
a.
b.
c.
d.
e.
f.
new year's day (1 january)
australia day (26 january)
good friday
easter monday
anzac day (25 april)
the queen's birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
g. christmas day (25 december)
h. boxing day (26 december)
i. any other day, or part-day, declared or prescribed by or under a law of a state or
territory to be observed generally within the state or territory, or a region of the
state or territory, as a public holiday, other than a day or part day, or a kind of day
or part-day, that is excluded by the fair work regulations from counting as a public
holiday.
179. if under a law of a state or territory, a day or part day is substituted for one of the public |
| Food Standards Australia and New Zealand EA - March 2016.txt | 971 | long service leave | 176. an employee is eligible for long service leave in accordance with the long service
leave (commonwealth employees) act 1976.
177. the minimum period for which long service leave will be granted is seven calendar days
at full pay (or 14 calendar days at half pay). long service leave cannot be broken with
other periods of leave except as otherwise provide by legislation.
public holidays
178. employees are entitled to the following public holidays:
a.
b.
c.
d.
e.
f.
new year's day (1 january)
australia day (26 january)
good friday
easter monday
anzac day (25 april)
the queen's birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
g. christmas day (25 december)
h. boxing day (26 december)
i. any other day, or part-day, declared or prescribed by or under a law of a state or
territory to be observed generally within the state or territory, or a region of the
state or territory, as a public holiday, other than a day or part day, or a kind of day
or part-day, that is excluded by the fair work regulations from counting as a public
holiday.
179. if under a law of a state or territory, a day or part day is substituted for one of the public
holidays in clause 178, then the substituted day or part day is the public holiday. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 973 | long service leave | 177. the minimum period for which long service leave will be granted is seven calendar days
at full pay (or 14 calendar days at half pay). long service leave cannot be broken with
other periods of leave except as otherwise provide by legislation.
public holidays
178. employees are entitled to the following public holidays:
a.
b.
c.
d.
e.
f.
new year's day (1 january)
australia day (26 january)
good friday
easter monday
anzac day (25 april)
the queen's birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
g. christmas day (25 december)
h. boxing day (26 december)
i. any other day, or part-day, declared or prescribed by or under a law of a state or
territory to be observed generally within the state or territory, or a region of the
state or territory, as a public holiday, other than a day or part day, or a kind of day
or part-day, that is excluded by the fair work regulations from counting as a public
holiday.
179. if under a law of a state or territory, a day or part day is substituted for one of the public
holidays in clause 178, then the substituted day or part day is the public holiday.
180. the chief executive officer and an employee may agree on the substitution of a day or
part day that would otherwise be a public holiday, having regard to operational |
| Food Standards Australia and New Zealand EA - March 2016.txt | 974 | long service leave | at full pay (or 14 calendar days at half pay). long service leave cannot be broken with
other periods of leave except as otherwise provide by legislation.
public holidays
178. employees are entitled to the following public holidays:
a.
b.
c.
d.
e.
f.
new year's day (1 january)
australia day (26 january)
good friday
easter monday
anzac day (25 april)
the queen's birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
g. christmas day (25 december)
h. boxing day (26 december)
i. any other day, or part-day, declared or prescribed by or under a law of a state or
territory to be observed generally within the state or territory, or a region of the
state or territory, as a public holiday, other than a day or part day, or a kind of day
or part-day, that is excluded by the fair work regulations from counting as a public
holiday.
179. if under a law of a state or territory, a day or part day is substituted for one of the public
holidays in clause 178, then the substituted day or part day is the public holiday.
180. the chief executive officer and an employee may agree on the substitution of a day or
part day that would otherwise be a public holiday, having regard to operational
requirements. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 1011 | long service leave | entitlement for that form of leave (e.g. if on long service leave on half pay, payment is at
half pay).
24
fsanz annual shutdown
183. fsanz will close down its normal operations from the close of business on the last
working day before christmas, with business resuming on the first working day after
new year’s day (‘christmas closedown’).
184. employees will be entitled to be absent with pay for the working days during christmas
closedown.
185. payment for absences on working days during christmas closedown will be made in
accordance with an employee’s usual ordinary hours of work for that day. however,
where an employee would otherwise be absent on leave on that day, the rate of
payment will be in accordance with the payment for that leave entitlement, e.g. if the
employee is absent on long service leave at half pay, payment for the day will also be at
half pay.
186. where an employee is recalled to duty during the christmas closedown period, the
employee may be eligible for compensation as outlined in clauses 47 - 53 - additional
duty and time in lieu.
25
part f: people management
performance management and development
187. employees must participate in the pmd scheme. the pmd scheme runs from 1 august
to 31 july each year.
188. the pmd guidelines set out performance management processes including
responsibilities, rights and obligations of managers and employees in managing
performance. |
| Food Standards Australia and New Zealand EA - March 2016.txt | 1026 | long service leave | employee is absent on long service leave at half pay, payment for the day will also be at
half pay.
186. where an employee is recalled to duty during the christmas closedown period, the
employee may be eligible for compensation as outlined in clauses 47 - 53 - additional
duty and time in lieu.
25
part f: people management
performance management and development
187. employees must participate in the pmd scheme. the pmd scheme runs from 1 august
to 31 july each year.
188. the pmd guidelines set out performance management processes including
responsibilities, rights and obligations of managers and employees in managing
performance.
studybank
189. all ongoing employees, including ongoing part-time employees are eligible to apply for
studybank. however, approval is discretionary and approval should therefore be sought
before making a formal commitment to study.
190. non-ongoing employees may be granted approval to study under studybank in
exceptional circumstances.
redeployment, reduction and retrenchment
excess staff
definition
191. an employee is ‘excess’ when:
a. they are included in a group of employees within fsanz, comprising a greater
number than is necessary for the efficient and economical working of fsanz
b. due to technological or other changes in the work methods of fsanz, or structural
or other changes in the nature, extent or organisation of the functions of fsanz,
the services of the employee cannot be effectively used, or |
| Food Standards Australia and New Zealand EA - March 2016.txt | 1179 | long service leave | b. government service as defined in section 10 of the long service leave act 1976
c. service with the commonwealth (other than service with a joint
commonwealth/state body corporate in which the commonwealth does not have a
controlling interest) which is recognised for long service leave purposes
d. service with the adf
e. aps service immediately preceding deemed resignation under the repealed section
49 of the public service act 1922, if service has not previously been recognised for
severance pay purposes, and
f.
service in another organisation where an employee was
i. moved from the aps to that organisation with a transfer of function, or
ii. engaged by that organisation on work within a function is engaged in the aps as
a result of the transfer of that function to the aps; and such service is recognised
for long service leave purposes.
29
211. any period of service that ceased:
a. through termination on the following grounds, or on a ground equivalent to any of
the following grounds:
i. the employee lacks, or has lost, an essential qualification for performing his or
her duties
ii. non-performance, or under performance, of duties
iii. inability to perform duties because of physical or mental incapacity
iv. failure to satisfactorily complete an entry level training course
v. failure to meet a condition imposed under subsection 22(6) of the ps act, or
vi. a breach of the code of conduct, or
b. on a ground equivalent to a ground listed in subparagraph (a) above under the
repealed public service act 1922, or |
| Food Standards Australia and New Zealand EA - March 2016.txt | 1182 | long service leave | controlling interest) which is recognised for long service leave purposes
d. service with the adf
e. aps service immediately preceding deemed resignation under the repealed section
49 of the public service act 1922, if service has not previously been recognised for
severance pay purposes, and
f.
service in another organisation where an employee was
i. moved from the aps to that organisation with a transfer of function, or
ii. engaged by that organisation on work within a function is engaged in the aps as
a result of the transfer of that function to the aps; and such service is recognised
for long service leave purposes.
29
211. any period of service that ceased:
a. through termination on the following grounds, or on a ground equivalent to any of
the following grounds:
i. the employee lacks, or has lost, an essential qualification for performing his or
her duties
ii. non-performance, or under performance, of duties
iii. inability to perform duties because of physical or mental incapacity
iv. failure to satisfactorily complete an entry level training course
v. failure to meet a condition imposed under subsection 22(6) of the ps act, or
vi. a breach of the code of conduct, or
b. on a ground equivalent to a ground listed in subparagraph (a) above under the
repealed public service act 1922, or
c. through voluntary retirement at or above the minimum retiring age applicable to the
employee, or
d. with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit, |
| Food Standards Australia and New Zealand EA - March 2016.txt | 1193 | long service leave | for long service leave purposes.
29
211. any period of service that ceased:
a. through termination on the following grounds, or on a ground equivalent to any of
the following grounds:
i. the employee lacks, or has lost, an essential qualification for performing his or
her duties
ii. non-performance, or under performance, of duties
iii. inability to perform duties because of physical or mental incapacity
iv. failure to satisfactorily complete an entry level training course
v. failure to meet a condition imposed under subsection 22(6) of the ps act, or
vi. a breach of the code of conduct, or
b. on a ground equivalent to a ground listed in subparagraph (a) above under the
repealed public service act 1922, or
c. through voluntary retirement at or above the minimum retiring age applicable to the
employee, or
d. with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit,
will not count as service for severance pay purposes.
212. absences from work that do not count as service for any purpose will not count as
service for severance pay purposes.
rate of payment - severance benefit
213. for the purpose of calculating any payment under clause 205, salary will include:
a. the employee's salary. or
b. the salary of the higher classification, where the employee has performed at the
higher level for a continuous period of at least 12 months immediately preceding the
date on which he or she is given notice of retrenchment, and
c. other allowances in the nature of salary which are paid during periods of recreation
leave and on a regular basis, excluding allowances which are a reimbursement for |
| Food Standards Australia and New Zealand EA - March 2016.txt | 1257 | travel | 219. fsanz may pay an excess employee the reasonable travel and incidental expenses
incurred by that employee in seeking alternative employment where these are not met
by the prospective employer.
220. where the chief executive officer is satisfied that there is insufficient productive work
available for the employee during the remainder of their retention period and that there
is no reasonable redeployment prospects in the aps, the chief executive officer may
terminate the employee’s employment under section 29 of the ps act on the grounds
that the employee is excess to requirements.
31
221. upon termination the employee will be paid a lump sum comprising:
a. the balance of the retention period (as shortened for the nes under clause 209) and
this payment will be taken to include the payment in lieu of notice or termination of
employment, and
b. an additional redundancy payment equal to the amount the retention period was
shortened by under clause 209 above (i.e. the nes component).
222. an excess employee will not be retrenched under clause 213 if the employee has not
been invited to elect to be voluntarily retrenched, or has elected to be retrenched under
clause 199 but the chief executive officer refuses to approve it.
223. an excess employee will be given four weeks’ notice (or five weeks’ notice for an
employee over 45 years of age with at least five years of continuous service) where it is
proposed that he or she will be involuntarily retrenched. the notice period will be
concurrent with the retention period, wherever possible.
32
part g: dispute resolution
[fair work regulations 2009, regulation 6.01]
224. if a dispute relates to: |
| Food Standards Australia and New Zealand EA - March 2016.txt | 1826 | salary advancement | salary advancement
4. an employee who meets the conditions specified in clause 1(b) of this attachment b shall be
advanced through the salary scale subject to performance ratings and the conditions specified
in clause 5 of this attachment b.
5. where an employee has completed at least six months’ service as a legal 1 and attained a
performance rating shown in column 1 of the table, the employee is entitled to be advanced by
the number of salary points specified in column 2 corresponding to the performance rating
attained by the employee.
37
column 1 - performance rating
column 2 - rate of advancement
unsatisfactory, or such equivalent
ratings as described in the relevant
policy
no advancement
needs improvement, or such equivalent
ratings as described in the relevant
policy
no advancement
fully effective, or an equivalent rating as
described in the relevant policy |
| Food Standards Australia and New Zealand EA - March 2016.txt | 1890 | salary advancement | shall be advanced within the legal 2 classification in accordance with the salary advancement
provisions of this agreement.
38
attachment c
formal acceptance of this agreement
this enterprise agreement is made in accordance with part 2-4 of the fair work act 2009 (fw
act) and approved under part 2-4, division 4 of the fw act.
by signing below, the parties covered by the an agreement for the employees of food standards
australia new zealand 2016 – 2019, signify their agreement to its terms.
dated:
______________________________________________
steve mccutcheon,
chief executive officer, food standards australia new zealand
on behalf of the minister for health in respect of employees employed by food standards australia
new zealand
55 blackall street, barton act 2600
dated:
______________________________________________
ms sandra rissa
employee bargaining representative
55 blackall street, barton act 2600
dated: |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 357 | zone of discretion | 16. advancement within the zone of discretion
16.1
where an employee is on the highest pay point or has a salary within the zone of
discretion for their classification, and has demonstrated sustained strong
performance, the ceo may determine an increase within the zone of discretion or to
the maximum guidepoint within the substantive classification salary range.
17. ineligibility for annual salary and pay point advancement
17.1
an employee who does not receive a satisfactory performance rating at the end of
the performance cycle will be placed on a performance improvement plan and will be
ineligible for an annual salary increase and pay point advancement until such time as
4
the employee’s performance is rated as satisfactory. in this case, increases will not
be backdated.
18. salary payable on engagement, promotion and movement
18.1
unless otherwise determined by the ceo, salary will be payable in accordance with
the following table.
type of movement and circumstance
promoted or engaged.
pay point |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 362 | zone of discretion | performance, the ceo may determine an increase within the zone of discretion or to
the maximum guidepoint within the substantive classification salary range.
17. ineligibility for annual salary and pay point advancement
17.1
an employee who does not receive a satisfactory performance rating at the end of
the performance cycle will be placed on a performance improvement plan and will be
ineligible for an annual salary increase and pay point advancement until such time as
4
the employee’s performance is rated as satisfactory. in this case, increases will not
be backdated.
18. salary payable on engagement, promotion and movement
18.1
unless otherwise determined by the ceo, salary will be payable in accordance with
the following table.
type of movement and circumstance
promoted or engaged.
pay point
first pay point of the relevant
classification salary range.
promoted – where the employee’s former
substantive salary was at, or above, the first pay |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 463 | parental leave | funds during periods of paid and unpaid parental leave (including maternity, parental,
adoption and long-term foster leave) for periods of leave to a maximum of 52 weeks.
19.4
ipea will make employer superannuation payments to any eligible superannuation
fund nominated by an employee, provided that it accepts payment by fortnightly
electronic funds transfer using a file generated by ipea’s human resource
information management system (hrims).
20. salary sacrificing
20.1
employees may access salary sacrificing arrangements, and may sacrifice up to
100 per cent of their available salary. this includes the option of salary sacrificing to
superannuation for casual employees. employees are encouraged to seek
independent financial advice prior to entering into a salary sacrificing arrangement.
20.2
any fringe benefits tax incurred by an employee as a result of a salary sacrificing
arrangement will be met by the employee.
general allowances and payments
21. allowances for part-time employees
21.1
allowances for part-time employees will be calculated on a pro-rata basis (based on
the proportion of full-time equivalent hours worked), apart from expense-related
allowances and reimbursements, where a part-time employee will receive the same |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 593 | travel | travel for official purposes
26. travel rates
26.1
reasonable and actual costs incurred while travelling for official purposes will be paid
in one of two forms:
(a) the primary method will be by corporate credit card; and
(b) in circumstances where payment by corporate credit card is not accepted or
available, the alternative method is by reimbursement as soon as possible
following the travel.
26.2
the ceo may approve the prepayment of accommodation and transportation costs
associated with official travel. where prepayment is not possible the costs will be
reimbursed as soon as possible following the travel.
26.3
all travel should be undertaken in accordance with ipea’s accountable authority
instructions.
27. illness while travelling
27.1
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo may determine that all reasonable return journey
costs will be provided to the employee on their return home.
28. recognition of travel time |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 594 | travel | 26. travel rates
26.1
reasonable and actual costs incurred while travelling for official purposes will be paid
in one of two forms:
(a) the primary method will be by corporate credit card; and
(b) in circumstances where payment by corporate credit card is not accepted or
available, the alternative method is by reimbursement as soon as possible
following the travel.
26.2
the ceo may approve the prepayment of accommodation and transportation costs
associated with official travel. where prepayment is not possible the costs will be
reimbursed as soon as possible following the travel.
26.3
all travel should be undertaken in accordance with ipea’s accountable authority
instructions.
27. illness while travelling
27.1
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo may determine that all reasonable return journey
costs will be provided to the employee on their return home.
28. recognition of travel time
28.1 |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 597 | travel | reasonable and actual costs incurred while travelling for official purposes will be paid
in one of two forms:
(a) the primary method will be by corporate credit card; and
(b) in circumstances where payment by corporate credit card is not accepted or
available, the alternative method is by reimbursement as soon as possible
following the travel.
26.2
the ceo may approve the prepayment of accommodation and transportation costs
associated with official travel. where prepayment is not possible the costs will be
reimbursed as soon as possible following the travel.
26.3
all travel should be undertaken in accordance with ipea’s accountable authority
instructions.
27. illness while travelling
27.1
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo may determine that all reasonable return journey
costs will be provided to the employee on their return home.
28. recognition of travel time
28.1
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract: |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 602 | travel | following the travel.
26.2
the ceo may approve the prepayment of accommodation and transportation costs
associated with official travel. where prepayment is not possible the costs will be
reimbursed as soon as possible following the travel.
26.3
all travel should be undertaken in accordance with ipea’s accountable authority
instructions.
27. illness while travelling
27.1
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo may determine that all reasonable return journey
costs will be provided to the employee on their return home.
28. recognition of travel time
28.1
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
(a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4
and overtime in accordance with subclauses 37.1 and 37.2; and
(b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to
38.3.
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 607 | travel | associated with official travel. where prepayment is not possible the costs will be
reimbursed as soon as possible following the travel.
26.3
all travel should be undertaken in accordance with ipea’s accountable authority
instructions.
27. illness while travelling
27.1
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo may determine that all reasonable return journey
costs will be provided to the employee on their return home.
28. recognition of travel time
28.1
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
(a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4
and overtime in accordance with subclauses 37.1 and 37.2; and
(b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to
38.3.
28.2
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the ceo.
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 608 | travel | reimbursed as soon as possible following the travel.
26.3
all travel should be undertaken in accordance with ipea’s accountable authority
instructions.
27. illness while travelling
27.1
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo may determine that all reasonable return journey
costs will be provided to the employee on their return home.
28. recognition of travel time
28.1
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
(a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4
and overtime in accordance with subclauses 37.1 and 37.2; and
(b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to
38.3.
28.2
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the ceo.
29. motor vehicle allowance |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 612 | travel | all travel should be undertaken in accordance with ipea’s accountable authority
instructions.
27. illness while travelling
27.1
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo may determine that all reasonable return journey
costs will be provided to the employee on their return home.
28. recognition of travel time
28.1
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
(a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4
and overtime in accordance with subclauses 37.1 and 37.2; and
(b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to
38.3.
28.2
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the ceo.
29. motor vehicle allowance
29.1
motor vehicle allowance is payable where an employee is approved to use a private
car for official purposes. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 615 | travel | 27. illness while travelling
27.1
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo may determine that all reasonable return journey
costs will be provided to the employee on their return home.
28. recognition of travel time
28.1
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
(a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4
and overtime in accordance with subclauses 37.1 and 37.2; and
(b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to
38.3.
28.2
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the ceo.
29. motor vehicle allowance
29.1
motor vehicle allowance is payable where an employee is approved to use a private
car for official purposes.
29.2
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 618 | travel | where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the ceo may determine that all reasonable return journey
costs will be provided to the employee on their return home.
28. recognition of travel time
28.1
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
(a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4
and overtime in accordance with subclauses 37.1 and 37.2; and
(b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to
38.3.
28.2
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the ceo.
29. motor vehicle allowance
29.1
motor vehicle allowance is payable where an employee is approved to use a private
car for official purposes.
29.2
where an employee seeks, and is approved to use, a private vehicle, the motor
vehicle allowance rate will be equivalent to the rate per kilometre in accordance with
the applicable taxation determination. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 622 | travel | 28. recognition of travel time
28.1
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
(a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4
and overtime in accordance with subclauses 37.1 and 37.2; and
(b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to
38.3.
28.2
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the ceo.
29. motor vehicle allowance
29.1
motor vehicle allowance is payable where an employee is approved to use a private
car for official purposes.
29.2
where an employee seeks, and is approved to use, a private vehicle, the motor
vehicle allowance rate will be equivalent to the rate per kilometre in accordance with
the applicable taxation determination.
30. restriction payment
restriction eligibility
30.1 |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 622 | recognition of travel time | 28. recognition of travel time
28.1
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
(a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4
and overtime in accordance with subclauses 37.1 and 37.2; and
(b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to
38.3.
28.2
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the ceo.
29. motor vehicle allowance
29.1
motor vehicle allowance is payable where an employee is approved to use a private
car for official purposes.
29.2
where an employee seeks, and is approved to use, a private vehicle, the motor
vehicle allowance rate will be equivalent to the rate per kilometre in accordance with
the applicable taxation determination.
30. restriction payment
restriction eligibility
30.1 |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 627 | flextime | (a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4
and overtime in accordance with subclauses 37.1 and 37.2; and
(b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to
38.3.
28.2
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the ceo.
29. motor vehicle allowance
29.1
motor vehicle allowance is payable where an employee is approved to use a private
car for official purposes.
29.2
where an employee seeks, and is approved to use, a private vehicle, the motor
vehicle allowance rate will be equivalent to the rate per kilometre in accordance with
the applicable taxation determination.
30. restriction payment
restriction eligibility
30.1
the ceo may approve the provision of a restriction payment to an employee where
there is a requirement to be contactable and available to work for a specified period
outside the bandwidth of hours.
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 628 | overtime | and overtime in accordance with subclauses 37.1 and 37.2; and
(b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to
38.3.
28.2
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the ceo.
29. motor vehicle allowance
29.1
motor vehicle allowance is payable where an employee is approved to use a private
car for official purposes.
29.2
where an employee seeks, and is approved to use, a private vehicle, the motor
vehicle allowance rate will be equivalent to the rate per kilometre in accordance with
the applicable taxation determination.
30. restriction payment
restriction eligibility
30.1
the ceo may approve the provision of a restriction payment to an employee where
there is a requirement to be contactable and available to work for a specified period
outside the bandwidth of hours.
30.2 |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 634 | travel | the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the ceo.
29. motor vehicle allowance
29.1
motor vehicle allowance is payable where an employee is approved to use a private
car for official purposes.
29.2
where an employee seeks, and is approved to use, a private vehicle, the motor
vehicle allowance rate will be equivalent to the rate per kilometre in accordance with
the applicable taxation determination.
30. restriction payment
restriction eligibility
30.1
the ceo may approve the provision of a restriction payment to an employee where
there is a requirement to be contactable and available to work for a specified period
outside the bandwidth of hours.
30.2
restriction payment is payable whether or not the restricted employee is required to
work. an employee who is receiving a restriction payment and is required to perform
8
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 635 | travel | the travel time recorded unless otherwise agreed by the ceo.
29. motor vehicle allowance
29.1
motor vehicle allowance is payable where an employee is approved to use a private
car for official purposes.
29.2
where an employee seeks, and is approved to use, a private vehicle, the motor
vehicle allowance rate will be equivalent to the rate per kilometre in accordance with
the applicable taxation determination.
30. restriction payment
restriction eligibility
30.1
the ceo may approve the provision of a restriction payment to an employee where
there is a requirement to be contactable and available to work for a specified period
outside the bandwidth of hours.
30.2
restriction payment is payable whether or not the restricted employee is required to
work. an employee who is receiving a restriction payment and is required to perform
8
duty while restricted will not receive overtime, flextime and/or toil where they are |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 655 | bandwidth | outside the bandwidth of hours.
30.2
restriction payment is payable whether or not the restricted employee is required to
work. an employee who is receiving a restriction payment and is required to perform
8
duty while restricted will not receive overtime, flextime and/or toil where they are
recalled to duty or respond to a call as a result of a restriction arrangement.
30.3
where an employee is not restricted and is required to work due to an emergency,
overtime, flextime and/or toil will accrue as appropriate.
restriction rates
30.4
an eligible employee will be paid fortnightly, based on a pro-rata calculation of the
annual rates listed below, and the number of days (or part thereof) the employee has
been, or will be, restricted in a financial year.
days (or part
thereof)
on
commencement
following the first |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 664 | flextime | duty while restricted will not receive overtime, flextime and/or toil where they are
recalled to duty or respond to a call as a result of a restriction arrangement.
30.3
where an employee is not restricted and is required to work due to an emergency,
overtime, flextime and/or toil will accrue as appropriate.
restriction rates
30.4
an eligible employee will be paid fortnightly, based on a pro-rata calculation of the
annual rates listed below, and the number of days (or part thereof) the employee has
been, or will be, restricted in a financial year.
days (or part
thereof)
on
commencement
following the first
salary increase
following the
second salary
increase
following the
third salary
increase |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 664 | overtime | duty while restricted will not receive overtime, flextime and/or toil where they are
recalled to duty or respond to a call as a result of a restriction arrangement.
30.3
where an employee is not restricted and is required to work due to an emergency,
overtime, flextime and/or toil will accrue as appropriate.
restriction rates
30.4
an eligible employee will be paid fortnightly, based on a pro-rata calculation of the
annual rates listed below, and the number of days (or part thereof) the employee has
been, or will be, restricted in a financial year.
days (or part
thereof)
on
commencement
following the first
salary increase
following the
second salary
increase
following the
third salary
increase |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 669 | flextime | overtime, flextime and/or toil will accrue as appropriate.
restriction rates
30.4
an eligible employee will be paid fortnightly, based on a pro-rata calculation of the
annual rates listed below, and the number of days (or part thereof) the employee has
been, or will be, restricted in a financial year.
days (or part
thereof)
on
commencement
following the first
salary increase
following the
second salary
increase
following the
third salary
increase
38 – 53
$11,799
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 669 | overtime | overtime, flextime and/or toil will accrue as appropriate.
restriction rates
30.4
an eligible employee will be paid fortnightly, based on a pro-rata calculation of the
annual rates listed below, and the number of days (or part thereof) the employee has
been, or will be, restricted in a financial year.
days (or part
thereof)
on
commencement
following the first
salary increase
following the
second salary
increase
following the
third salary
increase
38 – 53
$11,799
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 813 | flexible work arrangements | of working hours and leave planning, including flexible work arrangements, into
operational requirements.
35.3
it is expected that employees may work reasonable additional hours consistent with
the act.
part-time hours
35.4
a part-time employee is one who regularly works less than full-time ordinary hours
according to an agreed work pattern. the minimum hours to be worked on any one
day are three hours.
35.5
a part-time employee may not vary their hours for a period of one pay period or less.
changes in hours (for example to attend training) for these periods should be
accommodated using flextime (aps1 to 6), toil (el), or alternative informal
arrangements as agreed with their manager.
35.6
the ceo may approve part-time hours of work for an employee, subject to
operational requirements. part-time work agreements will be reviewed at least once
every 12 months.
10
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 832 | flextime | accommodated using flextime (aps1 to 6), toil (el), or alternative informal
arrangements as agreed with their manager.
35.6
the ceo may approve part-time hours of work for an employee, subject to
operational requirements. part-time work agreements will be reviewed at least once
every 12 months.
10
35.7
a full-time employee who has converted to part-time hours can revert to full-time at
the end of the agreed period. any variation during that period will be by agreement
between the employee and the manager.
job sharing
35.8
the ceo may approve job sharing arrangements between two or more employees
subject to operational requirements, on the basis of the employees’ applications.
pattern of hours
35.9
the pattern of hours by which employees complete their ordinary hours is by
agreement between the manager and the employee. however, an employee will not
normally be expected to work more than:
(a) 10 hours ordinary time on any day; and |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 869 | bandwidth | bandwidth of hours
35.12 the bandwidth of hours in which employees will work their ordinary hours are
7.00 am to 7.00 pm monday to friday.
nine-hour break
35.13 excluding exceptional circumstances, where an aps1 to 6 employee works overtime
the employee will be entitled to a nine-hour break (including travelling time) before
recommencing work, without incurring any loss of pay.
35.14 excluding exceptional circumstances, where an el employee works a continuous
period of greater than 10 hours the employee will be entitled to a nine-hour break
(including travelling time) before recommencing work, without incurring any loss of
pay.
recording attendance
35.15 all aps1 to 6 employees must accurately record their attendance, including
commencement, break and finish times, and their leave or absences in ipea’s
hrims.
35.16 on days in which an employee is not actually at work (including public holidays and
periods of approved leave), employees will record their ordinary working hours
(excluding any leave taken with flextime credits).
35.17 el employees must record all hours that attract toil, and may choose to record all
their working hours.
11
36. flextime
eligibility for flextime
36.1
aps1 to 6 employees, excluding casual employees, will be eligible to work flextime.
work performed in excess of ordinary hours, which does not attract overtime, will
accrue as flextime on an hour-for-hour basis. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 870 | bandwidth | 35.12 the bandwidth of hours in which employees will work their ordinary hours are
7.00 am to 7.00 pm monday to friday.
nine-hour break
35.13 excluding exceptional circumstances, where an aps1 to 6 employee works overtime
the employee will be entitled to a nine-hour break (including travelling time) before
recommencing work, without incurring any loss of pay.
35.14 excluding exceptional circumstances, where an el employee works a continuous
period of greater than 10 hours the employee will be entitled to a nine-hour break
(including travelling time) before recommencing work, without incurring any loss of
pay.
recording attendance
35.15 all aps1 to 6 employees must accurately record their attendance, including
commencement, break and finish times, and their leave or absences in ipea’s
hrims.
35.16 on days in which an employee is not actually at work (including public holidays and
periods of approved leave), employees will record their ordinary working hours
(excluding any leave taken with flextime credits).
35.17 el employees must record all hours that attract toil, and may choose to record all
their working hours.
11
36. flextime
eligibility for flextime
36.1
aps1 to 6 employees, excluding casual employees, will be eligible to work flextime.
work performed in excess of ordinary hours, which does not attract overtime, will
accrue as flextime on an hour-for-hour basis.
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 873 | overtime | 35.13 excluding exceptional circumstances, where an aps1 to 6 employee works overtime
the employee will be entitled to a nine-hour break (including travelling time) before
recommencing work, without incurring any loss of pay.
35.14 excluding exceptional circumstances, where an el employee works a continuous
period of greater than 10 hours the employee will be entitled to a nine-hour break
(including travelling time) before recommencing work, without incurring any loss of
pay.
recording attendance
35.15 all aps1 to 6 employees must accurately record their attendance, including
commencement, break and finish times, and their leave or absences in ipea’s
hrims.
35.16 on days in which an employee is not actually at work (including public holidays and
periods of approved leave), employees will record their ordinary working hours
(excluding any leave taken with flextime credits).
35.17 el employees must record all hours that attract toil, and may choose to record all
their working hours.
11
36. flextime
eligibility for flextime
36.1
aps1 to 6 employees, excluding casual employees, will be eligible to work flextime.
work performed in excess of ordinary hours, which does not attract overtime, will
accrue as flextime on an hour-for-hour basis.
36.2
where there is agreement between a manager and employee on how flextime will |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 874 | travel | the employee will be entitled to a nine-hour break (including travelling time) before
recommencing work, without incurring any loss of pay.
35.14 excluding exceptional circumstances, where an el employee works a continuous
period of greater than 10 hours the employee will be entitled to a nine-hour break
(including travelling time) before recommencing work, without incurring any loss of
pay.
recording attendance
35.15 all aps1 to 6 employees must accurately record their attendance, including
commencement, break and finish times, and their leave or absences in ipea’s
hrims.
35.16 on days in which an employee is not actually at work (including public holidays and
periods of approved leave), employees will record their ordinary working hours
(excluding any leave taken with flextime credits).
35.17 el employees must record all hours that attract toil, and may choose to record all
their working hours.
11
36. flextime
eligibility for flextime
36.1
aps1 to 6 employees, excluding casual employees, will be eligible to work flextime.
work performed in excess of ordinary hours, which does not attract overtime, will
accrue as flextime on an hour-for-hour basis.
36.2
where there is agreement between a manager and employee on how flextime will
work within the team, an employee may: |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 878 | travel | (including travelling time) before recommencing work, without incurring any loss of
pay.
recording attendance
35.15 all aps1 to 6 employees must accurately record their attendance, including
commencement, break and finish times, and their leave or absences in ipea’s
hrims.
35.16 on days in which an employee is not actually at work (including public holidays and
periods of approved leave), employees will record their ordinary working hours
(excluding any leave taken with flextime credits).
35.17 el employees must record all hours that attract toil, and may choose to record all
their working hours.
11
36. flextime
eligibility for flextime
36.1
aps1 to 6 employees, excluding casual employees, will be eligible to work flextime.
work performed in excess of ordinary hours, which does not attract overtime, will
accrue as flextime on an hour-for-hour basis.
36.2
where there is agreement between a manager and employee on how flextime will
work within the team, an employee may:
(a) vary their hours of work; and/or
(b) work additional hours.
36.3 |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 886 | flextime | (excluding any leave taken with flextime credits).
35.17 el employees must record all hours that attract toil, and may choose to record all
their working hours.
11
36. flextime
eligibility for flextime
36.1
aps1 to 6 employees, excluding casual employees, will be eligible to work flextime.
work performed in excess of ordinary hours, which does not attract overtime, will
accrue as flextime on an hour-for-hour basis.
36.2
where there is agreement between a manager and employee on how flextime will
work within the team, an employee may:
(a) vary their hours of work; and/or
(b) work additional hours.
36.3
where there is insufficient work, a manager will not agree that an employee can work
hours in addition to their ordinary hours.
36.4
employees must seek prior approval from their manager for absence from the
workplace to utilise flextime credits. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 892 | flextime | 36. flextime
eligibility for flextime
36.1
aps1 to 6 employees, excluding casual employees, will be eligible to work flextime.
work performed in excess of ordinary hours, which does not attract overtime, will
accrue as flextime on an hour-for-hour basis.
36.2
where there is agreement between a manager and employee on how flextime will
work within the team, an employee may:
(a) vary their hours of work; and/or
(b) work additional hours.
36.3
where there is insufficient work, a manager will not agree that an employee can work
hours in addition to their ordinary hours.
36.4
employees must seek prior approval from their manager for absence from the
workplace to utilise flextime credits.
maximum flextime balance and debit
36.5
where operational requirements do not provide for an employee to minimise their
flextime balance by the end of the fortnightly recording period, a maximum: |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 893 | flextime | eligibility for flextime
36.1
aps1 to 6 employees, excluding casual employees, will be eligible to work flextime.
work performed in excess of ordinary hours, which does not attract overtime, will
accrue as flextime on an hour-for-hour basis.
36.2
where there is agreement between a manager and employee on how flextime will
work within the team, an employee may:
(a) vary their hours of work; and/or
(b) work additional hours.
36.3
where there is insufficient work, a manager will not agree that an employee can work
hours in addition to their ordinary hours.
36.4
employees must seek prior approval from their manager for absence from the
workplace to utilise flextime credits.
maximum flextime balance and debit
36.5
where operational requirements do not provide for an employee to minimise their
flextime balance by the end of the fortnightly recording period, a maximum:
(a) credit of 37.5; or |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 896 | flextime | aps1 to 6 employees, excluding casual employees, will be eligible to work flextime.
work performed in excess of ordinary hours, which does not attract overtime, will
accrue as flextime on an hour-for-hour basis.
36.2
where there is agreement between a manager and employee on how flextime will
work within the team, an employee may:
(a) vary their hours of work; and/or
(b) work additional hours.
36.3
where there is insufficient work, a manager will not agree that an employee can work
hours in addition to their ordinary hours.
36.4
employees must seek prior approval from their manager for absence from the
workplace to utilise flextime credits.
maximum flextime balance and debit
36.5
where operational requirements do not provide for an employee to minimise their
flextime balance by the end of the fortnightly recording period, a maximum:
(a) credit of 37.5; or
(b) debit of 10 hours
can be carried to the next fortnightly recording period.
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 897 | overtime | work performed in excess of ordinary hours, which does not attract overtime, will
accrue as flextime on an hour-for-hour basis.
36.2
where there is agreement between a manager and employee on how flextime will
work within the team, an employee may:
(a) vary their hours of work; and/or
(b) work additional hours.
36.3
where there is insufficient work, a manager will not agree that an employee can work
hours in addition to their ordinary hours.
36.4
employees must seek prior approval from their manager for absence from the
workplace to utilise flextime credits.
maximum flextime balance and debit
36.5
where operational requirements do not provide for an employee to minimise their
flextime balance by the end of the fortnightly recording period, a maximum:
(a) credit of 37.5; or
(b) debit of 10 hours
can be carried to the next fortnightly recording period.
36.6 |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 898 | flextime | accrue as flextime on an hour-for-hour basis.
36.2
where there is agreement between a manager and employee on how flextime will
work within the team, an employee may:
(a) vary their hours of work; and/or
(b) work additional hours.
36.3
where there is insufficient work, a manager will not agree that an employee can work
hours in addition to their ordinary hours.
36.4
employees must seek prior approval from their manager for absence from the
workplace to utilise flextime credits.
maximum flextime balance and debit
36.5
where operational requirements do not provide for an employee to minimise their
flextime balance by the end of the fortnightly recording period, a maximum:
(a) credit of 37.5; or
(b) debit of 10 hours
can be carried to the next fortnightly recording period.
36.6
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 902 | flextime | where there is agreement between a manager and employee on how flextime will
work within the team, an employee may:
(a) vary their hours of work; and/or
(b) work additional hours.
36.3
where there is insufficient work, a manager will not agree that an employee can work
hours in addition to their ordinary hours.
36.4
employees must seek prior approval from their manager for absence from the
workplace to utilise flextime credits.
maximum flextime balance and debit
36.5
where operational requirements do not provide for an employee to minimise their
flextime balance by the end of the fortnightly recording period, a maximum:
(a) credit of 37.5; or
(b) debit of 10 hours
can be carried to the next fortnightly recording period.
36.6
where there is an excess balance, the employee and their manager will identify and
discuss appropriate actions to try to reduce the flextime credit to below 37.5 hours by
the end of the following fortnightly recording period. no reasonable request for
flextime leave will be refused by the manager. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 915 | flextime | workplace to utilise flextime credits.
maximum flextime balance and debit
36.5
where operational requirements do not provide for an employee to minimise their
flextime balance by the end of the fortnightly recording period, a maximum:
(a) credit of 37.5; or
(b) debit of 10 hours
can be carried to the next fortnightly recording period.
36.6
where there is an excess balance, the employee and their manager will identify and
discuss appropriate actions to try to reduce the flextime credit to below 37.5 hours by
the end of the following fortnightly recording period. no reasonable request for
flextime leave will be refused by the manager.
36.7
where there is a flextime debit in excess of 10 hours, the excess balance must be
reduced by the end of the following fortnightly recording period or the employee will
have the excess balance deducted as leave without pay.
exceptional circumstances
36.8
in exceptional circumstances where operational requirements do not provide an
opportunity for an employee to undertake leave to access flextime credits, the ceo
may approve flextime balances of up to 37.5 hours be cashed out or converted to |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 917 | flextime | maximum flextime balance and debit
36.5
where operational requirements do not provide for an employee to minimise their
flextime balance by the end of the fortnightly recording period, a maximum:
(a) credit of 37.5; or
(b) debit of 10 hours
can be carried to the next fortnightly recording period.
36.6
where there is an excess balance, the employee and their manager will identify and
discuss appropriate actions to try to reduce the flextime credit to below 37.5 hours by
the end of the following fortnightly recording period. no reasonable request for
flextime leave will be refused by the manager.
36.7
where there is a flextime debit in excess of 10 hours, the excess balance must be
reduced by the end of the following fortnightly recording period or the employee will
have the excess balance deducted as leave without pay.
exceptional circumstances
36.8
in exceptional circumstances where operational requirements do not provide an
opportunity for an employee to undertake leave to access flextime credits, the ceo
may approve flextime balances of up to 37.5 hours be cashed out or converted to
annual leave on a one-for-one basis.
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 921 | flextime | flextime balance by the end of the fortnightly recording period, a maximum:
(a) credit of 37.5; or
(b) debit of 10 hours
can be carried to the next fortnightly recording period.
36.6
where there is an excess balance, the employee and their manager will identify and
discuss appropriate actions to try to reduce the flextime credit to below 37.5 hours by
the end of the following fortnightly recording period. no reasonable request for
flextime leave will be refused by the manager.
36.7
where there is a flextime debit in excess of 10 hours, the excess balance must be
reduced by the end of the following fortnightly recording period or the employee will
have the excess balance deducted as leave without pay.
exceptional circumstances
36.8
in exceptional circumstances where operational requirements do not provide an
opportunity for an employee to undertake leave to access flextime credits, the ceo
may approve flextime balances of up to 37.5 hours be cashed out or converted to
annual leave on a one-for-one basis.
reversion to standard hours
36.9
a manager may revert an employee to standard hours (subclause 35.11) of |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 929 | flextime | discuss appropriate actions to try to reduce the flextime credit to below 37.5 hours by
the end of the following fortnightly recording period. no reasonable request for
flextime leave will be refused by the manager.
36.7
where there is a flextime debit in excess of 10 hours, the excess balance must be
reduced by the end of the following fortnightly recording period or the employee will
have the excess balance deducted as leave without pay.
exceptional circumstances
36.8
in exceptional circumstances where operational requirements do not provide an
opportunity for an employee to undertake leave to access flextime credits, the ceo
may approve flextime balances of up to 37.5 hours be cashed out or converted to
annual leave on a one-for-one basis.
reversion to standard hours
36.9
a manager may revert an employee to standard hours (subclause 35.11) of
attendance where an employee fails to maintain a satisfactory performance and/or
pattern of attendance or misuses flextime provisions.
36.10 a manager may revert an employee to standard hours (subclause 35.11) based on
operational requirements, following consultation and reasonable notice.
12
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 931 | flextime | flextime leave will be refused by the manager.
36.7
where there is a flextime debit in excess of 10 hours, the excess balance must be
reduced by the end of the following fortnightly recording period or the employee will
have the excess balance deducted as leave without pay.
exceptional circumstances
36.8
in exceptional circumstances where operational requirements do not provide an
opportunity for an employee to undertake leave to access flextime credits, the ceo
may approve flextime balances of up to 37.5 hours be cashed out or converted to
annual leave on a one-for-one basis.
reversion to standard hours
36.9
a manager may revert an employee to standard hours (subclause 35.11) of
attendance where an employee fails to maintain a satisfactory performance and/or
pattern of attendance or misuses flextime provisions.
36.10 a manager may revert an employee to standard hours (subclause 35.11) based on
operational requirements, following consultation and reasonable notice.
12
flextime balances at cessation or aps transfer
36.11 prior to ceasing employment or transferring, employees must take reasonable steps, |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 935 | flextime | where there is a flextime debit in excess of 10 hours, the excess balance must be
reduced by the end of the following fortnightly recording period or the employee will
have the excess balance deducted as leave without pay.
exceptional circumstances
36.8
in exceptional circumstances where operational requirements do not provide an
opportunity for an employee to undertake leave to access flextime credits, the ceo
may approve flextime balances of up to 37.5 hours be cashed out or converted to
annual leave on a one-for-one basis.
reversion to standard hours
36.9
a manager may revert an employee to standard hours (subclause 35.11) of
attendance where an employee fails to maintain a satisfactory performance and/or
pattern of attendance or misuses flextime provisions.
36.10 a manager may revert an employee to standard hours (subclause 35.11) based on
operational requirements, following consultation and reasonable notice.
12
flextime balances at cessation or aps transfer
36.11 prior to ceasing employment or transferring, employees must take reasonable steps,
and managers will provide reasonable opportunities, to balance any flextime credits
or debits.
36.12 where flextime credits are outstanding at cessation of employment, these credits will
not be paid to the employee. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 943 | flextime | opportunity for an employee to undertake leave to access flextime credits, the ceo
may approve flextime balances of up to 37.5 hours be cashed out or converted to
annual leave on a one-for-one basis.
reversion to standard hours
36.9
a manager may revert an employee to standard hours (subclause 35.11) of
attendance where an employee fails to maintain a satisfactory performance and/or
pattern of attendance or misuses flextime provisions.
36.10 a manager may revert an employee to standard hours (subclause 35.11) based on
operational requirements, following consultation and reasonable notice.
12
flextime balances at cessation or aps transfer
36.11 prior to ceasing employment or transferring, employees must take reasonable steps,
and managers will provide reasonable opportunities, to balance any flextime credits
or debits.
36.12 where flextime credits are outstanding at cessation of employment, these credits will
not be paid to the employee.
36.13 any remaining flextime debits will be recovered from the employee’s separation
payment.
flextime balances on promotion or on higher duties
36.14 employees who are promoted to the el classification and have an existing flextime
debit or credit must clear the balance prior to commencement at the higher
classification. any flextime credit will not translate across as toil.
36.15 employees who have accrued toil whilst acting at the el classification must make
all reasonable efforts, in the first instance, to clear the toil prior to returning to their |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 944 | flextime | may approve flextime balances of up to 37.5 hours be cashed out or converted to
annual leave on a one-for-one basis.
reversion to standard hours
36.9
a manager may revert an employee to standard hours (subclause 35.11) of
attendance where an employee fails to maintain a satisfactory performance and/or
pattern of attendance or misuses flextime provisions.
36.10 a manager may revert an employee to standard hours (subclause 35.11) based on
operational requirements, following consultation and reasonable notice.
12
flextime balances at cessation or aps transfer
36.11 prior to ceasing employment or transferring, employees must take reasonable steps,
and managers will provide reasonable opportunities, to balance any flextime credits
or debits.
36.12 where flextime credits are outstanding at cessation of employment, these credits will
not be paid to the employee.
36.13 any remaining flextime debits will be recovered from the employee’s separation
payment.
flextime balances on promotion or on higher duties
36.14 employees who are promoted to the el classification and have an existing flextime
debit or credit must clear the balance prior to commencement at the higher
classification. any flextime credit will not translate across as toil.
36.15 employees who have accrued toil whilst acting at the el classification must make
all reasonable efforts, in the first instance, to clear the toil prior to returning to their
substantive classification. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 952 | flextime | pattern of attendance or misuses flextime provisions.
36.10 a manager may revert an employee to standard hours (subclause 35.11) based on
operational requirements, following consultation and reasonable notice.
12
flextime balances at cessation or aps transfer
36.11 prior to ceasing employment or transferring, employees must take reasonable steps,
and managers will provide reasonable opportunities, to balance any flextime credits
or debits.
36.12 where flextime credits are outstanding at cessation of employment, these credits will
not be paid to the employee.
36.13 any remaining flextime debits will be recovered from the employee’s separation
payment.
flextime balances on promotion or on higher duties
36.14 employees who are promoted to the el classification and have an existing flextime
debit or credit must clear the balance prior to commencement at the higher
classification. any flextime credit will not translate across as toil.
36.15 employees who have accrued toil whilst acting at the el classification must make
all reasonable efforts, in the first instance, to clear the toil prior to returning to their
substantive classification.
37. overtime
37.1
employees in the aps1 to 6 classifications, will be paid overtime where they are
directed to, and perform, additional work:
(a) on a public holiday or weekend;
(b) that requires the employee to return to work, or address workplace issues, |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 952 | flextime provisions | pattern of attendance or misuses flextime provisions.
36.10 a manager may revert an employee to standard hours (subclause 35.11) based on
operational requirements, following consultation and reasonable notice.
12
flextime balances at cessation or aps transfer
36.11 prior to ceasing employment or transferring, employees must take reasonable steps,
and managers will provide reasonable opportunities, to balance any flextime credits
or debits.
36.12 where flextime credits are outstanding at cessation of employment, these credits will
not be paid to the employee.
36.13 any remaining flextime debits will be recovered from the employee’s separation
payment.
flextime balances on promotion or on higher duties
36.14 employees who are promoted to the el classification and have an existing flextime
debit or credit must clear the balance prior to commencement at the higher
classification. any flextime credit will not translate across as toil.
36.15 employees who have accrued toil whilst acting at the el classification must make
all reasonable efforts, in the first instance, to clear the toil prior to returning to their
substantive classification.
37. overtime
37.1
employees in the aps1 to 6 classifications, will be paid overtime where they are
directed to, and perform, additional work:
(a) on a public holiday or weekend;
(b) that requires the employee to return to work, or address workplace issues, |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 959 | flextime | flextime balances at cessation or aps transfer
36.11 prior to ceasing employment or transferring, employees must take reasonable steps,
and managers will provide reasonable opportunities, to balance any flextime credits
or debits.
36.12 where flextime credits are outstanding at cessation of employment, these credits will
not be paid to the employee.
36.13 any remaining flextime debits will be recovered from the employee’s separation
payment.
flextime balances on promotion or on higher duties
36.14 employees who are promoted to the el classification and have an existing flextime
debit or credit must clear the balance prior to commencement at the higher
classification. any flextime credit will not translate across as toil.
36.15 employees who have accrued toil whilst acting at the el classification must make
all reasonable efforts, in the first instance, to clear the toil prior to returning to their
substantive classification.
37. overtime
37.1
employees in the aps1 to 6 classifications, will be paid overtime where they are
directed to, and perform, additional work:
(a) on a public holiday or weekend;
(b) that requires the employee to return to work, or address workplace issues,
outside the bandwidth (subclause 35.12);
(c) in excess of 10 hours on any one normal working day; or
(d) during annual closedown.
37.2
overtime payments will be based on the actual additional period worked and is |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 961 | flextime | and managers will provide reasonable opportunities, to balance any flextime credits
or debits.
36.12 where flextime credits are outstanding at cessation of employment, these credits will
not be paid to the employee.
36.13 any remaining flextime debits will be recovered from the employee’s separation
payment.
flextime balances on promotion or on higher duties
36.14 employees who are promoted to the el classification and have an existing flextime
debit or credit must clear the balance prior to commencement at the higher
classification. any flextime credit will not translate across as toil.
36.15 employees who have accrued toil whilst acting at the el classification must make
all reasonable efforts, in the first instance, to clear the toil prior to returning to their
substantive classification.
37. overtime
37.1
employees in the aps1 to 6 classifications, will be paid overtime where they are
directed to, and perform, additional work:
(a) on a public holiday or weekend;
(b) that requires the employee to return to work, or address workplace issues,
outside the bandwidth (subclause 35.12);
(c) in excess of 10 hours on any one normal working day; or
(d) during annual closedown.
37.2
overtime payments will be based on the actual additional period worked and is
calculated at a rate of time-and-one half.
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 963 | flextime | 36.12 where flextime credits are outstanding at cessation of employment, these credits will
not be paid to the employee.
36.13 any remaining flextime debits will be recovered from the employee’s separation
payment.
flextime balances on promotion or on higher duties
36.14 employees who are promoted to the el classification and have an existing flextime
debit or credit must clear the balance prior to commencement at the higher
classification. any flextime credit will not translate across as toil.
36.15 employees who have accrued toil whilst acting at the el classification must make
all reasonable efforts, in the first instance, to clear the toil prior to returning to their
substantive classification.
37. overtime
37.1
employees in the aps1 to 6 classifications, will be paid overtime where they are
directed to, and perform, additional work:
(a) on a public holiday or weekend;
(b) that requires the employee to return to work, or address workplace issues,
outside the bandwidth (subclause 35.12);
(c) in excess of 10 hours on any one normal working day; or
(d) during annual closedown.
37.2
overtime payments will be based on the actual additional period worked and is
calculated at a rate of time-and-one half.
38. toil
eligibility for toil |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 965 | flextime | 36.13 any remaining flextime debits will be recovered from the employee’s separation
payment.
flextime balances on promotion or on higher duties
36.14 employees who are promoted to the el classification and have an existing flextime
debit or credit must clear the balance prior to commencement at the higher
classification. any flextime credit will not translate across as toil.
36.15 employees who have accrued toil whilst acting at the el classification must make
all reasonable efforts, in the first instance, to clear the toil prior to returning to their
substantive classification.
37. overtime
37.1
employees in the aps1 to 6 classifications, will be paid overtime where they are
directed to, and perform, additional work:
(a) on a public holiday or weekend;
(b) that requires the employee to return to work, or address workplace issues,
outside the bandwidth (subclause 35.12);
(c) in excess of 10 hours on any one normal working day; or
(d) during annual closedown.
37.2
overtime payments will be based on the actual additional period worked and is
calculated at a rate of time-and-one half.
38. toil
eligibility for toil
38.1
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 967 | flextime | flextime balances on promotion or on higher duties
36.14 employees who are promoted to the el classification and have an existing flextime
debit or credit must clear the balance prior to commencement at the higher
classification. any flextime credit will not translate across as toil.
36.15 employees who have accrued toil whilst acting at the el classification must make
all reasonable efforts, in the first instance, to clear the toil prior to returning to their
substantive classification.
37. overtime
37.1
employees in the aps1 to 6 classifications, will be paid overtime where they are
directed to, and perform, additional work:
(a) on a public holiday or weekend;
(b) that requires the employee to return to work, or address workplace issues,
outside the bandwidth (subclause 35.12);
(c) in excess of 10 hours on any one normal working day; or
(d) during annual closedown.
37.2
overtime payments will be based on the actual additional period worked and is
calculated at a rate of time-and-one half.
38. toil
eligibility for toil
38.1
a manager will approve the accrual of toil for an el employee (and their
equivalent) for work performed at the manager’s request or by agreement with the |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 968 | flextime | 36.14 employees who are promoted to the el classification and have an existing flextime
debit or credit must clear the balance prior to commencement at the higher
classification. any flextime credit will not translate across as toil.
36.15 employees who have accrued toil whilst acting at the el classification must make
all reasonable efforts, in the first instance, to clear the toil prior to returning to their
substantive classification.
37. overtime
37.1
employees in the aps1 to 6 classifications, will be paid overtime where they are
directed to, and perform, additional work:
(a) on a public holiday or weekend;
(b) that requires the employee to return to work, or address workplace issues,
outside the bandwidth (subclause 35.12);
(c) in excess of 10 hours on any one normal working day; or
(d) during annual closedown.
37.2
overtime payments will be based on the actual additional period worked and is
calculated at a rate of time-and-one half.
38. toil
eligibility for toil
38.1
a manager will approve the accrual of toil for an el employee (and their
equivalent) for work performed at the manager’s request or by agreement with the
manager: |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 970 | flextime | classification. any flextime credit will not translate across as toil.
36.15 employees who have accrued toil whilst acting at the el classification must make
all reasonable efforts, in the first instance, to clear the toil prior to returning to their
substantive classification.
37. overtime
37.1
employees in the aps1 to 6 classifications, will be paid overtime where they are
directed to, and perform, additional work:
(a) on a public holiday or weekend;
(b) that requires the employee to return to work, or address workplace issues,
outside the bandwidth (subclause 35.12);
(c) in excess of 10 hours on any one normal working day; or
(d) during annual closedown.
37.2
overtime payments will be based on the actual additional period worked and is
calculated at a rate of time-and-one half.
38. toil
eligibility for toil
38.1
a manager will approve the accrual of toil for an el employee (and their
equivalent) for work performed at the manager’s request or by agreement with the
manager:
(a) in excess of eight hours 30 minutes on any one day;
(b) on a weekend or public holiday; or |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 975 | overtime | 37. overtime
37.1
employees in the aps1 to 6 classifications, will be paid overtime where they are
directed to, and perform, additional work:
(a) on a public holiday or weekend;
(b) that requires the employee to return to work, or address workplace issues,
outside the bandwidth (subclause 35.12);
(c) in excess of 10 hours on any one normal working day; or
(d) during annual closedown.
37.2
overtime payments will be based on the actual additional period worked and is
calculated at a rate of time-and-one half.
38. toil
eligibility for toil
38.1
a manager will approve the accrual of toil for an el employee (and their
equivalent) for work performed at the manager’s request or by agreement with the
manager:
(a) in excess of eight hours 30 minutes on any one day;
(b) on a weekend or public holiday; or
(c) during annual closedown.
38.2
toil will accrue and may be taken on an hour-for-hour basis monday to friday, and |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 978 | overtime | employees in the aps1 to 6 classifications, will be paid overtime where they are
directed to, and perform, additional work:
(a) on a public holiday or weekend;
(b) that requires the employee to return to work, or address workplace issues,
outside the bandwidth (subclause 35.12);
(c) in excess of 10 hours on any one normal working day; or
(d) during annual closedown.
37.2
overtime payments will be based on the actual additional period worked and is
calculated at a rate of time-and-one half.
38. toil
eligibility for toil
38.1
a manager will approve the accrual of toil for an el employee (and their
equivalent) for work performed at the manager’s request or by agreement with the
manager:
(a) in excess of eight hours 30 minutes on any one day;
(b) on a weekend or public holiday; or
(c) during annual closedown.
38.2
toil will accrue and may be taken on an hour-for-hour basis monday to friday, and
at a rate of 1.5 hours per hour for work performed on a weekend, annual closedown
or public holiday.
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 982 | bandwidth | outside the bandwidth (subclause 35.12);
(c) in excess of 10 hours on any one normal working day; or
(d) during annual closedown.
37.2
overtime payments will be based on the actual additional period worked and is
calculated at a rate of time-and-one half.
38. toil
eligibility for toil
38.1
a manager will approve the accrual of toil for an el employee (and their
equivalent) for work performed at the manager’s request or by agreement with the
manager:
(a) in excess of eight hours 30 minutes on any one day;
(b) on a weekend or public holiday; or
(c) during annual closedown.
38.2
toil will accrue and may be taken on an hour-for-hour basis monday to friday, and
at a rate of 1.5 hours per hour for work performed on a weekend, annual closedown
or public holiday.
38.3
the provisions for toil as outlined in this clause do not alter the ordinary hours for
full-time el employees. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 988 | overtime | overtime payments will be based on the actual additional period worked and is
calculated at a rate of time-and-one half.
38. toil
eligibility for toil
38.1
a manager will approve the accrual of toil for an el employee (and their
equivalent) for work performed at the manager’s request or by agreement with the
manager:
(a) in excess of eight hours 30 minutes on any one day;
(b) on a weekend or public holiday; or
(c) during annual closedown.
38.2
toil will accrue and may be taken on an hour-for-hour basis monday to friday, and
at a rate of 1.5 hours per hour for work performed on a weekend, annual closedown
or public holiday.
38.3
the provisions for toil as outlined in this clause do not alter the ordinary hours for
full-time el employees.
13
part-time el toil
38.4
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1074 | flextime | employee’s manager, without entitlement to flextime, toil or payment for overtime.
public holidays during paid leave
39.3
where a public holiday falls during a period when an employee is on annual or paid
personal/carer’s leave, payment for the public holiday will be made at the employee’s
ordinary hours of work. payment for a public holiday during other forms of leave will
14
be in accordance with the entitlement to that form of leave (e.g. if on long service
leave at half pay, payment is at half pay).
annual closedown
39.4
ipea will be closed for normal business and employees will not be required to
perform normal duty on the working days between christmas day and new years’
day. employees will be paid in accordance with their ordinary hours of work on these
days.
39.5
employees on parental leave, leave without pay, or long service leave during the
annual closedown will not be entitled to re-crediting of leave.
39.6
part-time employees normally not working on the days of the week on which annual
closedown or a public holiday occurs will not be entitled to alternative time off duty or |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1074 | overtime | employee’s manager, without entitlement to flextime, toil or payment for overtime.
public holidays during paid leave
39.3
where a public holiday falls during a period when an employee is on annual or paid
personal/carer’s leave, payment for the public holiday will be made at the employee’s
ordinary hours of work. payment for a public holiday during other forms of leave will
14
be in accordance with the entitlement to that form of leave (e.g. if on long service
leave at half pay, payment is at half pay).
annual closedown
39.4
ipea will be closed for normal business and employees will not be required to
perform normal duty on the working days between christmas day and new years’
day. employees will be paid in accordance with their ordinary hours of work on these
days.
39.5
employees on parental leave, leave without pay, or long service leave during the
annual closedown will not be entitled to re-crediting of leave.
39.6
part-time employees normally not working on the days of the week on which annual
closedown or a public holiday occurs will not be entitled to alternative time off duty or |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1097 | parental leave | employees on parental leave, leave without pay, or long service leave during the
annual closedown will not be entitled to re-crediting of leave.
39.6
part-time employees normally not working on the days of the week on which annual
closedown or a public holiday occurs will not be entitled to alternative time off duty or
additional payment.
public holidays and/or annual closedown
39.7
employees required to work on public holidays and/or annual closedown will be
entitled to the following:
(a) aps1 to 6 employees will accrue overtime consistent with subclauses 37.1 and
37.2; and
(b) el employees will accrue toil consistent with subclauses 38.1 to 38.3.
leave
40. general conditions
non-approval of leave
40.1
where an employee has had a formal application for leave rejected, the ceo will
advise the employee of the reason(s) for the decision in writing, where requested by
the employee.
balances and record keeping
40.2
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1097 | long service leave | employees on parental leave, leave without pay, or long service leave during the
annual closedown will not be entitled to re-crediting of leave.
39.6
part-time employees normally not working on the days of the week on which annual
closedown or a public holiday occurs will not be entitled to alternative time off duty or
additional payment.
public holidays and/or annual closedown
39.7
employees required to work on public holidays and/or annual closedown will be
entitled to the following:
(a) aps1 to 6 employees will accrue overtime consistent with subclauses 37.1 and
37.2; and
(b) el employees will accrue toil consistent with subclauses 38.1 to 38.3.
leave
40. general conditions
non-approval of leave
40.1
where an employee has had a formal application for leave rejected, the ceo will
advise the employee of the reason(s) for the decision in writing, where requested by
the employee.
balances and record keeping
40.2
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1111 | overtime | (a) aps1 to 6 employees will accrue overtime consistent with subclauses 37.1 and
37.2; and
(b) el employees will accrue toil consistent with subclauses 38.1 to 38.3.
leave
40. general conditions
non-approval of leave
40.1
where an employee has had a formal application for leave rejected, the ceo will
advise the employee of the reason(s) for the decision in writing, where requested by
the employee.
balances and record keeping
40.2
all accrued leave entitlements will be expressed and deducted in hours and minutes,
with the exception of long service leave which is expressed in calendar days.
recall to duty
40.3
ipea will not unreasonably cancel approved leave or recall employees to duty while
on approved leave, or on weekends or public holidays. in such circumstances the
ceo will approve reimbursement of reasonable costs towards travel expenses,
incidental expenses or family care costs not otherwise recoverable under insurance
or from another source.
41. recognition of prior service
portability of leave |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1128 | long service leave | with the exception of long service leave which is expressed in calendar days.
recall to duty
40.3
ipea will not unreasonably cancel approved leave or recall employees to duty while
on approved leave, or on weekends or public holidays. in such circumstances the
ceo will approve reimbursement of reasonable costs towards travel expenses,
incidental expenses or family care costs not otherwise recoverable under insurance
or from another source.
41. recognition of prior service
portability of leave
41.1
where an employee moves (including on promotion or for an agreed period) from
another agency where they were an ongoing aps employee, the employee’s unused
accrued annual leave and personal/carers leave (however described) will be
transferred, provided there is no break in continuity of service.
15
41.2
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service
or the act government service, the employee’s unused accrued annual leave and
personal/carers leave (however described) will be recognised.
41.3 |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1135 | travel | ceo will approve reimbursement of reasonable costs towards travel expenses,
incidental expenses or family care costs not otherwise recoverable under insurance
or from another source.
41. recognition of prior service
portability of leave
41.1
where an employee moves (including on promotion or for an agreed period) from
another agency where they were an ongoing aps employee, the employee’s unused
accrued annual leave and personal/carers leave (however described) will be
transferred, provided there is no break in continuity of service.
15
41.2
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service
or the act government service, the employee’s unused accrued annual leave and
personal/carers leave (however described) will be recognised.
41.3
for the purposes of this clause:
(a) ‘aps employee’ has the same meaning as in the ps act; and
(b) ‘parliamentary service’ refers to employment under the parliamentary service
act 1999.
portability of leave – former non-ongoing employees |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1362 | parental leave | does not include parental leave. substitution is subject to the provision of satisfactory
evidence. annual and long service leave will be credited to the extent of other paid
leave granted.
unpaid carer’s leave
43.18 an employee is entitled to a period of up to two days unpaid carer’s leave for each
occasion, where paid leave credits are exhausted, and a member of the employee’s
immediate family or household requires care or support because of personal illness
or injury or an unexpected emergency.
43.19 the period of unpaid personal leave may be taken as a single period of two days or
any separate period to which the employee and manager agree.
44. compassionate and bereavement leave
compassionate leave
44.1
an employee will be granted two days paid compassionate leave on each occasion
that a member of the employee’s immediate family or household:
(a) contracts or develops a personal illness that poses a serious threat to their life;
or
(b) sustains a personal injury that poses a serious threat to their life.
44.2
an additional one day paid compassionate leave per occasion is provided to all
employees other than casual employees.
19
44.3
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1363 | long service leave | evidence. annual and long service leave will be credited to the extent of other paid
leave granted.
unpaid carer’s leave
43.18 an employee is entitled to a period of up to two days unpaid carer’s leave for each
occasion, where paid leave credits are exhausted, and a member of the employee’s
immediate family or household requires care or support because of personal illness
or injury or an unexpected emergency.
43.19 the period of unpaid personal leave may be taken as a single period of two days or
any separate period to which the employee and manager agree.
44. compassionate and bereavement leave
compassionate leave
44.1
an employee will be granted two days paid compassionate leave on each occasion
that a member of the employee’s immediate family or household:
(a) contracts or develops a personal illness that poses a serious threat to their life;
or
(b) sustains a personal injury that poses a serious threat to their life.
44.2
an additional one day paid compassionate leave per occasion is provided to all
employees other than casual employees.
19
44.3
the employee may take the period of leave as a single period or any separate period |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1408 | parental leave | 45. maternity and parental leave
maternity leave
45.1
eligible employees are entitled to maternity leave in accordance with the maternity
leave (commonwealth employees) act 1973 (ml act).
45.2
employees who are eligible for paid maternity leave under the ml act are entitled to
an additional four weeks (inclusive of public holidays) of paid leave, to be taken
immediately following the period of paid maternity leave provided by the ml act.
maternity leave at half pay
45.3
the ceo will approve spreading the payment during maternity leave over a
maximum period of 32 continuous weeks when an employee elects to do so. where
an employee opts for this arrangement a maximum of 16 weeks will count as service.
special maternity leave
45.4
where an expecting mother experiences a pregnancy related illness, or her
pregnancy ends within 28 weeks of expected birth, she will be granted paid
personal/carer’s leave for the period of leave as set out in the acceptable evidence
provided in accordance with subclause 43.9. if personal/carer’s leave credits are
exhausted, the remainder of leave will be unpaid.
45.5 |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1409 | maternity leave | maternity leave
45.1
eligible employees are entitled to maternity leave in accordance with the maternity
leave (commonwealth employees) act 1973 (ml act).
45.2
employees who are eligible for paid maternity leave under the ml act are entitled to
an additional four weeks (inclusive of public holidays) of paid leave, to be taken
immediately following the period of paid maternity leave provided by the ml act.
maternity leave at half pay
45.3
the ceo will approve spreading the payment during maternity leave over a
maximum period of 32 continuous weeks when an employee elects to do so. where
an employee opts for this arrangement a maximum of 16 weeks will count as service.
special maternity leave
45.4
where an expecting mother experiences a pregnancy related illness, or her
pregnancy ends within 28 weeks of expected birth, she will be granted paid
personal/carer’s leave for the period of leave as set out in the acceptable evidence
provided in accordance with subclause 43.9. if personal/carer’s leave credits are
exhausted, the remainder of leave will be unpaid.
45.5
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1412 | maternity leave | eligible employees are entitled to maternity leave in accordance with the maternity
leave (commonwealth employees) act 1973 (ml act).
45.2
employees who are eligible for paid maternity leave under the ml act are entitled to
an additional four weeks (inclusive of public holidays) of paid leave, to be taken
immediately following the period of paid maternity leave provided by the ml act.
maternity leave at half pay
45.3
the ceo will approve spreading the payment during maternity leave over a
maximum period of 32 continuous weeks when an employee elects to do so. where
an employee opts for this arrangement a maximum of 16 weeks will count as service.
special maternity leave
45.4
where an expecting mother experiences a pregnancy related illness, or her
pregnancy ends within 28 weeks of expected birth, she will be granted paid
personal/carer’s leave for the period of leave as set out in the acceptable evidence
provided in accordance with subclause 43.9. if personal/carer’s leave credits are
exhausted, the remainder of leave will be unpaid.
45.5
special maternity leave will operate in conjunction with entitlements under the ml
act.
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1417 | maternity leave | employees who are eligible for paid maternity leave under the ml act are entitled to
an additional four weeks (inclusive of public holidays) of paid leave, to be taken
immediately following the period of paid maternity leave provided by the ml act.
maternity leave at half pay
45.3
the ceo will approve spreading the payment during maternity leave over a
maximum period of 32 continuous weeks when an employee elects to do so. where
an employee opts for this arrangement a maximum of 16 weeks will count as service.
special maternity leave
45.4
where an expecting mother experiences a pregnancy related illness, or her
pregnancy ends within 28 weeks of expected birth, she will be granted paid
personal/carer’s leave for the period of leave as set out in the acceptable evidence
provided in accordance with subclause 43.9. if personal/carer’s leave credits are
exhausted, the remainder of leave will be unpaid.
45.5
special maternity leave will operate in conjunction with entitlements under the ml
act.
supporting partner leave
45.6
within 12 months of the birth, adoption or long-term fostering of a child, an employee
who has, or will have, responsibility for the care of a child and who is otherwise |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1419 | maternity leave | immediately following the period of paid maternity leave provided by the ml act.
maternity leave at half pay
45.3
the ceo will approve spreading the payment during maternity leave over a
maximum period of 32 continuous weeks when an employee elects to do so. where
an employee opts for this arrangement a maximum of 16 weeks will count as service.
special maternity leave
45.4
where an expecting mother experiences a pregnancy related illness, or her
pregnancy ends within 28 weeks of expected birth, she will be granted paid
personal/carer’s leave for the period of leave as set out in the acceptable evidence
provided in accordance with subclause 43.9. if personal/carer’s leave credits are
exhausted, the remainder of leave will be unpaid.
45.5
special maternity leave will operate in conjunction with entitlements under the ml
act.
supporting partner leave
45.6
within 12 months of the birth, adoption or long-term fostering of a child, an employee
who has, or will have, responsibility for the care of a child and who is otherwise
ineligible for leave under the ml act or the adoption leave or long-term foster care
leave provisions in this agreement, is entitled to 20 days paid leave (inclusive of |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1421 | maternity leave | maternity leave at half pay
45.3
the ceo will approve spreading the payment during maternity leave over a
maximum period of 32 continuous weeks when an employee elects to do so. where
an employee opts for this arrangement a maximum of 16 weeks will count as service.
special maternity leave
45.4
where an expecting mother experiences a pregnancy related illness, or her
pregnancy ends within 28 weeks of expected birth, she will be granted paid
personal/carer’s leave for the period of leave as set out in the acceptable evidence
provided in accordance with subclause 43.9. if personal/carer’s leave credits are
exhausted, the remainder of leave will be unpaid.
45.5
special maternity leave will operate in conjunction with entitlements under the ml
act.
supporting partner leave
45.6
within 12 months of the birth, adoption or long-term fostering of a child, an employee
who has, or will have, responsibility for the care of a child and who is otherwise
ineligible for leave under the ml act or the adoption leave or long-term foster care
leave provisions in this agreement, is entitled to 20 days paid leave (inclusive of
public holidays) to care for the child. leave must be taken as a minimum of five-day
blocks. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1424 | maternity leave | the ceo will approve spreading the payment during maternity leave over a
maximum period of 32 continuous weeks when an employee elects to do so. where
an employee opts for this arrangement a maximum of 16 weeks will count as service.
special maternity leave
45.4
where an expecting mother experiences a pregnancy related illness, or her
pregnancy ends within 28 weeks of expected birth, she will be granted paid
personal/carer’s leave for the period of leave as set out in the acceptable evidence
provided in accordance with subclause 43.9. if personal/carer’s leave credits are
exhausted, the remainder of leave will be unpaid.
45.5
special maternity leave will operate in conjunction with entitlements under the ml
act.
supporting partner leave
45.6
within 12 months of the birth, adoption or long-term fostering of a child, an employee
who has, or will have, responsibility for the care of a child and who is otherwise
ineligible for leave under the ml act or the adoption leave or long-term foster care
leave provisions in this agreement, is entitled to 20 days paid leave (inclusive of
public holidays) to care for the child. leave must be taken as a minimum of five-day
blocks.
45.7
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1428 | maternity leave | special maternity leave
45.4
where an expecting mother experiences a pregnancy related illness, or her
pregnancy ends within 28 weeks of expected birth, she will be granted paid
personal/carer’s leave for the period of leave as set out in the acceptable evidence
provided in accordance with subclause 43.9. if personal/carer’s leave credits are
exhausted, the remainder of leave will be unpaid.
45.5
special maternity leave will operate in conjunction with entitlements under the ml
act.
supporting partner leave
45.6
within 12 months of the birth, adoption or long-term fostering of a child, an employee
who has, or will have, responsibility for the care of a child and who is otherwise
ineligible for leave under the ml act or the adoption leave or long-term foster care
leave provisions in this agreement, is entitled to 20 days paid leave (inclusive of
public holidays) to care for the child. leave must be taken as a minimum of five-day
blocks.
45.7
this leave can be taken at half pay and counts as service for all purposes.
parental leave without pay
45.8 |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1439 | maternity leave | special maternity leave will operate in conjunction with entitlements under the ml
act.
supporting partner leave
45.6
within 12 months of the birth, adoption or long-term fostering of a child, an employee
who has, or will have, responsibility for the care of a child and who is otherwise
ineligible for leave under the ml act or the adoption leave or long-term foster care
leave provisions in this agreement, is entitled to 20 days paid leave (inclusive of
public holidays) to care for the child. leave must be taken as a minimum of five-day
blocks.
45.7
this leave can be taken at half pay and counts as service for all purposes.
parental leave without pay
45.8
to enable an employee to care for a new born child, or newly adopted or fostered
child under school age, the employee will be entitled to leave without pay (except for
employees covered by the ml act to the extent that the ml act is more beneficial).
20
45.9
parental leave without pay does not count as service for any other purpose except as
provided in the ml act. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1456 | parental leave | parental leave without pay
45.8
to enable an employee to care for a new born child, or newly adopted or fostered
child under school age, the employee will be entitled to leave without pay (except for
employees covered by the ml act to the extent that the ml act is more beneficial).
20
45.9
parental leave without pay does not count as service for any other purpose except as
provided in the ml act.
maximum period of parental leave
45.10 the total period of parental leave (paid and unpaid) taken in respect of the birth,
adoption or fostering of a child will not exceed two years (excluding other periods of
paid leave such as annual leave).
return from parental leave
45.11 prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work.
45.12 following consultation, and dependent on operational requirements, the employee
may be given suitable duties at their substantive classification either in the role they
performed prior to leave or in another role.
adoption leave
45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of
public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of
adopting a child. where adoption leave is taken at half pay only the first 16 weeks will
count as service.
45.14 to be eligible for adoption leave: |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1467 | parental leave | parental leave without pay does not count as service for any other purpose except as
provided in the ml act.
maximum period of parental leave
45.10 the total period of parental leave (paid and unpaid) taken in respect of the birth,
adoption or fostering of a child will not exceed two years (excluding other periods of
paid leave such as annual leave).
return from parental leave
45.11 prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work.
45.12 following consultation, and dependent on operational requirements, the employee
may be given suitable duties at their substantive classification either in the role they
performed prior to leave or in another role.
adoption leave
45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of
public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of
adopting a child. where adoption leave is taken at half pay only the first 16 weeks will
count as service.
45.14 to be eligible for adoption leave:
(a) the employee must have completed at least 12 months continuous service in the
aps;
(b) the employee must be the primary caregiver;
(c) the child that is, or is to be, placed with the employee for adoption:
(i) is, or will be, under 16 as at the day of placement, or the expected day of
placement, of the child; and
(ii) has not, or will not have, lived continuously with the employee for a period of
six months or more as at the day of placement, or the expected day of
placement, of the child; and
(iii) is not (otherwise than because of the adoption) a child of the employee or
the employee’s spouse or de facto partner. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1470 | parental leave | maximum period of parental leave
45.10 the total period of parental leave (paid and unpaid) taken in respect of the birth,
adoption or fostering of a child will not exceed two years (excluding other periods of
paid leave such as annual leave).
return from parental leave
45.11 prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work.
45.12 following consultation, and dependent on operational requirements, the employee
may be given suitable duties at their substantive classification either in the role they
performed prior to leave or in another role.
adoption leave
45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of
public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of
adopting a child. where adoption leave is taken at half pay only the first 16 weeks will
count as service.
45.14 to be eligible for adoption leave:
(a) the employee must have completed at least 12 months continuous service in the
aps;
(b) the employee must be the primary caregiver;
(c) the child that is, or is to be, placed with the employee for adoption:
(i) is, or will be, under 16 as at the day of placement, or the expected day of
placement, of the child; and
(ii) has not, or will not have, lived continuously with the employee for a period of
six months or more as at the day of placement, or the expected day of
placement, of the child; and
(iii) is not (otherwise than because of the adoption) a child of the employee or
the employee’s spouse or de facto partner.
45.15 adoption leave is available from one week prior to the date of placement of a child or
children under 16 years, and must be commenced within eight weeks of the child or
children being adopted. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1471 | parental leave | 45.10 the total period of parental leave (paid and unpaid) taken in respect of the birth,
adoption or fostering of a child will not exceed two years (excluding other periods of
paid leave such as annual leave).
return from parental leave
45.11 prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work.
45.12 following consultation, and dependent on operational requirements, the employee
may be given suitable duties at their substantive classification either in the role they
performed prior to leave or in another role.
adoption leave
45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of
public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of
adopting a child. where adoption leave is taken at half pay only the first 16 weeks will
count as service.
45.14 to be eligible for adoption leave:
(a) the employee must have completed at least 12 months continuous service in the
aps;
(b) the employee must be the primary caregiver;
(c) the child that is, or is to be, placed with the employee for adoption:
(i) is, or will be, under 16 as at the day of placement, or the expected day of
placement, of the child; and
(ii) has not, or will not have, lived continuously with the employee for a period of
six months or more as at the day of placement, or the expected day of
placement, of the child; and
(iii) is not (otherwise than because of the adoption) a child of the employee or
the employee’s spouse or de facto partner.
45.15 adoption leave is available from one week prior to the date of placement of a child or
children under 16 years, and must be commenced within eight weeks of the child or
children being adopted.
pre-adoption arrangements |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1474 | parental leave | return from parental leave
45.11 prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work.
45.12 following consultation, and dependent on operational requirements, the employee
may be given suitable duties at their substantive classification either in the role they
performed prior to leave or in another role.
adoption leave
45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of
public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of
adopting a child. where adoption leave is taken at half pay only the first 16 weeks will
count as service.
45.14 to be eligible for adoption leave:
(a) the employee must have completed at least 12 months continuous service in the
aps;
(b) the employee must be the primary caregiver;
(c) the child that is, or is to be, placed with the employee for adoption:
(i) is, or will be, under 16 as at the day of placement, or the expected day of
placement, of the child; and
(ii) has not, or will not have, lived continuously with the employee for a period of
six months or more as at the day of placement, or the expected day of
placement, of the child; and
(iii) is not (otherwise than because of the adoption) a child of the employee or
the employee’s spouse or de facto partner.
45.15 adoption leave is available from one week prior to the date of placement of a child or
children under 16 years, and must be commenced within eight weeks of the child or
children being adopted.
pre-adoption arrangements
45.16 employees in the process of adopting a child are entitled to access their existing paid
leave entitlements, flextime or toil arrangements to attend any interviews or
examinations required to obtain approval for the adoption. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1475 | parental leave | 45.11 prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work.
45.12 following consultation, and dependent on operational requirements, the employee
may be given suitable duties at their substantive classification either in the role they
performed prior to leave or in another role.
adoption leave
45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of
public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of
adopting a child. where adoption leave is taken at half pay only the first 16 weeks will
count as service.
45.14 to be eligible for adoption leave:
(a) the employee must have completed at least 12 months continuous service in the
aps;
(b) the employee must be the primary caregiver;
(c) the child that is, or is to be, placed with the employee for adoption:
(i) is, or will be, under 16 as at the day of placement, or the expected day of
placement, of the child; and
(ii) has not, or will not have, lived continuously with the employee for a period of
six months or more as at the day of placement, or the expected day of
placement, of the child; and
(iii) is not (otherwise than because of the adoption) a child of the employee or
the employee’s spouse or de facto partner.
45.15 adoption leave is available from one week prior to the date of placement of a child or
children under 16 years, and must be commenced within eight weeks of the child or
children being adopted.
pre-adoption arrangements
45.16 employees in the process of adopting a child are entitled to access their existing paid
leave entitlements, flextime or toil arrangements to attend any interviews or
examinations required to obtain approval for the adoption.
45.17 where the employee has exhausted their leave credits, two days unpaid leave will be |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1502 | flextime | leave entitlements, flextime or toil arrangements to attend any interviews or
examinations required to obtain approval for the adoption.
45.17 where the employee has exhausted their leave credits, two days unpaid leave will be
granted.
long-term foster care leave
45.18 an eligible employee with at least 12 months continuous service in the aps, who is to
be the primary caregiver to a fostered child may access a continuous period of
16 weeks (inclusive of public holidays) foster care leave to fulfil long-term fostering
obligations.
21
45.19 leave for fostering purposes is to commence within six months of the placement of
the child and can also be taken at half pay, however the period beyond the first 16
weeks will not count as service.
45.20 to be eligible for this purpose, an employee is to have assumed long-term
responsibility for a child under a permanent fostering arrangement following
placement:
(a) by a person/organisation with statutory responsibility for the placement of the
child; and
(b) where the child is not expected to return to their family.
45.21 where a fostered child is subsequently adopted by the employee, the employee is
not eligible for adoption leave in relation to the same child where foster leave has
previously been granted.
45.22 the ceo may approve up to 16 weeks paid leave on full pay or up to 32 weeks on
half pay where an eligible employee has primary care for a child under a permanent
care order. only the first 16 weeks will count as service.
46. defence reserve leave and war service sick leave
entitlement to defence reserve leave |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1582 | long service leave | 47. long service leave
entitlement
47.1
an employee will be eligible for long service leave in accordance with the long
service leave (commonwealth employees) act 1976.
47.2
the minimum period for which long service leave will be granted is seven
consecutive calendar days at full pay or 14 calendar days for leave at half pay. a
period of long service leave cannot be broken by other periods of leave, including
flextime or toil, a weekend or a public holiday, except as otherwise provided by
legislation.
47.3
long service leave credits may be taken at any time, on full pay or half pay, subject
to operational requirements and the approval of the employee’s manager.
48. miscellaneous leave
48.1
the ceo may grant leave to an employee, either with or without pay, in
circumstances not provided for elsewhere in this agreement for a purpose that the
ceo considers in the interests of ipea and having regard to operational
requirements.
48.2
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1586 | long service leave | an employee will be eligible for long service leave in accordance with the long
service leave (commonwealth employees) act 1976.
47.2
the minimum period for which long service leave will be granted is seven
consecutive calendar days at full pay or 14 calendar days for leave at half pay. a
period of long service leave cannot be broken by other periods of leave, including
flextime or toil, a weekend or a public holiday, except as otherwise provided by
legislation.
47.3
long service leave credits may be taken at any time, on full pay or half pay, subject
to operational requirements and the approval of the employee’s manager.
48. miscellaneous leave
48.1
the ceo may grant leave to an employee, either with or without pay, in
circumstances not provided for elsewhere in this agreement for a purpose that the
ceo considers in the interests of ipea and having regard to operational
requirements.
48.2
unless the ceo determines otherwise, any continuous period of miscellaneous leave
without pay greater than 30 calendar days will not count as service for annual leave
and personal/carer’s leave purposes.
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1591 | long service leave | the minimum period for which long service leave will be granted is seven
consecutive calendar days at full pay or 14 calendar days for leave at half pay. a
period of long service leave cannot be broken by other periods of leave, including
flextime or toil, a weekend or a public holiday, except as otherwise provided by
legislation.
47.3
long service leave credits may be taken at any time, on full pay or half pay, subject
to operational requirements and the approval of the employee’s manager.
48. miscellaneous leave
48.1
the ceo may grant leave to an employee, either with or without pay, in
circumstances not provided for elsewhere in this agreement for a purpose that the
ceo considers in the interests of ipea and having regard to operational
requirements.
48.2
unless the ceo determines otherwise, any continuous period of miscellaneous leave
without pay greater than 30 calendar days will not count as service for annual leave
and personal/carer’s leave purposes.
49. community service leave
49.1
in accordance with section 108 of the act, leave for participation in voluntary
emergency management duties, including training, emergency service responses, |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1593 | long service leave | period of long service leave cannot be broken by other periods of leave, including
flextime or toil, a weekend or a public holiday, except as otherwise provided by
legislation.
47.3
long service leave credits may be taken at any time, on full pay or half pay, subject
to operational requirements and the approval of the employee’s manager.
48. miscellaneous leave
48.1
the ceo may grant leave to an employee, either with or without pay, in
circumstances not provided for elsewhere in this agreement for a purpose that the
ceo considers in the interests of ipea and having regard to operational
requirements.
48.2
unless the ceo determines otherwise, any continuous period of miscellaneous leave
without pay greater than 30 calendar days will not count as service for annual leave
and personal/carer’s leave purposes.
49. community service leave
49.1
in accordance with section 108 of the act, leave for participation in voluntary
emergency management duties, including training, emergency service responses,
reasonable recovery time, and ceremonial duties, will be approved. the ceo may
determine whether any or all of leave taken for participation in voluntary emergency |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1594 | flextime | flextime or toil, a weekend or a public holiday, except as otherwise provided by
legislation.
47.3
long service leave credits may be taken at any time, on full pay or half pay, subject
to operational requirements and the approval of the employee’s manager.
48. miscellaneous leave
48.1
the ceo may grant leave to an employee, either with or without pay, in
circumstances not provided for elsewhere in this agreement for a purpose that the
ceo considers in the interests of ipea and having regard to operational
requirements.
48.2
unless the ceo determines otherwise, any continuous period of miscellaneous leave
without pay greater than 30 calendar days will not count as service for annual leave
and personal/carer’s leave purposes.
49. community service leave
49.1
in accordance with section 108 of the act, leave for participation in voluntary
emergency management duties, including training, emergency service responses,
reasonable recovery time, and ceremonial duties, will be approved. the ceo may
determine whether any or all of leave taken for participation in voluntary emergency
management activities will be with pay. |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1599 | long service leave | long service leave credits may be taken at any time, on full pay or half pay, subject
to operational requirements and the approval of the employee’s manager.
48. miscellaneous leave
48.1
the ceo may grant leave to an employee, either with or without pay, in
circumstances not provided for elsewhere in this agreement for a purpose that the
ceo considers in the interests of ipea and having regard to operational
requirements.
48.2
unless the ceo determines otherwise, any continuous period of miscellaneous leave
without pay greater than 30 calendar days will not count as service for annual leave
and personal/carer’s leave purposes.
49. community service leave
49.1
in accordance with section 108 of the act, leave for participation in voluntary
emergency management duties, including training, emergency service responses,
reasonable recovery time, and ceremonial duties, will be approved. the ceo may
determine whether any or all of leave taken for participation in voluntary emergency
management activities will be with pay.
49.2
an employee will continue to be paid by ipea for any period of jury service, but will
be required to pay to ipea any amount of jury service pay received by the employee, |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1679 | study assistance | study assistance
52.2
the ceo may approve access, for ongoing employees, to financial assistance and/or
study leave, to support the successful completion of tertiary studies which are
relevant to the operational needs of ipea.
professional memberships and/or subscriptions
52.3
the ceo may approve financial reimbursement for professional memberships and/
or subscriptions deemed relevant to the needs of ipea.
separation from the aps
53. resignation
notice of resignation
53.1
where an employee resigns, they must provide their manager with two weeks’ notice
(aps1 to 6), or four weeks’ notice (el), unless otherwise agreed with their manager.
death of an employee
53.2
where an employee dies whilst in employment, or the ceo has determined that an
employee is presumed to have died on a particular date whilst in employment, the
ceo will authorise the payment of the amount to which the former employee would
have been entitled had they ceased employment by resignation or retirement.
53.3 |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1683 | study leave | study leave, to support the successful completion of tertiary studies which are
relevant to the operational needs of ipea.
professional memberships and/or subscriptions
52.3
the ceo may approve financial reimbursement for professional memberships and/
or subscriptions deemed relevant to the needs of ipea.
separation from the aps
53. resignation
notice of resignation
53.1
where an employee resigns, they must provide their manager with two weeks’ notice
(aps1 to 6), or four weeks’ notice (el), unless otherwise agreed with their manager.
death of an employee
53.2
where an employee dies whilst in employment, or the ceo has determined that an
employee is presumed to have died on a particular date whilst in employment, the
ceo will authorise the payment of the amount to which the former employee would
have been entitled had they ceased employment by resignation or retirement.
53.3
payment will, subject to any legal requirements, be made to the employee’s
nominated next of kin. where the employee has not nominated a next of kin,
payment will be made to the employee’s legal representative for distribution to the |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1815 | long service leave | (b) government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976;
(c) service with a commonwealth body (other than service with a joint
commonwealth-state body corporate) in which the commonwealth has a
controlling interest which is recognised for long service leave purposes;
(d) service with the australian defence forces;
(e) aps service immediately preceding deemed resignation under repealed section
49 of the public service act 1922, if the service has not previously been
recognised for severance pay purposes;
(f) service in another organisation (excluding the act public service) where:
(i) an employee moved from the aps to that organisation with a transfer of
function; or
(ii) an employee engaged by that organisation on work within a function is
engaged in the aps as a result of the transfer of that function to the aps;
such service is recognised for long service leave purposes.
(g) act public service for persons who were compulsorily transferred to the act
public service on its establishment as a separate service on 1 july 1994 and
who subsequently re-joined the aps.
54.17 for earlier periods of service to count there must be no breaks between the periods
of service, except where:
26
(a) the break in service is less than one month and occurs where an offer of
employment with the new employer was made and accepted by the employee
before ceasing employment with the preceding employer; or
(b) the earlier period of service was with the aps and ceased because the
employee was deemed to have resigned from the aps on marriage under
repealed section 49 of the public service act 1922.
service not to count |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1819 | long service leave | controlling interest which is recognised for long service leave purposes;
(d) service with the australian defence forces;
(e) aps service immediately preceding deemed resignation under repealed section
49 of the public service act 1922, if the service has not previously been
recognised for severance pay purposes;
(f) service in another organisation (excluding the act public service) where:
(i) an employee moved from the aps to that organisation with a transfer of
function; or
(ii) an employee engaged by that organisation on work within a function is
engaged in the aps as a result of the transfer of that function to the aps;
such service is recognised for long service leave purposes.
(g) act public service for persons who were compulsorily transferred to the act
public service on its establishment as a separate service on 1 july 1994 and
who subsequently re-joined the aps.
54.17 for earlier periods of service to count there must be no breaks between the periods
of service, except where:
26
(a) the break in service is less than one month and occurs where an offer of
employment with the new employer was made and accepted by the employee
before ceasing employment with the preceding employer; or
(b) the earlier period of service was with the aps and ceased because the
employee was deemed to have resigned from the aps on marriage under
repealed section 49 of the public service act 1922.
service not to count
54.18 having regard to subclauses 54.16 and 54.17, any period of service that ceased:
(a) by way of any of the grounds for termination specified in section 29 of the ps act
(including any additional grounds prescribed in the public service regulations
1999); or |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1829 | long service leave | such service is recognised for long service leave purposes.
(g) act public service for persons who were compulsorily transferred to the act
public service on its establishment as a separate service on 1 july 1994 and
who subsequently re-joined the aps.
54.17 for earlier periods of service to count there must be no breaks between the periods
of service, except where:
26
(a) the break in service is less than one month and occurs where an offer of
employment with the new employer was made and accepted by the employee
before ceasing employment with the preceding employer; or
(b) the earlier period of service was with the aps and ceased because the
employee was deemed to have resigned from the aps on marriage under
repealed section 49 of the public service act 1922.
service not to count
54.18 having regard to subclauses 54.16 and 54.17, any period of service that ceased:
(a) by way of any of the grounds for termination specified in section 29 of the ps act
(including any additional grounds prescribed in the public service regulations
1999); or
(b) on a ground equivalent to any of these grounds; or
(c) through voluntary retirement at or above the minimum retiring age applicable to
the employee; or
(d) with the payment of a redundancy benefit or similar payment or an employer
financed retirement benefit
will not count as service for severance pay purposes.
54.19 absences from work which do not count as service for long service leave purposes
will not count as service for severance pay purposes.
workplace consultation and dispute resolution |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 1855 | long service leave | 54.19 absences from work which do not count as service for long service leave purposes
will not count as service for severance pay purposes.
workplace consultation and dispute resolution
55. staff consultative group
55.1
during the life of this agreement, ipea will establish and maintain a staff
consultative group.
56. consultation and communication
56.1
this term applies if ipea:
(a) has made a definite decision to introduce a major change to production,
program, organisation, structure or technology in relation to its enterprise that is
likely to have a significant effect on the employees; or
(b) proposes to introduce a change to the regular roster or ordinary hours of work of
employees.
major change
56.2
for a major change referred to in subclause 56.1(a):
(a) the employer must notify the relevant employees of the decision to introduce the
major change; and
(b) subclauses 56.3 to 56.8 apply.
56.3
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 2861 | long service leave | service. this does not apply to long service leave which will be in
accordance with the long service leave (commonwealth
employees) act 1976.
cfts
continuous full-time service in the defence forces.
continuous service
continuous service for redundancy pay is set out at subclauses
54.13 to 54.19.
continuous service for the purposes of the long service leave
(commonwealth employees) act 1976 means a break of no
greater than 12 months.
continuous service for other purposes (e.g. the portability of
annual and personal/carer’s leave and paid maternity, adoption
and fostering leave) means no break at all.
delegate
the person delegated by the ceo to perform functions as
provided in ipea’s hr delegations instrument and this
agreement.
el
executive level employee.
employee |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 2862 | long service leave | accordance with the long service leave (commonwealth
employees) act 1976.
cfts
continuous full-time service in the defence forces.
continuous service
continuous service for redundancy pay is set out at subclauses
54.13 to 54.19.
continuous service for the purposes of the long service leave
(commonwealth employees) act 1976 means a break of no
greater than 12 months.
continuous service for other purposes (e.g. the portability of
annual and personal/carer’s leave and paid maternity, adoption
and fostering leave) means no break at all.
delegate
the person delegated by the ceo to perform functions as
provided in ipea’s hr delegations instrument and this
agreement.
el
executive level employee.
employee
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 2873 | long service leave | continuous service for the purposes of the long service leave
(commonwealth employees) act 1976 means a break of no
greater than 12 months.
continuous service for other purposes (e.g. the portability of
annual and personal/carer’s leave and paid maternity, adoption
and fostering leave) means no break at all.
delegate
the person delegated by the ceo to perform functions as
provided in ipea’s hr delegations instrument and this
agreement.
el
executive level employee.
employee
a non-ses employee of ipea eligible to be covered by this
agreement and engaged under section 22(2) of the ps act.
employer
the ceo of ipea, representing the commonwealth of australia.
35
excess employee
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 2944 | zone of discretion | classification’s salary range before the zone of discretion.
hrims
human resource information management system.
immediate family
immediate family member includes:
• a spouse, de facto partner (including same sex partner), child,
parent, grandparent, grandchild or sibling of the employee;
• a child, parent, grandparent, grandchild or sibling of a spouse
or de facto partner of the employee; and
• fostering or traditional kinship.
immediate family member also includes a former de facto partner
and a former spouse.
ifa
individual flexibility arrangement.
itp
indigenous traineeship program.
ipea
independent parliamentary expenses authority.
lwop ntcas |
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 2991 | maternity leave | maternity leave (commonwealth employees) act 1973.
non-ongoing
employee
an employee who is not ongoing, and is employed for a specified
term, for the duration of a specified task or on an irregular or
intermittent (casual) basis as determined by section 22(2)(b) or
22(2)(c) of the ps act.
36
ordinary hours
for full-time employees, seven hours and 30 minutes per day
(37.5 hours per week) or, for part-time employees, the hours
specified in their part-time work agreement.
ote
ordinary time earnings.
pay point
advancement
the movement through the pay points within the salary range for
a classification.
ps act
|
| Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt | 3042 | zone of discretion | zone of discretion
the salary zone between the highest pay point and the maximum
guidepoint in the relevant aps6 to el2 classification salary range.
37
in the fair work commission
fwc matter no.:
ag2018/2935
applicant:
independent parliamentary expenses authority
section 185 – application for approval of a single enterprise agreement
undertaking- section 190
i, annwyn godwin, chief executive officer of the independent parliamentary expenses
authority, give the following undertakings with respect to the independent parliamentary
expenses authority enterprise agreement 2018-2021 ("the agreement"):
1.
i have the authority to provide this undertaking in relation to the application before the
fair work commission.
2.
i undertake that under the agreement, employees will be entitled to four weeks of
annual leave per year in accordance with the national employment standards.
3.
|
| NDIS enterprise-agreement-2019-2022_0.txt | 211 | study assistance | study assistance
2.5
the commissioner may provide assistance of up to 5 hours study leave per
week (10 hours for employees with a disability or who are aboriginal and
page 7 of 80
torres strait islander employees) during semester, 3 hours travel time per
week during semester and $1,500 reimbursement of fees per semester to a
maximum of $3,000 per annum (where study is across more than one
semester) for employees undertaking a course of study that is considered to
be of benefit to the commission.
support for professionals
2.6
the commissioner may approve reimbursement for the cost of annual
membership fees of associations up to $750 a year where membership of the
association is essential to enable the employee to undertake their duties.
2.7
the commissioner may approve reimbursement of up to $42 a year per
employee towards annual membership of other professional associations
relevant to the work of the commission.
page 8 of 80
part 3 – remuneration
salary rates
3.1 |
| NDIS enterprise-agreement-2019-2022_0.txt | 214 | study leave | the commissioner may provide assistance of up to 5 hours study leave per
week (10 hours for employees with a disability or who are aboriginal and
page 7 of 80
torres strait islander employees) during semester, 3 hours travel time per
week during semester and $1,500 reimbursement of fees per semester to a
maximum of $3,000 per annum (where study is across more than one
semester) for employees undertaking a course of study that is considered to
be of benefit to the commission.
support for professionals
2.6
the commissioner may approve reimbursement for the cost of annual
membership fees of associations up to $750 a year where membership of the
association is essential to enable the employee to undertake their duties.
2.7
the commissioner may approve reimbursement of up to $42 a year per
employee towards annual membership of other professional associations
relevant to the work of the commission.
page 8 of 80
part 3 – remuneration
salary rates
3.1
the salary rates that will be paid under this agreement are detailed in
appendix a of this agreement. |
| NDIS enterprise-agreement-2019-2022_0.txt | 218 | travel | torres strait islander employees) during semester, 3 hours travel time per
week during semester and $1,500 reimbursement of fees per semester to a
maximum of $3,000 per annum (where study is across more than one
semester) for employees undertaking a course of study that is considered to
be of benefit to the commission.
support for professionals
2.6
the commissioner may approve reimbursement for the cost of annual
membership fees of associations up to $750 a year where membership of the
association is essential to enable the employee to undertake their duties.
2.7
the commissioner may approve reimbursement of up to $42 a year per
employee towards annual membership of other professional associations
relevant to the work of the commission.
page 8 of 80
part 3 – remuneration
salary rates
3.1
the salary rates that will be paid under this agreement are detailed in
appendix a of this agreement.
3.2
all employees with a salary that falls within the salary range for their |
| NDIS enterprise-agreement-2019-2022_0.txt | 333 | overtime | overtime rates;
(iii)
penalty rates;
(iv)
allowances;
(v)
remuneration; and/or
(vi)
leave; and
page 10 of 80
b) the arrangement meets the genuine needs of the commission and the
employee in relation to one or more of the matters mentioned in paragraph
(a); and
c) the arrangement is genuinely agreed to by the commissioner and
employee.
3.9
the commissioner must ensure that the terms of the individual flexibility
arrangement:
a) are about permitted matters under section 172 of the fair work act 2009; |
| NDIS enterprise-agreement-2019-2022_0.txt | 411 | salary advancement | salary advancement
3.14 an on-going employee who is not on the top point of the salary range for the
employee’s base classification or within the same classification in a
commission broadbanded local title, will be eligible to have their salary
increased by one pay point effective 1 september each year, subject to
meeting the following conditions:
•
the employee has been continuously employed at that classification level
or higher in the commission for a period of 6 continuous months or more
during the performance cycle; and
•
the employee having an agreed performance agreement in place and
performed at a satisfactory or higher level.
salary advancement – temporary assignment of duties to a higher
classification
3.15 an employee who is not on the top point of the salary range for the
employee’s temporary classification or within the same classification in a
commission broadbanded local title and has temporarily performed duties at
a higher level for a continuous period of 12 months as at the end of the
performance cycle, or for a period of 12 months within a 24 month period as at
the end of the performance cycle, will be eligible to have their temporary
salary increased by one pay point at the higher classification level effective 1
september each year, subject to having met the following conditions:
page 12 of 80
|
| NDIS enterprise-agreement-2019-2022_0.txt | 428 | salary advancement | salary advancement – temporary assignment of duties to a higher
classification
3.15 an employee who is not on the top point of the salary range for the
employee’s temporary classification or within the same classification in a
commission broadbanded local title and has temporarily performed duties at
a higher level for a continuous period of 12 months as at the end of the
performance cycle, or for a period of 12 months within a 24 month period as at
the end of the performance cycle, will be eligible to have their temporary
salary increased by one pay point at the higher classification level effective 1
september each year, subject to having met the following conditions:
page 12 of 80
•
the employee has a performance agreement in place; and
•
performed at a satisfactory or higher level.
3.16 if the employee meets the above requirements for salary advancement whilst
on temporary assignment, the rating will be considered to apply equally to the
employee’s base classification.
3.17 where advancement to a higher pay point has been attained, it is retained for
future periods of temporary performance at the higher classification and on
promotion. this is subject to any break in working at this higher classification
or above, not exceeding 24 months from the date of cessation of the
temporary assignment of duties.
salary advancement for non-ongoing employees |
| NDIS enterprise-agreement-2019-2022_0.txt | 449 | salary advancement | 3.16 if the employee meets the above requirements for salary advancement whilst
on temporary assignment, the rating will be considered to apply equally to the
employee’s base classification.
3.17 where advancement to a higher pay point has been attained, it is retained for
future periods of temporary performance at the higher classification and on
promotion. this is subject to any break in working at this higher classification
or above, not exceeding 24 months from the date of cessation of the
temporary assignment of duties.
salary advancement for non-ongoing employees
3.18 a non-ongoing employee who is not at the top of their salary range for the
employee’s classification or within the same classification in a commission
broadbanded local title will be eligible to have their salary increased by one
pay point effective 1 september each year, subject to the employee having
met the following conditions:
•
has been continuously employed in the commission at their original
contracted level or higher for a minimum period of 12 months on or before
the end of the performance cycle; and
•
has a performance agreement in place within a minimum of three months
following their commencement and performed at a satisfactory or higher
level.
salary on engagement, promotion and assignment of duties
3.19 an employee’s salary on engagement, promotion and assignment of duties
(including movement from another aps agency) will be at the minimum salary
point for the classification, except where: |
| NDIS enterprise-agreement-2019-2022_0.txt | 457 | salary advancement | salary advancement for non-ongoing employees
3.18 a non-ongoing employee who is not at the top of their salary range for the
employee’s classification or within the same classification in a commission
broadbanded local title will be eligible to have their salary increased by one
pay point effective 1 september each year, subject to the employee having
met the following conditions:
•
has been continuously employed in the commission at their original
contracted level or higher for a minimum period of 12 months on or before
the end of the performance cycle; and
•
has a performance agreement in place within a minimum of three months
following their commencement and performed at a satisfactory or higher
level.
salary on engagement, promotion and assignment of duties
3.19 an employee’s salary on engagement, promotion and assignment of duties
(including movement from another aps agency) will be at the minimum salary
point for the classification, except where:
a) the commissioner approves payment at a higher salary point in the
classification’s salary range; or
b) an employee who moves at level from an aps agency into the
commission and whose salary exceeds the current maximum salary for
page 13 of 80
that classification, the commissioner may maintain their previous
substantive salary until the employee’s salary is at or below the maximum |
| NDIS enterprise-agreement-2019-2022_0.txt | 548 | parental leave | 3.28 for employees who take paid and/or unpaid parental leave (which includes
maternity, parental, adoption and foster and permanent care leave), employer
contributions will be made for a period equal to a maximum of 52 weeks as if
the entire period of leave was paid leave or in accordance with the rules of the
appropriate superannuation scheme. contributions will be based on the
employer contribution amount in the full pay period immediately prior to
commencing leave.
3.29 employer superannuation contributions will not be paid on behalf of
employees during other periods of unpaid leave not specified in clause 3.28
that do not count as service, unless otherwise required under legislation.
3.30 the commissioner may choose to limit superannuation choice to complying
superannuation funds that allow employee and/or employer contributions to
be paid through fortnightly electronic funds transfer using a file generated by
the commission’s payroll system.
3.31 any fees applied by a chosen fund associated with the administration of
superannuation contributions will be borne by the employee.
page 15 of 80
3.32 existing public sector superannuation (pss) and commonwealth
superannuation scheme (css) arrangements will continue in accordance
with the relevant legislation and requirements and based on an employee’s
fortnightly contribution salary.
loading for casual employees
3.33 employees engaged on an irregular or intermittent basis (casual employees)
will receive a loading of 20 per cent of salary in lieu of public holidays not
worked and paid leave (except long service leave), which is provided in
accordance with long service leave legislation.
supported salary rates
3.34 supported wage rates (appendix b) apply to an employee with a disability
who is eligible for consideration under the supported wage system. |
| NDIS enterprise-agreement-2019-2022_0.txt | 573 | long service leave | worked and paid leave (except long service leave), which is provided in
accordance with long service leave legislation.
supported salary rates
3.34 supported wage rates (appendix b) apply to an employee with a disability
who is eligible for consideration under the supported wage system.
salary packaging
3.35 all ongoing employees and non-ongoing employees with initial contracts of at
least three months, will have access to salary packaging.
3.36 where an employee takes up the option of salary packaging, the
arrangements will not reduce the employee’s salary for superannuation
purposes or any other purpose.
3.37 the employee will meet the costs of any salary packaging arrangement,
including any fringe benefits tax and administrative costs that the salary
packaging provider may charge.
death of an employee
3.38 where an employee dies, or the commissioner has directed that an employee
will be presumed to have died on a particular date, payment may be made to
the dependants or partner or legal personal representative of the former
employee of an amount that would have been paid if the employee had
otherwise ceased employment either by resignation or age retirement on that
day.
page 16 of 80
part 4 – allowances and reimbursements
workplace contact officer allowance
4.1
an employee appointed by the commissioner to undertake any of the
following roles: |
| NDIS enterprise-agreement-2019-2022_0.txt | 574 | long service leave | accordance with long service leave legislation.
supported salary rates
3.34 supported wage rates (appendix b) apply to an employee with a disability
who is eligible for consideration under the supported wage system.
salary packaging
3.35 all ongoing employees and non-ongoing employees with initial contracts of at
least three months, will have access to salary packaging.
3.36 where an employee takes up the option of salary packaging, the
arrangements will not reduce the employee’s salary for superannuation
purposes or any other purpose.
3.37 the employee will meet the costs of any salary packaging arrangement,
including any fringe benefits tax and administrative costs that the salary
packaging provider may charge.
death of an employee
3.38 where an employee dies, or the commissioner has directed that an employee
will be presumed to have died on a particular date, payment may be made to
the dependants or partner or legal personal representative of the former
employee of an amount that would have been paid if the employee had
otherwise ceased employment either by resignation or age retirement on that
day.
page 16 of 80
part 4 – allowances and reimbursements
workplace contact officer allowance
4.1
an employee appointed by the commissioner to undertake any of the
following roles:
• |
| NDIS enterprise-agreement-2019-2022_0.txt | 578 | salary packaging | salary packaging
3.35 all ongoing employees and non-ongoing employees with initial contracts of at
least three months, will have access to salary packaging.
3.36 where an employee takes up the option of salary packaging, the
arrangements will not reduce the employee’s salary for superannuation
purposes or any other purpose.
3.37 the employee will meet the costs of any salary packaging arrangement,
including any fringe benefits tax and administrative costs that the salary
packaging provider may charge.
death of an employee
3.38 where an employee dies, or the commissioner has directed that an employee
will be presumed to have died on a particular date, payment may be made to
the dependants or partner or legal personal representative of the former
employee of an amount that would have been paid if the employee had
otherwise ceased employment either by resignation or age retirement on that
day.
page 16 of 80
part 4 – allowances and reimbursements
workplace contact officer allowance
4.1
an employee appointed by the commissioner to undertake any of the
following roles:
•
first aid officer;
• |
| NDIS enterprise-agreement-2019-2022_0.txt | 580 | salary packaging | least three months, will have access to salary packaging.
3.36 where an employee takes up the option of salary packaging, the
arrangements will not reduce the employee’s salary for superannuation
purposes or any other purpose.
3.37 the employee will meet the costs of any salary packaging arrangement,
including any fringe benefits tax and administrative costs that the salary
packaging provider may charge.
death of an employee
3.38 where an employee dies, or the commissioner has directed that an employee
will be presumed to have died on a particular date, payment may be made to
the dependants or partner or legal personal representative of the former
employee of an amount that would have been paid if the employee had
otherwise ceased employment either by resignation or age retirement on that
day.
page 16 of 80
part 4 – allowances and reimbursements
workplace contact officer allowance
4.1
an employee appointed by the commissioner to undertake any of the
following roles:
•
first aid officer;
•
emergency warden; |
| NDIS enterprise-agreement-2019-2022_0.txt | 581 | salary packaging | 3.36 where an employee takes up the option of salary packaging, the
arrangements will not reduce the employee’s salary for superannuation
purposes or any other purpose.
3.37 the employee will meet the costs of any salary packaging arrangement,
including any fringe benefits tax and administrative costs that the salary
packaging provider may charge.
death of an employee
3.38 where an employee dies, or the commissioner has directed that an employee
will be presumed to have died on a particular date, payment may be made to
the dependants or partner or legal personal representative of the former
employee of an amount that would have been paid if the employee had
otherwise ceased employment either by resignation or age retirement on that
day.
page 16 of 80
part 4 – allowances and reimbursements
workplace contact officer allowance
4.1
an employee appointed by the commissioner to undertake any of the
following roles:
•
first aid officer;
•
emergency warden;
|
| NDIS enterprise-agreement-2019-2022_0.txt | 584 | salary packaging | 3.37 the employee will meet the costs of any salary packaging arrangement,
including any fringe benefits tax and administrative costs that the salary
packaging provider may charge.
death of an employee
3.38 where an employee dies, or the commissioner has directed that an employee
will be presumed to have died on a particular date, payment may be made to
the dependants or partner or legal personal representative of the former
employee of an amount that would have been paid if the employee had
otherwise ceased employment either by resignation or age retirement on that
day.
page 16 of 80
part 4 – allowances and reimbursements
workplace contact officer allowance
4.1
an employee appointed by the commissioner to undertake any of the
following roles:
•
first aid officer;
•
emergency warden;
•
health and safety representative; and/or |
| NDIS enterprise-agreement-2019-2022_0.txt | 723 | travel | bandwidth hours (including normal travel time) or to work outside their regular
hours, the commissioner may approve reimbursement (net of government
assistance) of the reasonable cost of additional family care arrangements on
receipt of satisfactory evidence.
assistance with relocation expenses
employer initiated moves
4.7
the commissioner may reimburse employees on term transfer (confirmed in
writing) or compulsory transfer, or pay third party provider(s) directly up to
$40,000 for reasonable expenses associated with the relocation. an
employee on term transfer will not be eligible to receive travelling allowance
during employment at that place of work.
4.8
the commissioner may reimburse an employee on term transfer an amount
equal to six reunion visits by economy class return travel by air in any one
year from the date that the term transfer commences.
4.9
the provisions of clause 4.5 of this agreement will apply should the
commissioner approve a mode of travel other than air.
employee initiated moves
4.10
the commissioner may reimburse an eligible employee or pay a third party |
| NDIS enterprise-agreement-2019-2022_0.txt | 723 | bandwidth | bandwidth hours (including normal travel time) or to work outside their regular
hours, the commissioner may approve reimbursement (net of government
assistance) of the reasonable cost of additional family care arrangements on
receipt of satisfactory evidence.
assistance with relocation expenses
employer initiated moves
4.7
the commissioner may reimburse employees on term transfer (confirmed in
writing) or compulsory transfer, or pay third party provider(s) directly up to
$40,000 for reasonable expenses associated with the relocation. an
employee on term transfer will not be eligible to receive travelling allowance
during employment at that place of work.
4.8
the commissioner may reimburse an employee on term transfer an amount
equal to six reunion visits by economy class return travel by air in any one
year from the date that the term transfer commences.
4.9
the provisions of clause 4.5 of this agreement will apply should the
commissioner approve a mode of travel other than air.
employee initiated moves
4.10
the commissioner may reimburse an eligible employee or pay a third party |
| NDIS enterprise-agreement-2019-2022_0.txt | 735 | travel | employee on term transfer will not be eligible to receive travelling allowance
during employment at that place of work.
4.8
the commissioner may reimburse an employee on term transfer an amount
equal to six reunion visits by economy class return travel by air in any one
year from the date that the term transfer commences.
4.9
the provisions of clause 4.5 of this agreement will apply should the
commissioner approve a mode of travel other than air.
employee initiated moves
4.10
the commissioner may reimburse an eligible employee or pay a third party
provider, up to $10,000 for reasonable expenses associated with relocation.
page 19 of 80
this may be increased to $20,000 where the commissioner is satisfied the
amount is reasonable and the relocation of the employee is critical.
4.11
the employee will be an eligible employee when they are promoted, or
assigned duties on an ongoing basis that are deemed to be in the interests of
the commission, or engaged as either ongoing or non-ongoing and that
engagement is deemed in the interests of the commission. |
| NDIS enterprise-agreement-2019-2022_0.txt | 741 | travel | equal to six reunion visits by economy class return travel by air in any one
year from the date that the term transfer commences.
4.9
the provisions of clause 4.5 of this agreement will apply should the
commissioner approve a mode of travel other than air.
employee initiated moves
4.10
the commissioner may reimburse an eligible employee or pay a third party
provider, up to $10,000 for reasonable expenses associated with relocation.
page 19 of 80
this may be increased to $20,000 where the commissioner is satisfied the
amount is reasonable and the relocation of the employee is critical.
4.11
the employee will be an eligible employee when they are promoted, or
assigned duties on an ongoing basis that are deemed to be in the interests of
the commission, or engaged as either ongoing or non-ongoing and that
engagement is deemed in the interests of the commission.
4.12
employees requesting a transfer to a new locality are generally not deemed to
be eligible relocated employees.
|
| NDIS enterprise-agreement-2019-2022_0.txt | 747 | travel | commissioner approve a mode of travel other than air.
employee initiated moves
4.10
the commissioner may reimburse an eligible employee or pay a third party
provider, up to $10,000 for reasonable expenses associated with relocation.
page 19 of 80
this may be increased to $20,000 where the commissioner is satisfied the
amount is reasonable and the relocation of the employee is critical.
4.11
the employee will be an eligible employee when they are promoted, or
assigned duties on an ongoing basis that are deemed to be in the interests of
the commission, or engaged as either ongoing or non-ongoing and that
engagement is deemed in the interests of the commission.
4.12
employees requesting a transfer to a new locality are generally not deemed to
be eligible relocated employees.
loss or damage to clothing or personal effects
4.13
the commissioner may approve the payment of an amount up to the
comcover excess (currently $250) to an employee per incident for loss or
damage to clothing or personal effects in the following circumstances: |
| NDIS enterprise-agreement-2019-2022_0.txt | 823 | flextime | benefits provided under this agreement, e.g. flextime, will cease to be
available until the employee resumes duty or is granted leave.
5.4
the commissioner can direct an employee to work standard hours if they fail
to maintain a satisfactory pattern of attendance.
hours of work
5.5
the ordinary hours for a full time employee are 7 hours and 30 minutes per
day, a total of 37 hours and 30 minutes per week and 150 hours per four week
settlement period, worked within the bandwidth of 7.00am to 7.00pm monday
to friday.
5.6
standard hours of attendance for employees, other than shift workers, are
8.30am to 12.30pm and 1.30pm to 5.00pm.
5.7
all employees are required to take an unpaid break for at least 30 minutes
after five hours of continuous work.
5.8
no employee can be compelled to work their hours outside the bandwidth
unless as part of a shift work arrangement. |
| NDIS enterprise-agreement-2019-2022_0.txt | 836 | bandwidth | settlement period, worked within the bandwidth of 7.00am to 7.00pm monday
to friday.
5.6
standard hours of attendance for employees, other than shift workers, are
8.30am to 12.30pm and 1.30pm to 5.00pm.
5.7
all employees are required to take an unpaid break for at least 30 minutes
after five hours of continuous work.
5.8
no employee can be compelled to work their hours outside the bandwidth
unless as part of a shift work arrangement.
5.9
unless there are exceptional circumstances, employees will not be required to
work more than 10 hours in any one day.
5.10 regular hours vary standard hours. an employee, other than a shift worker
will generally perform their regular hours of work within a bandwidth of 7:00am
to 7:00pm monday to friday.
page 21 of 80
5.11 the ordinary hours for salary calculations, including compensation leave will
be 7 hours and 30 minutes per day or the hours specified in part-time |
| NDIS enterprise-agreement-2019-2022_0.txt | 851 | bandwidth | no employee can be compelled to work their hours outside the bandwidth
unless as part of a shift work arrangement.
5.9
unless there are exceptional circumstances, employees will not be required to
work more than 10 hours in any one day.
5.10 regular hours vary standard hours. an employee, other than a shift worker
will generally perform their regular hours of work within a bandwidth of 7:00am
to 7:00pm monday to friday.
page 21 of 80
5.11 the ordinary hours for salary calculations, including compensation leave will
be 7 hours and 30 minutes per day or the hours specified in part-time
agreements or shift rosters.
flextime
5.12 employees up to and including aps 6 and equivalent classification may:
•
work flextime;
•
request to work some, or all, of their hours outside of the 7.00am to
7.00pm monday to friday bandwidth, subject to operational requirements.
where an employee requests to work regular hours of duty outside of the
bandwidth for personal reasons, any approved arrangement does not
attract shift work conditions or the payment of overtime.
|
| NDIS enterprise-agreement-2019-2022_0.txt | 860 | bandwidth | will generally perform their regular hours of work within a bandwidth of 7:00am
to 7:00pm monday to friday.
page 21 of 80
5.11 the ordinary hours for salary calculations, including compensation leave will
be 7 hours and 30 minutes per day or the hours specified in part-time
agreements or shift rosters.
flextime
5.12 employees up to and including aps 6 and equivalent classification may:
•
work flextime;
•
request to work some, or all, of their hours outside of the 7.00am to
7.00pm monday to friday bandwidth, subject to operational requirements.
where an employee requests to work regular hours of duty outside of the
bandwidth for personal reasons, any approved arrangement does not
attract shift work conditions or the payment of overtime.
5.13 the maximum flex credit which can be carried from one settlement period to
another is 37 hours and 30 minutes unless otherwise agreed in writing. the
maximum flex debit which can be carried from one settlement period to
another is 22.5 hours.
5.14 prior approval and reasonable notice are required for any flex leave of a day
or more, or for part days where predetermined operational requirements
would be affected.
5.15 employees may use up to five consecutive working days of flex leave.
reversion to standard hours |
| NDIS enterprise-agreement-2019-2022_0.txt | 867 | flextime | flextime
5.12 employees up to and including aps 6 and equivalent classification may:
•
work flextime;
•
request to work some, or all, of their hours outside of the 7.00am to
7.00pm monday to friday bandwidth, subject to operational requirements.
where an employee requests to work regular hours of duty outside of the
bandwidth for personal reasons, any approved arrangement does not
attract shift work conditions or the payment of overtime.
5.13 the maximum flex credit which can be carried from one settlement period to
another is 37 hours and 30 minutes unless otherwise agreed in writing. the
maximum flex debit which can be carried from one settlement period to
another is 22.5 hours.
5.14 prior approval and reasonable notice are required for any flex leave of a day
or more, or for part days where predetermined operational requirements
would be affected.
5.15 employees may use up to five consecutive working days of flex leave.
reversion to standard hours
5.16 the commissioner may revert an employee to standard hours of attendance
where an employee fails to appropriately use flextime provisions.
excess flex credits
5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes,
the commissioner may, in exceptional circumstances, approve the cash out at
the single hourly rate at the end of the settlement period of the flex credit in
excess of 22.5 hours. |
| NDIS enterprise-agreement-2019-2022_0.txt | 871 | flextime | work flextime;
•
request to work some, or all, of their hours outside of the 7.00am to
7.00pm monday to friday bandwidth, subject to operational requirements.
where an employee requests to work regular hours of duty outside of the
bandwidth for personal reasons, any approved arrangement does not
attract shift work conditions or the payment of overtime.
5.13 the maximum flex credit which can be carried from one settlement period to
another is 37 hours and 30 minutes unless otherwise agreed in writing. the
maximum flex debit which can be carried from one settlement period to
another is 22.5 hours.
5.14 prior approval and reasonable notice are required for any flex leave of a day
or more, or for part days where predetermined operational requirements
would be affected.
5.15 employees may use up to five consecutive working days of flex leave.
reversion to standard hours
5.16 the commissioner may revert an employee to standard hours of attendance
where an employee fails to appropriately use flextime provisions.
excess flex credits
5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes,
the commissioner may, in exceptional circumstances, approve the cash out at
the single hourly rate at the end of the settlement period of the flex credit in
excess of 22.5 hours.
page 22 of 80
excess flex debit |
| NDIS enterprise-agreement-2019-2022_0.txt | 876 | bandwidth | 7.00pm monday to friday bandwidth, subject to operational requirements.
where an employee requests to work regular hours of duty outside of the
bandwidth for personal reasons, any approved arrangement does not
attract shift work conditions or the payment of overtime.
5.13 the maximum flex credit which can be carried from one settlement period to
another is 37 hours and 30 minutes unless otherwise agreed in writing. the
maximum flex debit which can be carried from one settlement period to
another is 22.5 hours.
5.14 prior approval and reasonable notice are required for any flex leave of a day
or more, or for part days where predetermined operational requirements
would be affected.
5.15 employees may use up to five consecutive working days of flex leave.
reversion to standard hours
5.16 the commissioner may revert an employee to standard hours of attendance
where an employee fails to appropriately use flextime provisions.
excess flex credits
5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes,
the commissioner may, in exceptional circumstances, approve the cash out at
the single hourly rate at the end of the settlement period of the flex credit in
excess of 22.5 hours.
page 22 of 80
excess flex debit
5.18 the commissioner may direct an employee who has a negative flex debit of
more than 22.5 hours at the end of a settlement period to treat the debit as
approved miscellaneous leave without pay not to count as service to cancel
the excess debit.
5.19 where an employee ceasing duty with the commission has a flex credit, the |
| NDIS enterprise-agreement-2019-2022_0.txt | 878 | bandwidth | bandwidth for personal reasons, any approved arrangement does not
attract shift work conditions or the payment of overtime.
5.13 the maximum flex credit which can be carried from one settlement period to
another is 37 hours and 30 minutes unless otherwise agreed in writing. the
maximum flex debit which can be carried from one settlement period to
another is 22.5 hours.
5.14 prior approval and reasonable notice are required for any flex leave of a day
or more, or for part days where predetermined operational requirements
would be affected.
5.15 employees may use up to five consecutive working days of flex leave.
reversion to standard hours
5.16 the commissioner may revert an employee to standard hours of attendance
where an employee fails to appropriately use flextime provisions.
excess flex credits
5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes,
the commissioner may, in exceptional circumstances, approve the cash out at
the single hourly rate at the end of the settlement period of the flex credit in
excess of 22.5 hours.
page 22 of 80
excess flex debit
5.18 the commissioner may direct an employee who has a negative flex debit of
more than 22.5 hours at the end of a settlement period to treat the debit as
approved miscellaneous leave without pay not to count as service to cancel
the excess debit.
5.19 where an employee ceasing duty with the commission has a flex credit, the
amount owing for these credits will be paid to the employee at the single
hourly rate at the date of cessation. any outstanding debits (also calculated at |
| NDIS enterprise-agreement-2019-2022_0.txt | 879 | overtime | attract shift work conditions or the payment of overtime.
5.13 the maximum flex credit which can be carried from one settlement period to
another is 37 hours and 30 minutes unless otherwise agreed in writing. the
maximum flex debit which can be carried from one settlement period to
another is 22.5 hours.
5.14 prior approval and reasonable notice are required for any flex leave of a day
or more, or for part days where predetermined operational requirements
would be affected.
5.15 employees may use up to five consecutive working days of flex leave.
reversion to standard hours
5.16 the commissioner may revert an employee to standard hours of attendance
where an employee fails to appropriately use flextime provisions.
excess flex credits
5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes,
the commissioner may, in exceptional circumstances, approve the cash out at
the single hourly rate at the end of the settlement period of the flex credit in
excess of 22.5 hours.
page 22 of 80
excess flex debit
5.18 the commissioner may direct an employee who has a negative flex debit of
more than 22.5 hours at the end of a settlement period to treat the debit as
approved miscellaneous leave without pay not to count as service to cancel
the excess debit.
5.19 where an employee ceasing duty with the commission has a flex credit, the
amount owing for these credits will be paid to the employee at the single
hourly rate at the date of cessation. any outstanding debits (also calculated at
the single hourly rate at the date of cessation) will be recovered from the |
| NDIS enterprise-agreement-2019-2022_0.txt | 891 | flextime | where an employee fails to appropriately use flextime provisions.
excess flex credits
5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes,
the commissioner may, in exceptional circumstances, approve the cash out at
the single hourly rate at the end of the settlement period of the flex credit in
excess of 22.5 hours.
page 22 of 80
excess flex debit
5.18 the commissioner may direct an employee who has a negative flex debit of
more than 22.5 hours at the end of a settlement period to treat the debit as
approved miscellaneous leave without pay not to count as service to cancel
the excess debit.
5.19 where an employee ceasing duty with the commission has a flex credit, the
amount owing for these credits will be paid to the employee at the single
hourly rate at the date of cessation. any outstanding debits (also calculated at
the single hourly rate at the date of cessation) will be recovered from the
employee’s separation payment.
executive level employees – time off in lieu
5.20 the commission recognises that executive level employees because of their
senior work roles and responsibilities will be required from time to time, to
undertake additional hours of work.
5.21 the commission does not support executive level employees working
unreasonable additional hours. managers and executive level employees
should work together to manage workload requirements, working hours and
work/life balance.
5.22 where an executive level employee works additional hours, the
commissioner may grant access to time off in lieu. in determining time off
in lieu arrangements for an executive level employee, the commissioner will |
| NDIS enterprise-agreement-2019-2022_0.txt | 891 | flextime provisions | where an employee fails to appropriately use flextime provisions.
excess flex credits
5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes,
the commissioner may, in exceptional circumstances, approve the cash out at
the single hourly rate at the end of the settlement period of the flex credit in
excess of 22.5 hours.
page 22 of 80
excess flex debit
5.18 the commissioner may direct an employee who has a negative flex debit of
more than 22.5 hours at the end of a settlement period to treat the debit as
approved miscellaneous leave without pay not to count as service to cancel
the excess debit.
5.19 where an employee ceasing duty with the commission has a flex credit, the
amount owing for these credits will be paid to the employee at the single
hourly rate at the date of cessation. any outstanding debits (also calculated at
the single hourly rate at the date of cessation) will be recovered from the
employee’s separation payment.
executive level employees – time off in lieu
5.20 the commission recognises that executive level employees because of their
senior work roles and responsibilities will be required from time to time, to
undertake additional hours of work.
5.21 the commission does not support executive level employees working
unreasonable additional hours. managers and executive level employees
should work together to manage workload requirements, working hours and
work/life balance.
5.22 where an executive level employee works additional hours, the
commissioner may grant access to time off in lieu. in determining time off
in lieu arrangements for an executive level employee, the commissioner will |
| NDIS enterprise-agreement-2019-2022_0.txt | 998 | overtime | executive level employees – overtime and related payments
5.33 unless approved by the commissioner in exceptional circumstances,
executive level or equivalent employees are not eligible to receive overtime
or other related payments, including emergency duty, restriction duty, and
overtime meal allowance.
overtime
5.34 overtime is only to be worked with the approval of the commissioner for work
performed in addition to an employee’s ordinary hours. for part-time
employees, approved overtime would relate to work required to be performed
which is in addition to the employee’s regular hours or is beyond the total
hours of work over the settlement period specified for the employee in the
employee’s part-time agreement.
page 25 of 80
5.35 where necessitated by operational requirements, the commissioner may
approve for an employee to work overtime outside regular hours (as described
in clause 5.10).
5.36 an employee may refuse to work additional hours where such additional hours
are considered to be unreasonable.
5.37 for an employee eligible to receive overtime payments, overtime hours
worked will be paid or, where agreed, time off in lieu of overtime payments will
accrue at the following penalty rates:
•
overtime worked monday to saturday will be paid at time and a half for the
first three hours each day and double time thereafter;
•
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1000 | overtime | executive level or equivalent employees are not eligible to receive overtime
or other related payments, including emergency duty, restriction duty, and
overtime meal allowance.
overtime
5.34 overtime is only to be worked with the approval of the commissioner for work
performed in addition to an employee’s ordinary hours. for part-time
employees, approved overtime would relate to work required to be performed
which is in addition to the employee’s regular hours or is beyond the total
hours of work over the settlement period specified for the employee in the
employee’s part-time agreement.
page 25 of 80
5.35 where necessitated by operational requirements, the commissioner may
approve for an employee to work overtime outside regular hours (as described
in clause 5.10).
5.36 an employee may refuse to work additional hours where such additional hours
are considered to be unreasonable.
5.37 for an employee eligible to receive overtime payments, overtime hours
worked will be paid or, where agreed, time off in lieu of overtime payments will
accrue at the following penalty rates:
•
overtime worked monday to saturday will be paid at time and a half for the
first three hours each day and double time thereafter;
•
overtime worked on sunday will be paid at the rate of double time; and
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1002 | overtime | overtime meal allowance.
overtime
5.34 overtime is only to be worked with the approval of the commissioner for work
performed in addition to an employee’s ordinary hours. for part-time
employees, approved overtime would relate to work required to be performed
which is in addition to the employee’s regular hours or is beyond the total
hours of work over the settlement period specified for the employee in the
employee’s part-time agreement.
page 25 of 80
5.35 where necessitated by operational requirements, the commissioner may
approve for an employee to work overtime outside regular hours (as described
in clause 5.10).
5.36 an employee may refuse to work additional hours where such additional hours
are considered to be unreasonable.
5.37 for an employee eligible to receive overtime payments, overtime hours
worked will be paid or, where agreed, time off in lieu of overtime payments will
accrue at the following penalty rates:
•
overtime worked monday to saturday will be paid at time and a half for the
first three hours each day and double time thereafter;
•
overtime worked on sunday will be paid at the rate of double time; and
•
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1003 | overtime | overtime
5.34 overtime is only to be worked with the approval of the commissioner for work
performed in addition to an employee’s ordinary hours. for part-time
employees, approved overtime would relate to work required to be performed
which is in addition to the employee’s regular hours or is beyond the total
hours of work over the settlement period specified for the employee in the
employee’s part-time agreement.
page 25 of 80
5.35 where necessitated by operational requirements, the commissioner may
approve for an employee to work overtime outside regular hours (as described
in clause 5.10).
5.36 an employee may refuse to work additional hours where such additional hours
are considered to be unreasonable.
5.37 for an employee eligible to receive overtime payments, overtime hours
worked will be paid or, where agreed, time off in lieu of overtime payments will
accrue at the following penalty rates:
•
overtime worked monday to saturday will be paid at time and a half for the
first three hours each day and double time thereafter;
•
overtime worked on sunday will be paid at the rate of double time; and
•
overtime worked on a public holiday will be paid at the rate of double time |
| NDIS enterprise-agreement-2019-2022_0.txt | 1004 | overtime | 5.34 overtime is only to be worked with the approval of the commissioner for work
performed in addition to an employee’s ordinary hours. for part-time
employees, approved overtime would relate to work required to be performed
which is in addition to the employee’s regular hours or is beyond the total
hours of work over the settlement period specified for the employee in the
employee’s part-time agreement.
page 25 of 80
5.35 where necessitated by operational requirements, the commissioner may
approve for an employee to work overtime outside regular hours (as described
in clause 5.10).
5.36 an employee may refuse to work additional hours where such additional hours
are considered to be unreasonable.
5.37 for an employee eligible to receive overtime payments, overtime hours
worked will be paid or, where agreed, time off in lieu of overtime payments will
accrue at the following penalty rates:
•
overtime worked monday to saturday will be paid at time and a half for the
first three hours each day and double time thereafter;
•
overtime worked on sunday will be paid at the rate of double time; and
•
overtime worked on a public holiday will be paid at the rate of double time
and a half, including the single time already paid for the public holiday, |
| NDIS enterprise-agreement-2019-2022_0.txt | 1006 | overtime | employees, approved overtime would relate to work required to be performed
which is in addition to the employee’s regular hours or is beyond the total
hours of work over the settlement period specified for the employee in the
employee’s part-time agreement.
page 25 of 80
5.35 where necessitated by operational requirements, the commissioner may
approve for an employee to work overtime outside regular hours (as described
in clause 5.10).
5.36 an employee may refuse to work additional hours where such additional hours
are considered to be unreasonable.
5.37 for an employee eligible to receive overtime payments, overtime hours
worked will be paid or, where agreed, time off in lieu of overtime payments will
accrue at the following penalty rates:
•
overtime worked monday to saturday will be paid at time and a half for the
first three hours each day and double time thereafter;
•
overtime worked on sunday will be paid at the rate of double time; and
•
overtime worked on a public holiday will be paid at the rate of double time
and a half, including the single time already paid for the public holiday,
except in south australia if the public holiday is a public holiday solely
because it is a sunday.* |
| NDIS enterprise-agreement-2019-2022_0.txt | 1014 | overtime | approve for an employee to work overtime outside regular hours (as described
in clause 5.10).
5.36 an employee may refuse to work additional hours where such additional hours
are considered to be unreasonable.
5.37 for an employee eligible to receive overtime payments, overtime hours
worked will be paid or, where agreed, time off in lieu of overtime payments will
accrue at the following penalty rates:
•
overtime worked monday to saturday will be paid at time and a half for the
first three hours each day and double time thereafter;
•
overtime worked on sunday will be paid at the rate of double time; and
•
overtime worked on a public holiday will be paid at the rate of double time
and a half, including the single time already paid for the public holiday,
except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
5.38 where the commissioner agrees, employees who are eligible for an overtime
payment for time worked (including overtime payments while on restricted
duty), may elect to take time off in lieu at the applicable penalty rate.
5.39 where time off in lieu of payment has been agreed, but the employee has not
been granted that time off within four weeks or another agreed period due to |
| NDIS enterprise-agreement-2019-2022_0.txt | 1018 | overtime | 5.37 for an employee eligible to receive overtime payments, overtime hours
worked will be paid or, where agreed, time off in lieu of overtime payments will
accrue at the following penalty rates:
•
overtime worked monday to saturday will be paid at time and a half for the
first three hours each day and double time thereafter;
•
overtime worked on sunday will be paid at the rate of double time; and
•
overtime worked on a public holiday will be paid at the rate of double time
and a half, including the single time already paid for the public holiday,
except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
5.38 where the commissioner agrees, employees who are eligible for an overtime
payment for time worked (including overtime payments while on restricted
duty), may elect to take time off in lieu at the applicable penalty rate.
5.39 where time off in lieu of payment has been agreed, but the employee has not
been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the
original overtime or time worked whilst on restriction duty.
5.40 salary rates for the purposes of calculating overtime include any allowance in
the nature of salary. |
| NDIS enterprise-agreement-2019-2022_0.txt | 1019 | overtime | worked will be paid or, where agreed, time off in lieu of overtime payments will
accrue at the following penalty rates:
•
overtime worked monday to saturday will be paid at time and a half for the
first three hours each day and double time thereafter;
•
overtime worked on sunday will be paid at the rate of double time; and
•
overtime worked on a public holiday will be paid at the rate of double time
and a half, including the single time already paid for the public holiday,
except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
5.38 where the commissioner agrees, employees who are eligible for an overtime
payment for time worked (including overtime payments while on restricted
duty), may elect to take time off in lieu at the applicable penalty rate.
5.39 where time off in lieu of payment has been agreed, but the employee has not
been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the
original overtime or time worked whilst on restriction duty.
5.40 salary rates for the purposes of calculating overtime include any allowance in
the nature of salary.
5.41 where overtime is continuous with ordinary hours, overtime payments will be |
| NDIS enterprise-agreement-2019-2022_0.txt | 1023 | overtime | overtime worked monday to saturday will be paid at time and a half for the
first three hours each day and double time thereafter;
•
overtime worked on sunday will be paid at the rate of double time; and
•
overtime worked on a public holiday will be paid at the rate of double time
and a half, including the single time already paid for the public holiday,
except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
5.38 where the commissioner agrees, employees who are eligible for an overtime
payment for time worked (including overtime payments while on restricted
duty), may elect to take time off in lieu at the applicable penalty rate.
5.39 where time off in lieu of payment has been agreed, but the employee has not
been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the
original overtime or time worked whilst on restriction duty.
5.40 salary rates for the purposes of calculating overtime include any allowance in
the nature of salary.
5.41 where overtime is continuous with ordinary hours, overtime payments will be
made for hours actually worked. there will be no minimum period for which
overtime will be paid. where overtime is not continuous, payment will include
payment for reasonable travelling time.
page 26 of 80 |
| NDIS enterprise-agreement-2019-2022_0.txt | 1028 | overtime | overtime worked on sunday will be paid at the rate of double time; and
•
overtime worked on a public holiday will be paid at the rate of double time
and a half, including the single time already paid for the public holiday,
except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
5.38 where the commissioner agrees, employees who are eligible for an overtime
payment for time worked (including overtime payments while on restricted
duty), may elect to take time off in lieu at the applicable penalty rate.
5.39 where time off in lieu of payment has been agreed, but the employee has not
been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the
original overtime or time worked whilst on restriction duty.
5.40 salary rates for the purposes of calculating overtime include any allowance in
the nature of salary.
5.41 where overtime is continuous with ordinary hours, overtime payments will be
made for hours actually worked. there will be no minimum period for which
overtime will be paid. where overtime is not continuous, payment will include
payment for reasonable travelling time.
page 26 of 80
emergency duty
5.42 where the commissioner approves for an employee to be called for duty to
meet an emergency outside ordinary hours and the employee has received no
notification prior to ceasing ordinary hours of work/duty, the employee will be |
| NDIS enterprise-agreement-2019-2022_0.txt | 1032 | overtime | overtime worked on a public holiday will be paid at the rate of double time
and a half, including the single time already paid for the public holiday,
except in south australia if the public holiday is a public holiday solely
because it is a sunday.*
*note: sundays are a public holiday in south australia due to the operation of the
holidays act 1910 (sa).
5.38 where the commissioner agrees, employees who are eligible for an overtime
payment for time worked (including overtime payments while on restricted
duty), may elect to take time off in lieu at the applicable penalty rate.
5.39 where time off in lieu of payment has been agreed, but the employee has not
been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the
original overtime or time worked whilst on restriction duty.
5.40 salary rates for the purposes of calculating overtime include any allowance in
the nature of salary.
5.41 where overtime is continuous with ordinary hours, overtime payments will be
made for hours actually worked. there will be no minimum period for which
overtime will be paid. where overtime is not continuous, payment will include
payment for reasonable travelling time.
page 26 of 80
emergency duty
5.42 where the commissioner approves for an employee to be called for duty to
meet an emergency outside ordinary hours and the employee has received no
notification prior to ceasing ordinary hours of work/duty, the employee will be
paid at the rate of double time for a minimum of two hours, including time
necessarily spent travelling to and from duty.
rest period
5.43 where the commissioner approves an employee to work outside their |
| NDIS enterprise-agreement-2019-2022_0.txt | 1039 | overtime | 5.38 where the commissioner agrees, employees who are eligible for an overtime
payment for time worked (including overtime payments while on restricted
duty), may elect to take time off in lieu at the applicable penalty rate.
5.39 where time off in lieu of payment has been agreed, but the employee has not
been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the
original overtime or time worked whilst on restriction duty.
5.40 salary rates for the purposes of calculating overtime include any allowance in
the nature of salary.
5.41 where overtime is continuous with ordinary hours, overtime payments will be
made for hours actually worked. there will be no minimum period for which
overtime will be paid. where overtime is not continuous, payment will include
payment for reasonable travelling time.
page 26 of 80
emergency duty
5.42 where the commissioner approves for an employee to be called for duty to
meet an emergency outside ordinary hours and the employee has received no
notification prior to ceasing ordinary hours of work/duty, the employee will be
paid at the rate of double time for a minimum of two hours, including time
necessarily spent travelling to and from duty.
rest period
5.43 where the commissioner approves an employee to work outside their
ordinary (or regular hours if applicable), the employee will be entitled to an
eight hour break plus reasonable travelling time before commencing work
again, without any loss of pay. where this is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at
double the hourly rate for the hours worked, until the employee has taken an
eight hour break.
restriction duty |
| NDIS enterprise-agreement-2019-2022_0.txt | 1040 | overtime | payment for time worked (including overtime payments while on restricted
duty), may elect to take time off in lieu at the applicable penalty rate.
5.39 where time off in lieu of payment has been agreed, but the employee has not
been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the
original overtime or time worked whilst on restriction duty.
5.40 salary rates for the purposes of calculating overtime include any allowance in
the nature of salary.
5.41 where overtime is continuous with ordinary hours, overtime payments will be
made for hours actually worked. there will be no minimum period for which
overtime will be paid. where overtime is not continuous, payment will include
payment for reasonable travelling time.
page 26 of 80
emergency duty
5.42 where the commissioner approves for an employee to be called for duty to
meet an emergency outside ordinary hours and the employee has received no
notification prior to ceasing ordinary hours of work/duty, the employee will be
paid at the rate of double time for a minimum of two hours, including time
necessarily spent travelling to and from duty.
rest period
5.43 where the commissioner approves an employee to work outside their
ordinary (or regular hours if applicable), the employee will be entitled to an
eight hour break plus reasonable travelling time before commencing work
again, without any loss of pay. where this is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at
double the hourly rate for the hours worked, until the employee has taken an
eight hour break.
restriction duty
5.44 where the commissioner approves for an employee to be contactable and to |
| NDIS enterprise-agreement-2019-2022_0.txt | 1045 | overtime | original overtime or time worked whilst on restriction duty.
5.40 salary rates for the purposes of calculating overtime include any allowance in
the nature of salary.
5.41 where overtime is continuous with ordinary hours, overtime payments will be
made for hours actually worked. there will be no minimum period for which
overtime will be paid. where overtime is not continuous, payment will include
payment for reasonable travelling time.
page 26 of 80
emergency duty
5.42 where the commissioner approves for an employee to be called for duty to
meet an emergency outside ordinary hours and the employee has received no
notification prior to ceasing ordinary hours of work/duty, the employee will be
paid at the rate of double time for a minimum of two hours, including time
necessarily spent travelling to and from duty.
rest period
5.43 where the commissioner approves an employee to work outside their
ordinary (or regular hours if applicable), the employee will be entitled to an
eight hour break plus reasonable travelling time before commencing work
again, without any loss of pay. where this is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at
double the hourly rate for the hours worked, until the employee has taken an
eight hour break.
restriction duty
5.44 where the commissioner approves for an employee to be contactable and to
be available to perform extra duty outside the bandwidth, for a period(s) of no
less than 12 hours per period unless a reduced period is required and is
approved by the commissioner, the employee will be paid a restriction
allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays,
public holidays and closedown days. that is, if an employee is on restriction |
| NDIS enterprise-agreement-2019-2022_0.txt | 1046 | overtime | 5.40 salary rates for the purposes of calculating overtime include any allowance in
the nature of salary.
5.41 where overtime is continuous with ordinary hours, overtime payments will be
made for hours actually worked. there will be no minimum period for which
overtime will be paid. where overtime is not continuous, payment will include
payment for reasonable travelling time.
page 26 of 80
emergency duty
5.42 where the commissioner approves for an employee to be called for duty to
meet an emergency outside ordinary hours and the employee has received no
notification prior to ceasing ordinary hours of work/duty, the employee will be
paid at the rate of double time for a minimum of two hours, including time
necessarily spent travelling to and from duty.
rest period
5.43 where the commissioner approves an employee to work outside their
ordinary (or regular hours if applicable), the employee will be entitled to an
eight hour break plus reasonable travelling time before commencing work
again, without any loss of pay. where this is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at
double the hourly rate for the hours worked, until the employee has taken an
eight hour break.
restriction duty
5.44 where the commissioner approves for an employee to be contactable and to
be available to perform extra duty outside the bandwidth, for a period(s) of no
less than 12 hours per period unless a reduced period is required and is
approved by the commissioner, the employee will be paid a restriction
allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays,
public holidays and closedown days. that is, if an employee is on restriction
for less than one day, they will still receive the daily rate. |
| NDIS enterprise-agreement-2019-2022_0.txt | 1048 | overtime | 5.41 where overtime is continuous with ordinary hours, overtime payments will be
made for hours actually worked. there will be no minimum period for which
overtime will be paid. where overtime is not continuous, payment will include
payment for reasonable travelling time.
page 26 of 80
emergency duty
5.42 where the commissioner approves for an employee to be called for duty to
meet an emergency outside ordinary hours and the employee has received no
notification prior to ceasing ordinary hours of work/duty, the employee will be
paid at the rate of double time for a minimum of two hours, including time
necessarily spent travelling to and from duty.
rest period
5.43 where the commissioner approves an employee to work outside their
ordinary (or regular hours if applicable), the employee will be entitled to an
eight hour break plus reasonable travelling time before commencing work
again, without any loss of pay. where this is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at
double the hourly rate for the hours worked, until the employee has taken an
eight hour break.
restriction duty
5.44 where the commissioner approves for an employee to be contactable and to
be available to perform extra duty outside the bandwidth, for a period(s) of no
less than 12 hours per period unless a reduced period is required and is
approved by the commissioner, the employee will be paid a restriction
allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays,
public holidays and closedown days. that is, if an employee is on restriction
for less than one day, they will still receive the daily rate.
5.45 where an employee in receipt of a restriction allowance is recalled to duty at
a place of work, a three hour minimum overtime payment will apply and where |
| NDIS enterprise-agreement-2019-2022_0.txt | 1050 | overtime | overtime will be paid. where overtime is not continuous, payment will include
payment for reasonable travelling time.
page 26 of 80
emergency duty
5.42 where the commissioner approves for an employee to be called for duty to
meet an emergency outside ordinary hours and the employee has received no
notification prior to ceasing ordinary hours of work/duty, the employee will be
paid at the rate of double time for a minimum of two hours, including time
necessarily spent travelling to and from duty.
rest period
5.43 where the commissioner approves an employee to work outside their
ordinary (or regular hours if applicable), the employee will be entitled to an
eight hour break plus reasonable travelling time before commencing work
again, without any loss of pay. where this is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at
double the hourly rate for the hours worked, until the employee has taken an
eight hour break.
restriction duty
5.44 where the commissioner approves for an employee to be contactable and to
be available to perform extra duty outside the bandwidth, for a period(s) of no
less than 12 hours per period unless a reduced period is required and is
approved by the commissioner, the employee will be paid a restriction
allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays,
public holidays and closedown days. that is, if an employee is on restriction
for less than one day, they will still receive the daily rate.
5.45 where an employee in receipt of a restriction allowance is recalled to duty at
a place of work, a three hour minimum overtime payment will apply and where
the employee is required to perform duty, but is not recalled to a place of
work, a one hour minimum overtime payment will apply. |
| NDIS enterprise-agreement-2019-2022_0.txt | 1051 | travel | payment for reasonable travelling time.
page 26 of 80
emergency duty
5.42 where the commissioner approves for an employee to be called for duty to
meet an emergency outside ordinary hours and the employee has received no
notification prior to ceasing ordinary hours of work/duty, the employee will be
paid at the rate of double time for a minimum of two hours, including time
necessarily spent travelling to and from duty.
rest period
5.43 where the commissioner approves an employee to work outside their
ordinary (or regular hours if applicable), the employee will be entitled to an
eight hour break plus reasonable travelling time before commencing work
again, without any loss of pay. where this is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at
double the hourly rate for the hours worked, until the employee has taken an
eight hour break.
restriction duty
5.44 where the commissioner approves for an employee to be contactable and to
be available to perform extra duty outside the bandwidth, for a period(s) of no
less than 12 hours per period unless a reduced period is required and is
approved by the commissioner, the employee will be paid a restriction
allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays,
public holidays and closedown days. that is, if an employee is on restriction
for less than one day, they will still receive the daily rate.
5.45 where an employee in receipt of a restriction allowance is recalled to duty at
a place of work, a three hour minimum overtime payment will apply and where
the employee is required to perform duty, but is not recalled to a place of
work, a one hour minimum overtime payment will apply.
5.46 restriction allowance will continue to be paid for periods of overtime worked |
| NDIS enterprise-agreement-2019-2022_0.txt | 1059 | travel | necessarily spent travelling to and from duty.
rest period
5.43 where the commissioner approves an employee to work outside their
ordinary (or regular hours if applicable), the employee will be entitled to an
eight hour break plus reasonable travelling time before commencing work
again, without any loss of pay. where this is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at
double the hourly rate for the hours worked, until the employee has taken an
eight hour break.
restriction duty
5.44 where the commissioner approves for an employee to be contactable and to
be available to perform extra duty outside the bandwidth, for a period(s) of no
less than 12 hours per period unless a reduced period is required and is
approved by the commissioner, the employee will be paid a restriction
allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays,
public holidays and closedown days. that is, if an employee is on restriction
for less than one day, they will still receive the daily rate.
5.45 where an employee in receipt of a restriction allowance is recalled to duty at
a place of work, a three hour minimum overtime payment will apply and where
the employee is required to perform duty, but is not recalled to a place of
work, a one hour minimum overtime payment will apply.
5.46 restriction allowance will continue to be paid for periods of overtime worked
while restricted.
5.47 restriction allowance is not payable to an employee while they are on leave.
page 27 of 80
overtime meal allowance
5.48 the commissioner will approve the payment of overtime meal allowance to an
employee who works approved overtime before or after ordinary hours or for a |
| NDIS enterprise-agreement-2019-2022_0.txt | 1063 | travel | eight hour break plus reasonable travelling time before commencing work
again, without any loss of pay. where this is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at
double the hourly rate for the hours worked, until the employee has taken an
eight hour break.
restriction duty
5.44 where the commissioner approves for an employee to be contactable and to
be available to perform extra duty outside the bandwidth, for a period(s) of no
less than 12 hours per period unless a reduced period is required and is
approved by the commissioner, the employee will be paid a restriction
allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays,
public holidays and closedown days. that is, if an employee is on restriction
for less than one day, they will still receive the daily rate.
5.45 where an employee in receipt of a restriction allowance is recalled to duty at
a place of work, a three hour minimum overtime payment will apply and where
the employee is required to perform duty, but is not recalled to a place of
work, a one hour minimum overtime payment will apply.
5.46 restriction allowance will continue to be paid for periods of overtime worked
while restricted.
5.47 restriction allowance is not payable to an employee while they are on leave.
page 27 of 80
overtime meal allowance
5.48 the commissioner will approve the payment of overtime meal allowance to an
employee who works approved overtime before or after ordinary hours or for a
period not continuous with their ordinary (or regular hours if applicable). this
is on weekends or public holidays, or outside their regular hours. the overtime
worked is to be up to the completion of, or beyond, a meal period specified
below: |
| NDIS enterprise-agreement-2019-2022_0.txt | 1070 | bandwidth | be available to perform extra duty outside the bandwidth, for a period(s) of no
less than 12 hours per period unless a reduced period is required and is
approved by the commissioner, the employee will be paid a restriction
allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays,
public holidays and closedown days. that is, if an employee is on restriction
for less than one day, they will still receive the daily rate.
5.45 where an employee in receipt of a restriction allowance is recalled to duty at
a place of work, a three hour minimum overtime payment will apply and where
the employee is required to perform duty, but is not recalled to a place of
work, a one hour minimum overtime payment will apply.
5.46 restriction allowance will continue to be paid for periods of overtime worked
while restricted.
5.47 restriction allowance is not payable to an employee while they are on leave.
page 27 of 80
overtime meal allowance
5.48 the commissioner will approve the payment of overtime meal allowance to an
employee who works approved overtime before or after ordinary hours or for a
period not continuous with their ordinary (or regular hours if applicable). this
is on weekends or public holidays, or outside their regular hours. the overtime
worked is to be up to the completion of, or beyond, a meal period specified
below:
•
7.00am to 9.00am
•
noon to 2.00pm |
| NDIS enterprise-agreement-2019-2022_0.txt | 1077 | overtime | a place of work, a three hour minimum overtime payment will apply and where
the employee is required to perform duty, but is not recalled to a place of
work, a one hour minimum overtime payment will apply.
5.46 restriction allowance will continue to be paid for periods of overtime worked
while restricted.
5.47 restriction allowance is not payable to an employee while they are on leave.
page 27 of 80
overtime meal allowance
5.48 the commissioner will approve the payment of overtime meal allowance to an
employee who works approved overtime before or after ordinary hours or for a
period not continuous with their ordinary (or regular hours if applicable). this
is on weekends or public holidays, or outside their regular hours. the overtime
worked is to be up to the completion of, or beyond, a meal period specified
below:
•
7.00am to 9.00am
•
noon to 2.00pm
•
6.00pm to 7.00pm
•
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1079 | overtime | work, a one hour minimum overtime payment will apply.
5.46 restriction allowance will continue to be paid for periods of overtime worked
while restricted.
5.47 restriction allowance is not payable to an employee while they are on leave.
page 27 of 80
overtime meal allowance
5.48 the commissioner will approve the payment of overtime meal allowance to an
employee who works approved overtime before or after ordinary hours or for a
period not continuous with their ordinary (or regular hours if applicable). this
is on weekends or public holidays, or outside their regular hours. the overtime
worked is to be up to the completion of, or beyond, a meal period specified
below:
•
7.00am to 9.00am
•
noon to 2.00pm
•
6.00pm to 7.00pm
•
midnight to 1.00am.
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1080 | overtime | 5.46 restriction allowance will continue to be paid for periods of overtime worked
while restricted.
5.47 restriction allowance is not payable to an employee while they are on leave.
page 27 of 80
overtime meal allowance
5.48 the commissioner will approve the payment of overtime meal allowance to an
employee who works approved overtime before or after ordinary hours or for a
period not continuous with their ordinary (or regular hours if applicable). this
is on weekends or public holidays, or outside their regular hours. the overtime
worked is to be up to the completion of, or beyond, a meal period specified
below:
•
7.00am to 9.00am
•
noon to 2.00pm
•
6.00pm to 7.00pm
•
midnight to 1.00am.
5.49 overtime meal allowance will be varied in accordance with rates published by |
| NDIS enterprise-agreement-2019-2022_0.txt | 1086 | overtime | overtime meal allowance
5.48 the commissioner will approve the payment of overtime meal allowance to an
employee who works approved overtime before or after ordinary hours or for a
period not continuous with their ordinary (or regular hours if applicable). this
is on weekends or public holidays, or outside their regular hours. the overtime
worked is to be up to the completion of, or beyond, a meal period specified
below:
•
7.00am to 9.00am
•
noon to 2.00pm
•
6.00pm to 7.00pm
•
midnight to 1.00am.
5.49 overtime meal allowance will be varied in accordance with rates published by
the relevant subscription service. this allowance does not count as salary for
any purpose.
public holidays
5.50 employees will be entitled to the following public holidays each year:
•
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1087 | overtime | 5.48 the commissioner will approve the payment of overtime meal allowance to an
employee who works approved overtime before or after ordinary hours or for a
period not continuous with their ordinary (or regular hours if applicable). this
is on weekends or public holidays, or outside their regular hours. the overtime
worked is to be up to the completion of, or beyond, a meal period specified
below:
•
7.00am to 9.00am
•
noon to 2.00pm
•
6.00pm to 7.00pm
•
midnight to 1.00am.
5.49 overtime meal allowance will be varied in accordance with rates published by
the relevant subscription service. this allowance does not count as salary for
any purpose.
public holidays
5.50 employees will be entitled to the following public holidays each year:
•
1 january (new year’s day); |
| NDIS enterprise-agreement-2019-2022_0.txt | 1088 | overtime | employee who works approved overtime before or after ordinary hours or for a
period not continuous with their ordinary (or regular hours if applicable). this
is on weekends or public holidays, or outside their regular hours. the overtime
worked is to be up to the completion of, or beyond, a meal period specified
below:
•
7.00am to 9.00am
•
noon to 2.00pm
•
6.00pm to 7.00pm
•
midnight to 1.00am.
5.49 overtime meal allowance will be varied in accordance with rates published by
the relevant subscription service. this allowance does not count as salary for
any purpose.
public holidays
5.50 employees will be entitled to the following public holidays each year:
•
1 january (new year’s day);
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1090 | overtime | is on weekends or public holidays, or outside their regular hours. the overtime
worked is to be up to the completion of, or beyond, a meal period specified
below:
•
7.00am to 9.00am
•
noon to 2.00pm
•
6.00pm to 7.00pm
•
midnight to 1.00am.
5.49 overtime meal allowance will be varied in accordance with rates published by
the relevant subscription service. this allowance does not count as salary for
any purpose.
public holidays
5.50 employees will be entitled to the following public holidays each year:
•
1 january (new year’s day);
•
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1109 | overtime | 5.49 overtime meal allowance will be varied in accordance with rates published by
the relevant subscription service. this allowance does not count as salary for
any purpose.
public holidays
5.50 employees will be entitled to the following public holidays each year:
•
1 january (new year’s day);
•
26 january (australia day);
•
good friday;
•
easter monday;
•
25 april (anzac day);
•
the queen’s birthday holiday (the day on which it is celebrated in a state
or territory or a region of a state or territory);
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1171 | long service leave | employee on long service leave will be in accordance with the applicable
legislation.
5.55 if under a law of a state or territory every sunday is declared or prescribed
by or under that law to be a public holiday, there is no entitlement to receive
payment as a public holiday if the employee would have worked, or does
perform work, on that day. in these circumstances, payment will only be made
at the public holiday rate of pay if the employee performs work on that day,
and the sunday would otherwise be a public holiday under clauses 5.51 and
5.52.
christmas and easter closedowns
5.56 the commission will close its normal operations from 12:30 pm on the last
working day before christmas day, with business resuming on the first
working day after new year’s day (close down).
page 29 of 80
5.57 all commission workplaces will be closed for business from 3.00pm on easter
thursday.
5.58 there will be no deduction from leave credits for the closedown days.
5.59 employees will be provided with time off for the working days covered by the
‘close down’ period referred to in clauses 5.56 and 5.57 and will be paid in
accordance with their ordinary hours of work.
5.60 where an employee is absent on paid leave, on both sides or on one side of
the closedown period, payment for the closedown period will be in accordance
with the employee’s ordinary hours of work. to avoid doubt, if an employee is
on leave at half pay on both sides of the closedown period, the employee will
receive payment for the closedown period at half pay.
5.61 employees on leave without pay on either side of the close down periods will
not be paid for the closedown days.
5.62 where the commissioner approves for an employee to attend for duty during
periods between monday and friday during the holiday closedown, the |
| NDIS enterprise-agreement-2019-2022_0.txt | 1432 | long service leave | agreement while on annual or long service leave, may apply for that leave.
annual and long service leave will be recredited to the extent of the other
leave granted. such non-discretionary leave includes for example, personal
carer’s leave, compassionate leave, community service leave and maternity
leave.
compassionate leave
6.29 an employee is entitled to 3 days of paid compassionate leave and a casual
employee is entitled to 3 days unpaid leave not to count as service for each
occasion to spend time with the member of the employee’s family or
household who has contracted or developed a personal illness or sustained a
personal injury that poses a serious threat to his or her life, or after the death
of the member of the employee’s family or household.
6.30 an employee may be required to provide evidence to the commissioner in
support of an application for compassionate leave.
6.31 an employee on annual leave, purchased leave or long service leave can, on
production of evidence, apply to take paid compassionate leave and have the
annual leave, purchased leave or long service leave recredited.
6.32 compassionate leave with pay will count as service for all purposes.
long service leave
6.33 an employee is eligible for long service leave in accordance with the long
service leave (commonwealth employees) act 1976.
page 36 of 80
6.34 the minimum period for which long service leave can be granted is 7 calendar
days at full pay (or 14 days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
6.35 employees who are pregnant, or who give birth, are covered by the provisions
of the maternity leave (commonwealth employees) act 1973 (ml act).
6.36 employees with an entitlement to paid leave under the ml act are provided |
| NDIS enterprise-agreement-2019-2022_0.txt | 1433 | long service leave | annual and long service leave will be recredited to the extent of the other
leave granted. such non-discretionary leave includes for example, personal
carer’s leave, compassionate leave, community service leave and maternity
leave.
compassionate leave
6.29 an employee is entitled to 3 days of paid compassionate leave and a casual
employee is entitled to 3 days unpaid leave not to count as service for each
occasion to spend time with the member of the employee’s family or
household who has contracted or developed a personal illness or sustained a
personal injury that poses a serious threat to his or her life, or after the death
of the member of the employee’s family or household.
6.30 an employee may be required to provide evidence to the commissioner in
support of an application for compassionate leave.
6.31 an employee on annual leave, purchased leave or long service leave can, on
production of evidence, apply to take paid compassionate leave and have the
annual leave, purchased leave or long service leave recredited.
6.32 compassionate leave with pay will count as service for all purposes.
long service leave
6.33 an employee is eligible for long service leave in accordance with the long
service leave (commonwealth employees) act 1976.
page 36 of 80
6.34 the minimum period for which long service leave can be granted is 7 calendar
days at full pay (or 14 days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
6.35 employees who are pregnant, or who give birth, are covered by the provisions
of the maternity leave (commonwealth employees) act 1973 (ml act).
6.36 employees with an entitlement to paid leave under the ml act are provided
with an additional two weeks (or 4 weeks if payment is spread) of paid leave |
| NDIS enterprise-agreement-2019-2022_0.txt | 1446 | long service leave | 6.31 an employee on annual leave, purchased leave or long service leave can, on
production of evidence, apply to take paid compassionate leave and have the
annual leave, purchased leave or long service leave recredited.
6.32 compassionate leave with pay will count as service for all purposes.
long service leave
6.33 an employee is eligible for long service leave in accordance with the long
service leave (commonwealth employees) act 1976.
page 36 of 80
6.34 the minimum period for which long service leave can be granted is 7 calendar
days at full pay (or 14 days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
6.35 employees who are pregnant, or who give birth, are covered by the provisions
of the maternity leave (commonwealth employees) act 1973 (ml act).
6.36 employees with an entitlement to paid leave under the ml act are provided
with an additional two weeks (or 4 weeks if payment is spread) of paid leave
under this agreement, to be taken continuously with the period of paid
maternity leave provided by the ml act.
6.37 employees who adopt/foster or are granted permanent care of a child are
entitled to up to 52 weeks of parental leave, commencing from the time of
placement of the child.
6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be
paid leave where an employee is the primary caregiver to the child and where
they satisfy a qualifying service requirement the same as that expressed in
the ml act applicable to eligibility for paid maternity leave.
6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must |
| NDIS enterprise-agreement-2019-2022_0.txt | 1448 | long service leave | annual leave, purchased leave or long service leave recredited.
6.32 compassionate leave with pay will count as service for all purposes.
long service leave
6.33 an employee is eligible for long service leave in accordance with the long
service leave (commonwealth employees) act 1976.
page 36 of 80
6.34 the minimum period for which long service leave can be granted is 7 calendar
days at full pay (or 14 days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
6.35 employees who are pregnant, or who give birth, are covered by the provisions
of the maternity leave (commonwealth employees) act 1973 (ml act).
6.36 employees with an entitlement to paid leave under the ml act are provided
with an additional two weeks (or 4 weeks if payment is spread) of paid leave
under this agreement, to be taken continuously with the period of paid
maternity leave provided by the ml act.
6.37 employees who adopt/foster or are granted permanent care of a child are
entitled to up to 52 weeks of parental leave, commencing from the time of
placement of the child.
6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be
paid leave where an employee is the primary caregiver to the child and where
they satisfy a qualifying service requirement the same as that expressed in
the ml act applicable to eligibility for paid maternity leave.
6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must
be provided when applying for adoption/foster/permanent care leave.
6.41 employees who are eligible for paid maternity leave or parental leave may |
| NDIS enterprise-agreement-2019-2022_0.txt | 1450 | long service leave | long service leave
6.33 an employee is eligible for long service leave in accordance with the long
service leave (commonwealth employees) act 1976.
page 36 of 80
6.34 the minimum period for which long service leave can be granted is 7 calendar
days at full pay (or 14 days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
6.35 employees who are pregnant, or who give birth, are covered by the provisions
of the maternity leave (commonwealth employees) act 1973 (ml act).
6.36 employees with an entitlement to paid leave under the ml act are provided
with an additional two weeks (or 4 weeks if payment is spread) of paid leave
under this agreement, to be taken continuously with the period of paid
maternity leave provided by the ml act.
6.37 employees who adopt/foster or are granted permanent care of a child are
entitled to up to 52 weeks of parental leave, commencing from the time of
placement of the child.
6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be
paid leave where an employee is the primary caregiver to the child and where
they satisfy a qualifying service requirement the same as that expressed in
the ml act applicable to eligibility for paid maternity leave.
6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must
be provided when applying for adoption/foster/permanent care leave.
6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period, |
| NDIS enterprise-agreement-2019-2022_0.txt | 1451 | long service leave | 6.33 an employee is eligible for long service leave in accordance with the long
service leave (commonwealth employees) act 1976.
page 36 of 80
6.34 the minimum period for which long service leave can be granted is 7 calendar
days at full pay (or 14 days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
6.35 employees who are pregnant, or who give birth, are covered by the provisions
of the maternity leave (commonwealth employees) act 1973 (ml act).
6.36 employees with an entitlement to paid leave under the ml act are provided
with an additional two weeks (or 4 weeks if payment is spread) of paid leave
under this agreement, to be taken continuously with the period of paid
maternity leave provided by the ml act.
6.37 employees who adopt/foster or are granted permanent care of a child are
entitled to up to 52 weeks of parental leave, commencing from the time of
placement of the child.
6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be
paid leave where an employee is the primary caregiver to the child and where
they satisfy a qualifying service requirement the same as that expressed in
the ml act applicable to eligibility for paid maternity leave.
6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must
be provided when applying for adoption/foster/permanent care leave.
6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period,
a maximum of 14 week of the leave period will count as service. |
| NDIS enterprise-agreement-2019-2022_0.txt | 1455 | long service leave | 6.34 the minimum period for which long service leave can be granted is 7 calendar
days at full pay (or 14 days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
6.35 employees who are pregnant, or who give birth, are covered by the provisions
of the maternity leave (commonwealth employees) act 1973 (ml act).
6.36 employees with an entitlement to paid leave under the ml act are provided
with an additional two weeks (or 4 weeks if payment is spread) of paid leave
under this agreement, to be taken continuously with the period of paid
maternity leave provided by the ml act.
6.37 employees who adopt/foster or are granted permanent care of a child are
entitled to up to 52 weeks of parental leave, commencing from the time of
placement of the child.
6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be
paid leave where an employee is the primary caregiver to the child and where
they satisfy a qualifying service requirement the same as that expressed in
the ml act applicable to eligibility for paid maternity leave.
6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must
be provided when applying for adoption/foster/permanent care leave.
6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period,
a maximum of 14 week of the leave period will count as service.
6.42 on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further
page 37 of 80 |
| NDIS enterprise-agreement-2019-2022_0.txt | 1456 | long service leave | days at full pay (or 14 days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
maternity and parental leave
6.35 employees who are pregnant, or who give birth, are covered by the provisions
of the maternity leave (commonwealth employees) act 1973 (ml act).
6.36 employees with an entitlement to paid leave under the ml act are provided
with an additional two weeks (or 4 weeks if payment is spread) of paid leave
under this agreement, to be taken continuously with the period of paid
maternity leave provided by the ml act.
6.37 employees who adopt/foster or are granted permanent care of a child are
entitled to up to 52 weeks of parental leave, commencing from the time of
placement of the child.
6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be
paid leave where an employee is the primary caregiver to the child and where
they satisfy a qualifying service requirement the same as that expressed in
the ml act applicable to eligibility for paid maternity leave.
6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must
be provided when applying for adoption/foster/permanent care leave.
6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period,
a maximum of 14 week of the leave period will count as service.
6.42 on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further
page 37 of 80
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1458 | parental leave | maternity and parental leave
6.35 employees who are pregnant, or who give birth, are covered by the provisions
of the maternity leave (commonwealth employees) act 1973 (ml act).
6.36 employees with an entitlement to paid leave under the ml act are provided
with an additional two weeks (or 4 weeks if payment is spread) of paid leave
under this agreement, to be taken continuously with the period of paid
maternity leave provided by the ml act.
6.37 employees who adopt/foster or are granted permanent care of a child are
entitled to up to 52 weeks of parental leave, commencing from the time of
placement of the child.
6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be
paid leave where an employee is the primary caregiver to the child and where
they satisfy a qualifying service requirement the same as that expressed in
the ml act applicable to eligibility for paid maternity leave.
6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must
be provided when applying for adoption/foster/permanent care leave.
6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period,
a maximum of 14 week of the leave period will count as service.
6.42 on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further
page 37 of 80
period of up to 52 weeks. the second period of unpaid leave is to commence
immediately following the initial leave period. |
| NDIS enterprise-agreement-2019-2022_0.txt | 1460 | maternity leave | of the maternity leave (commonwealth employees) act 1973 (ml act).
6.36 employees with an entitlement to paid leave under the ml act are provided
with an additional two weeks (or 4 weeks if payment is spread) of paid leave
under this agreement, to be taken continuously with the period of paid
maternity leave provided by the ml act.
6.37 employees who adopt/foster or are granted permanent care of a child are
entitled to up to 52 weeks of parental leave, commencing from the time of
placement of the child.
6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be
paid leave where an employee is the primary caregiver to the child and where
they satisfy a qualifying service requirement the same as that expressed in
the ml act applicable to eligibility for paid maternity leave.
6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must
be provided when applying for adoption/foster/permanent care leave.
6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period,
a maximum of 14 week of the leave period will count as service.
6.42 on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further
page 37 of 80
period of up to 52 weeks. the second period of unpaid leave is to commence
immediately following the initial leave period.
6.43 periods of unpaid parental leave will not count as service for any purpose
unless required by legislation. |
| NDIS enterprise-agreement-2019-2022_0.txt | 1464 | maternity leave | maternity leave provided by the ml act.
6.37 employees who adopt/foster or are granted permanent care of a child are
entitled to up to 52 weeks of parental leave, commencing from the time of
placement of the child.
6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be
paid leave where an employee is the primary caregiver to the child and where
they satisfy a qualifying service requirement the same as that expressed in
the ml act applicable to eligibility for paid maternity leave.
6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must
be provided when applying for adoption/foster/permanent care leave.
6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period,
a maximum of 14 week of the leave period will count as service.
6.42 on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further
page 37 of 80
period of up to 52 weeks. the second period of unpaid leave is to commence
immediately following the initial leave period.
6.43 periods of unpaid parental leave will not count as service for any purpose
unless required by legislation.
6.44 paid maternity, or parental leave is not extended by public holidays or any
closedown period occurring during the first 12 week period of paid maternity
leave, or 24 week period where maternity leave payment is spread.
6.45 payment for the additional 2 weeks conferred by this agreement in clause |
| NDIS enterprise-agreement-2019-2022_0.txt | 1466 | parental leave | entitled to up to 52 weeks of parental leave, commencing from the time of
placement of the child.
6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be
paid leave where an employee is the primary caregiver to the child and where
they satisfy a qualifying service requirement the same as that expressed in
the ml act applicable to eligibility for paid maternity leave.
6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must
be provided when applying for adoption/foster/permanent care leave.
6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period,
a maximum of 14 week of the leave period will count as service.
6.42 on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further
page 37 of 80
period of up to 52 weeks. the second period of unpaid leave is to commence
immediately following the initial leave period.
6.43 periods of unpaid parental leave will not count as service for any purpose
unless required by legislation.
6.44 paid maternity, or parental leave is not extended by public holidays or any
closedown period occurring during the first 12 week period of paid maternity
leave, or 24 week period where maternity leave payment is spread.
6.45 payment for the additional 2 weeks conferred by this agreement in clause
6.36 (or 4 weeks where payment is spread) will be extended by any public
holidays and/or closedown occurring during that additional 2 (or 4 weeks). |
| NDIS enterprise-agreement-2019-2022_0.txt | 1471 | maternity leave | the ml act applicable to eligibility for paid maternity leave.
6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must
be provided when applying for adoption/foster/permanent care leave.
6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period,
a maximum of 14 week of the leave period will count as service.
6.42 on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further
page 37 of 80
period of up to 52 weeks. the second period of unpaid leave is to commence
immediately following the initial leave period.
6.43 periods of unpaid parental leave will not count as service for any purpose
unless required by legislation.
6.44 paid maternity, or parental leave is not extended by public holidays or any
closedown period occurring during the first 12 week period of paid maternity
leave, or 24 week period where maternity leave payment is spread.
6.45 payment for the additional 2 weeks conferred by this agreement in clause
6.36 (or 4 weeks where payment is spread) will be extended by any public
holidays and/or closedown occurring during that additional 2 (or 4 weeks).
6.46 where a fostered child is subsequently adopted by the employee, further
leave is not available under clauses 6.37 to 6.42 in relation to the same child
where adoption/foster leave has previously been granted.
6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid
pre-adoption leave to attend any interviews or examinations required for the |
| NDIS enterprise-agreement-2019-2022_0.txt | 1472 | parental leave | 6.39 employees are entitled to parental leave for adoption/foster/permanent care
when that child has not, or will not have, lived continuously with the employee
for a period of 3 months or more as at the day of placement.
6.40 documentary evidence of approval for adoption/foster/permanent care must
be provided when applying for adoption/foster/permanent care leave.
6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period,
a maximum of 14 week of the leave period will count as service.
6.42 on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further
page 37 of 80
period of up to 52 weeks. the second period of unpaid leave is to commence
immediately following the initial leave period.
6.43 periods of unpaid parental leave will not count as service for any purpose
unless required by legislation.
6.44 paid maternity, or parental leave is not extended by public holidays or any
closedown period occurring during the first 12 week period of paid maternity
leave, or 24 week period where maternity leave payment is spread.
6.45 payment for the additional 2 weeks conferred by this agreement in clause
6.36 (or 4 weeks where payment is spread) will be extended by any public
holidays and/or closedown occurring during that additional 2 (or 4 weeks).
6.46 where a fostered child is subsequently adopted by the employee, further
leave is not available under clauses 6.37 to 6.42 in relation to the same child
where adoption/foster leave has previously been granted.
6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid
pre-adoption leave to attend any interviews or examinations required for the
adoption of the child. the employee may also take annual leave or purchased |
| NDIS enterprise-agreement-2019-2022_0.txt | 1477 | maternity leave | 6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period,
a maximum of 14 week of the leave period will count as service.
6.42 on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further
page 37 of 80
period of up to 52 weeks. the second period of unpaid leave is to commence
immediately following the initial leave period.
6.43 periods of unpaid parental leave will not count as service for any purpose
unless required by legislation.
6.44 paid maternity, or parental leave is not extended by public holidays or any
closedown period occurring during the first 12 week period of paid maternity
leave, or 24 week period where maternity leave payment is spread.
6.45 payment for the additional 2 weeks conferred by this agreement in clause
6.36 (or 4 weeks where payment is spread) will be extended by any public
holidays and/or closedown occurring during that additional 2 (or 4 weeks).
6.46 where a fostered child is subsequently adopted by the employee, further
leave is not available under clauses 6.37 to 6.42 in relation to the same child
where adoption/foster leave has previously been granted.
6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid
pre-adoption leave to attend any interviews or examinations required for the
adoption of the child. the employee may also take annual leave or purchased
leave for this purpose.
supporting partner leave
6.48 the commissioner will grant 4 weeks paid supporting partner leave to an
employee where the employee’s partner has given, or is giving birth, to a
child/ren or whose partner is the primary caregiver for an adopted, fostered or |
| NDIS enterprise-agreement-2019-2022_0.txt | 1477 | parental leave | 6.41 employees who are eligible for paid maternity leave or parental leave may
elect to have the payment for that leave spread over a maximum of 28 weeks
at a rate of half normal salary. where payment is spread over a longer period,
a maximum of 14 week of the leave period will count as service.
6.42 on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further
page 37 of 80
period of up to 52 weeks. the second period of unpaid leave is to commence
immediately following the initial leave period.
6.43 periods of unpaid parental leave will not count as service for any purpose
unless required by legislation.
6.44 paid maternity, or parental leave is not extended by public holidays or any
closedown period occurring during the first 12 week period of paid maternity
leave, or 24 week period where maternity leave payment is spread.
6.45 payment for the additional 2 weeks conferred by this agreement in clause
6.36 (or 4 weeks where payment is spread) will be extended by any public
holidays and/or closedown occurring during that additional 2 (or 4 weeks).
6.46 where a fostered child is subsequently adopted by the employee, further
leave is not available under clauses 6.37 to 6.42 in relation to the same child
where adoption/foster leave has previously been granted.
6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid
pre-adoption leave to attend any interviews or examinations required for the
adoption of the child. the employee may also take annual leave or purchased
leave for this purpose.
supporting partner leave
6.48 the commissioner will grant 4 weeks paid supporting partner leave to an
employee where the employee’s partner has given, or is giving birth, to a
child/ren or whose partner is the primary caregiver for an adopted, fostered or |
| NDIS enterprise-agreement-2019-2022_0.txt | 1481 | parental leave | 6.42 on ending the initial period of up to 52 weeks of maternity or parental leave,
employees may request an extension of unpaid parental leave for a further
page 37 of 80
period of up to 52 weeks. the second period of unpaid leave is to commence
immediately following the initial leave period.
6.43 periods of unpaid parental leave will not count as service for any purpose
unless required by legislation.
6.44 paid maternity, or parental leave is not extended by public holidays or any
closedown period occurring during the first 12 week period of paid maternity
leave, or 24 week period where maternity leave payment is spread.
6.45 payment for the additional 2 weeks conferred by this agreement in clause
6.36 (or 4 weeks where payment is spread) will be extended by any public
holidays and/or closedown occurring during that additional 2 (or 4 weeks).
6.46 where a fostered child is subsequently adopted by the employee, further
leave is not available under clauses 6.37 to 6.42 in relation to the same child
where adoption/foster leave has previously been granted.
6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid
pre-adoption leave to attend any interviews or examinations required for the
adoption of the child. the employee may also take annual leave or purchased
leave for this purpose.
supporting partner leave
6.48 the commissioner will grant 4 weeks paid supporting partner leave to an
employee where the employee’s partner has given, or is giving birth, to a
child/ren or whose partner is the primary caregiver for an adopted, fostered or
permanent care child/ren.
6.49 supporting partner leave is available from one week prior to the expected date
of birth or placement of the child/ren. this leave must be taken within 12
months of the birth or within 12 months from the date when the |
| NDIS enterprise-agreement-2019-2022_0.txt | 1482 | parental leave | employees may request an extension of unpaid parental leave for a further
page 37 of 80
period of up to 52 weeks. the second period of unpaid leave is to commence
immediately following the initial leave period.
6.43 periods of unpaid parental leave will not count as service for any purpose
unless required by legislation.
6.44 paid maternity, or parental leave is not extended by public holidays or any
closedown period occurring during the first 12 week period of paid maternity
leave, or 24 week period where maternity leave payment is spread.
6.45 payment for the additional 2 weeks conferred by this agreement in clause
6.36 (or 4 weeks where payment is spread) will be extended by any public
holidays and/or closedown occurring during that additional 2 (or 4 weeks).
6.46 where a fostered child is subsequently adopted by the employee, further
leave is not available under clauses 6.37 to 6.42 in relation to the same child
where adoption/foster leave has previously been granted.
6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid
pre-adoption leave to attend any interviews or examinations required for the
adoption of the child. the employee may also take annual leave or purchased
leave for this purpose.
supporting partner leave
6.48 the commissioner will grant 4 weeks paid supporting partner leave to an
employee where the employee’s partner has given, or is giving birth, to a
child/ren or whose partner is the primary caregiver for an adopted, fostered or
permanent care child/ren.
6.49 supporting partner leave is available from one week prior to the expected date
of birth or placement of the child/ren. this leave must be taken within 12
months of the birth or within 12 months from the date when the
adoption/fostering/permanent care commences. |
| NDIS enterprise-agreement-2019-2022_0.txt | 1488 | parental leave | 6.43 periods of unpaid parental leave will not count as service for any purpose
unless required by legislation.
6.44 paid maternity, or parental leave is not extended by public holidays or any
closedown period occurring during the first 12 week period of paid maternity
leave, or 24 week period where maternity leave payment is spread.
6.45 payment for the additional 2 weeks conferred by this agreement in clause
6.36 (or 4 weeks where payment is spread) will be extended by any public
holidays and/or closedown occurring during that additional 2 (or 4 weeks).
6.46 where a fostered child is subsequently adopted by the employee, further
leave is not available under clauses 6.37 to 6.42 in relation to the same child
where adoption/foster leave has previously been granted.
6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid
pre-adoption leave to attend any interviews or examinations required for the
adoption of the child. the employee may also take annual leave or purchased
leave for this purpose.
supporting partner leave
6.48 the commissioner will grant 4 weeks paid supporting partner leave to an
employee where the employee’s partner has given, or is giving birth, to a
child/ren or whose partner is the primary caregiver for an adopted, fostered or
permanent care child/ren.
6.49 supporting partner leave is available from one week prior to the expected date
of birth or placement of the child/ren. this leave must be taken within 12
months of the birth or within 12 months from the date when the
adoption/fostering/permanent care commences.
6.50 an employee may be required to provide evidence in support of their
application for leave (e.g. evidence of the birth of a child/ren, or the placement
of an adopted/fostered or permanent care child/ren).
page 38 of 80
6.51 an employee who is eligible for paid maternity or |
| NDIS enterprise-agreement-2019-2022_0.txt | 1490 | parental leave | 6.44 paid maternity, or parental leave is not extended by public holidays or any
closedown period occurring during the first 12 week period of paid maternity
leave, or 24 week period where maternity leave payment is spread.
6.45 payment for the additional 2 weeks conferred by this agreement in clause
6.36 (or 4 weeks where payment is spread) will be extended by any public
holidays and/or closedown occurring during that additional 2 (or 4 weeks).
6.46 where a fostered child is subsequently adopted by the employee, further
leave is not available under clauses 6.37 to 6.42 in relation to the same child
where adoption/foster leave has previously been granted.
6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid
pre-adoption leave to attend any interviews or examinations required for the
adoption of the child. the employee may also take annual leave or purchased
leave for this purpose.
supporting partner leave
6.48 the commissioner will grant 4 weeks paid supporting partner leave to an
employee where the employee’s partner has given, or is giving birth, to a
child/ren or whose partner is the primary caregiver for an adopted, fostered or
permanent care child/ren.
6.49 supporting partner leave is available from one week prior to the expected date
of birth or placement of the child/ren. this leave must be taken within 12
months of the birth or within 12 months from the date when the
adoption/fostering/permanent care commences.
6.50 an employee may be required to provide evidence in support of their
application for leave (e.g. evidence of the birth of a child/ren, or the placement
of an adopted/fostered or permanent care child/ren).
page 38 of 80
6.51 an employee who is eligible for paid maternity or
adoption/fostering/permanent care leave is not eligible for paid supporting
partner leave. |
| NDIS enterprise-agreement-2019-2022_0.txt | 1492 | maternity leave | leave, or 24 week period where maternity leave payment is spread.
6.45 payment for the additional 2 weeks conferred by this agreement in clause
6.36 (or 4 weeks where payment is spread) will be extended by any public
holidays and/or closedown occurring during that additional 2 (or 4 weeks).
6.46 where a fostered child is subsequently adopted by the employee, further
leave is not available under clauses 6.37 to 6.42 in relation to the same child
where adoption/foster leave has previously been granted.
6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid
pre-adoption leave to attend any interviews or examinations required for the
adoption of the child. the employee may also take annual leave or purchased
leave for this purpose.
supporting partner leave
6.48 the commissioner will grant 4 weeks paid supporting partner leave to an
employee where the employee’s partner has given, or is giving birth, to a
child/ren or whose partner is the primary caregiver for an adopted, fostered or
permanent care child/ren.
6.49 supporting partner leave is available from one week prior to the expected date
of birth or placement of the child/ren. this leave must be taken within 12
months of the birth or within 12 months from the date when the
adoption/fostering/permanent care commences.
6.50 an employee may be required to provide evidence in support of their
application for leave (e.g. evidence of the birth of a child/ren, or the placement
of an adopted/fostered or permanent care child/ren).
page 38 of 80
6.51 an employee who is eligible for paid maternity or
adoption/fostering/permanent care leave is not eligible for paid supporting
partner leave.
6.52 the commissioner may approve an application from an employee to take
supporting partner leave at half pay. an application to take the leave at half |
| NDIS enterprise-agreement-2019-2022_0.txt | 1528 | maternity leave | respect of employees ending maternity leave and parental leave.
defence reserve leave
6.55 the commissioner will grant an employee leave (with or without pay) to
enable the employee to fulfil australian defence force (adf) reserve and
continuous full time service (ctfs) or cadet force obligations.
6.56 an employee is entitled to leave with pay, for up to 4 weeks during each
financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required:
•
during the employee’s first year of adf reserve service, a further 2
weeks paid leave may be granted to facilitate participation in additional
adf reserve training, including induction requirements.
•
with the exception of the additional two weeks in the first year of service,
leave can be accumulated and taken over a period of 2 years, to enable
the employee to undertake training as a member of the adf reserves.
•
employees are not required to pay their tax free adf reserve salary to
the commission in any circumstances.
page 39 of 80
6.57 defence reserve leave counts as service for all purposes, except for unpaid
leave to undertake continuous full time service (cfts). unpaid leave for the
purpose of cfts counts for all purposes except annual leave. |
| NDIS enterprise-agreement-2019-2022_0.txt | 1528 | parental leave | respect of employees ending maternity leave and parental leave.
defence reserve leave
6.55 the commissioner will grant an employee leave (with or without pay) to
enable the employee to fulfil australian defence force (adf) reserve and
continuous full time service (ctfs) or cadet force obligations.
6.56 an employee is entitled to leave with pay, for up to 4 weeks during each
financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required:
•
during the employee’s first year of adf reserve service, a further 2
weeks paid leave may be granted to facilitate participation in additional
adf reserve training, including induction requirements.
•
with the exception of the additional two weeks in the first year of service,
leave can be accumulated and taken over a period of 2 years, to enable
the employee to undertake training as a member of the adf reserves.
•
employees are not required to pay their tax free adf reserve salary to
the commission in any circumstances.
page 39 of 80
6.57 defence reserve leave counts as service for all purposes, except for unpaid
leave to undertake continuous full time service (cfts). unpaid leave for the
purpose of cfts counts for all purposes except annual leave. |
| NDIS enterprise-agreement-2019-2022_0.txt | 1558 | long service leave | 6.58 eligible employees may also apply for annual leave, long service leave, leave
without pay, top-up pay or they may use flextime or make up time for the
purpose of fulfilling adf reserve, cfts or cadet force obligations.
6.59 employees are to notify managers at the earliest opportunity once the dates
for adf reserve, cfts or cadet force activities are known and/or changed.
miscellaneous leave
6.60 the commissioner may grant leave to an employee, either with or without
pay, to count as service or not to count as service; and subject to certain
conditions, in circumstances not provided for elsewhere in this agreement for
a purpose that the commissioner considers to be in the interests of the
agency and having regard to operational requirements. this includes leave for
employees affected by family and domestic violence.
community service leave
6.61 paid leave will be provided for an employee engaging in community service
activities including jury service and emergency management activities as
defined in the fair work act 2009.
cultural and ceremonial leave
6.62 the commissioner may grant an aboriginal or torres strait islander employee
up to 3 days paid cultural and/or ceremonial leave to take part in activities
associated with their culture, including naidoc week celebrations.
community volunteering leave
6.63 the commissioner may grant 2 days miscellaneous leave with pay and a
reasonable amount of leave without pay to undertake community volunteering.
community volunteering leave can be taken in part days including in hours
and minutes.
page 40 of 80
purchased leave
6.64 the commissioner may approve the purchase of up to 8 weeks leave funded |
| NDIS enterprise-agreement-2019-2022_0.txt | 1559 | flextime | without pay, top-up pay or they may use flextime or make up time for the
purpose of fulfilling adf reserve, cfts or cadet force obligations.
6.59 employees are to notify managers at the earliest opportunity once the dates
for adf reserve, cfts or cadet force activities are known and/or changed.
miscellaneous leave
6.60 the commissioner may grant leave to an employee, either with or without
pay, to count as service or not to count as service; and subject to certain
conditions, in circumstances not provided for elsewhere in this agreement for
a purpose that the commissioner considers to be in the interests of the
agency and having regard to operational requirements. this includes leave for
employees affected by family and domestic violence.
community service leave
6.61 paid leave will be provided for an employee engaging in community service
activities including jury service and emergency management activities as
defined in the fair work act 2009.
cultural and ceremonial leave
6.62 the commissioner may grant an aboriginal or torres strait islander employee
up to 3 days paid cultural and/or ceremonial leave to take part in activities
associated with their culture, including naidoc week celebrations.
community volunteering leave
6.63 the commissioner may grant 2 days miscellaneous leave with pay and a
reasonable amount of leave without pay to undertake community volunteering.
community volunteering leave can be taken in part days including in hours
and minutes.
page 40 of 80
purchased leave
6.64 the commissioner may approve the purchase of up to 8 weeks leave funded
by salary deductions over a maximum period of 12 months to ongoing |
| NDIS enterprise-agreement-2019-2022_0.txt | 1676 | travel | part 7 – travelling on official business
travel allowance
7.1
an employee who is undertaking approved travel and required to be absent
on official business overnight from their usual place of work for periods up to
21 days will be entitled to an allowance in respect of meals and incidentals.
employees may elect to stay in commercial or non-commercial
accommodation. in the event of an emergency situation an employee will be
reimbursed reasonable accommodation costs as determined by the
commissioner.
7.2
allowances payable for meals and incidentals are those published by the
approved subscription service and provide a guide to delegates approving
expenditure.
7.3
where an employee elects to stay in non-commercial accommodation, an
allowance of $50 per night will be payable through the payroll system in
addition to any allowances payable for meals and incidentals.
adjustment of allowances
7.4
where official travel arrangements are varied, the amount of allowance
payable will reflect the revised itinerary. employees will be required to repay
and the commission will recover, any resulting overpayment in travelling |
| NDIS enterprise-agreement-2019-2022_0.txt | 1677 | travel | travel allowance
7.1
an employee who is undertaking approved travel and required to be absent
on official business overnight from their usual place of work for periods up to
21 days will be entitled to an allowance in respect of meals and incidentals.
employees may elect to stay in commercial or non-commercial
accommodation. in the event of an emergency situation an employee will be
reimbursed reasonable accommodation costs as determined by the
commissioner.
7.2
allowances payable for meals and incidentals are those published by the
approved subscription service and provide a guide to delegates approving
expenditure.
7.3
where an employee elects to stay in non-commercial accommodation, an
allowance of $50 per night will be payable through the payroll system in
addition to any allowances payable for meals and incidentals.
adjustment of allowances
7.4
where official travel arrangements are varied, the amount of allowance
payable will reflect the revised itinerary. employees will be required to repay
and the commission will recover, any resulting overpayment in travelling
allowance in accordance with the commissioner’s instructions regarding debt |
| NDIS enterprise-agreement-2019-2022_0.txt | 1677 | travel allowance | travel allowance
7.1
an employee who is undertaking approved travel and required to be absent
on official business overnight from their usual place of work for periods up to
21 days will be entitled to an allowance in respect of meals and incidentals.
employees may elect to stay in commercial or non-commercial
accommodation. in the event of an emergency situation an employee will be
reimbursed reasonable accommodation costs as determined by the
commissioner.
7.2
allowances payable for meals and incidentals are those published by the
approved subscription service and provide a guide to delegates approving
expenditure.
7.3
where an employee elects to stay in non-commercial accommodation, an
allowance of $50 per night will be payable through the payroll system in
addition to any allowances payable for meals and incidentals.
adjustment of allowances
7.4
where official travel arrangements are varied, the amount of allowance
payable will reflect the revised itinerary. employees will be required to repay
and the commission will recover, any resulting overpayment in travelling
allowance in accordance with the commissioner’s instructions regarding debt |
| NDIS enterprise-agreement-2019-2022_0.txt | 1680 | travel | an employee who is undertaking approved travel and required to be absent
on official business overnight from their usual place of work for periods up to
21 days will be entitled to an allowance in respect of meals and incidentals.
employees may elect to stay in commercial or non-commercial
accommodation. in the event of an emergency situation an employee will be
reimbursed reasonable accommodation costs as determined by the
commissioner.
7.2
allowances payable for meals and incidentals are those published by the
approved subscription service and provide a guide to delegates approving
expenditure.
7.3
where an employee elects to stay in non-commercial accommodation, an
allowance of $50 per night will be payable through the payroll system in
addition to any allowances payable for meals and incidentals.
adjustment of allowances
7.4
where official travel arrangements are varied, the amount of allowance
payable will reflect the revised itinerary. employees will be required to repay
and the commission will recover, any resulting overpayment in travelling
allowance in accordance with the commissioner’s instructions regarding debt
management.
7.5 |
| NDIS enterprise-agreement-2019-2022_0.txt | 1703 | travel | where official travel arrangements are varied, the amount of allowance
payable will reflect the revised itinerary. employees will be required to repay
and the commission will recover, any resulting overpayment in travelling
allowance in accordance with the commissioner’s instructions regarding debt
management.
7.5
where meals and/or accommodation are otherwise provided at the
commission's expense or another organisation/entity’s expense, the
allowances payable under this part will be reduced accordingly.
excessive costs
7.6
the commissioner may vary the amount of travel allowance payable if
considered insufficient to meet the reasonable expenses of the employee.
page 44 of 80
reviewed travelling allowance
7.7
where an employee travelling on commission business will reside or has
resided in the one locality for a period greater than 21 days, the
commissioner will negotiate payment of reasonable costs for the temporary
relocation.
time off after official travel
7.8 |
| NDIS enterprise-agreement-2019-2022_0.txt | 1705 | travel | and the commission will recover, any resulting overpayment in travelling
allowance in accordance with the commissioner’s instructions regarding debt
management.
7.5
where meals and/or accommodation are otherwise provided at the
commission's expense or another organisation/entity’s expense, the
allowances payable under this part will be reduced accordingly.
excessive costs
7.6
the commissioner may vary the amount of travel allowance payable if
considered insufficient to meet the reasonable expenses of the employee.
page 44 of 80
reviewed travelling allowance
7.7
where an employee travelling on commission business will reside or has
resided in the one locality for a period greater than 21 days, the
commissioner will negotiate payment of reasonable costs for the temporary
relocation.
time off after official travel
7.8
where employees are required to travel to work at a location other than their |
| NDIS enterprise-agreement-2019-2022_0.txt | 1718 | travel | the commissioner may vary the amount of travel allowance payable if
considered insufficient to meet the reasonable expenses of the employee.
page 44 of 80
reviewed travelling allowance
7.7
where an employee travelling on commission business will reside or has
resided in the one locality for a period greater than 21 days, the
commissioner will negotiate payment of reasonable costs for the temporary
relocation.
time off after official travel
7.8
where employees are required to travel to work at a location other than their
normal place of employment, and as a result spends more time travelling to
their temporary place of work than they spent travelling to their usual place of
work, flextime and time off in lieu provisions apply.
overseas travel
7.9
the commissioner will approve reasonable accommodation costs and an
allowance in respect of meals and incidental expenses calculated in
accordance with the rates published by the approved subscription service for
employees travelling overseas on commission business.
page 45 of 80 |
| NDIS enterprise-agreement-2019-2022_0.txt | 1718 | travel allowance | the commissioner may vary the amount of travel allowance payable if
considered insufficient to meet the reasonable expenses of the employee.
page 44 of 80
reviewed travelling allowance
7.7
where an employee travelling on commission business will reside or has
resided in the one locality for a period greater than 21 days, the
commissioner will negotiate payment of reasonable costs for the temporary
relocation.
time off after official travel
7.8
where employees are required to travel to work at a location other than their
normal place of employment, and as a result spends more time travelling to
their temporary place of work than they spent travelling to their usual place of
work, flextime and time off in lieu provisions apply.
overseas travel
7.9
the commissioner will approve reasonable accommodation costs and an
allowance in respect of meals and incidental expenses calculated in
accordance with the rates published by the approved subscription service for
employees travelling overseas on commission business.
page 45 of 80 |
| NDIS enterprise-agreement-2019-2022_0.txt | 1723 | travel | reviewed travelling allowance
7.7
where an employee travelling on commission business will reside or has
resided in the one locality for a period greater than 21 days, the
commissioner will negotiate payment of reasonable costs for the temporary
relocation.
time off after official travel
7.8
where employees are required to travel to work at a location other than their
normal place of employment, and as a result spends more time travelling to
their temporary place of work than they spent travelling to their usual place of
work, flextime and time off in lieu provisions apply.
overseas travel
7.9
the commissioner will approve reasonable accommodation costs and an
allowance in respect of meals and incidental expenses calculated in
accordance with the rates published by the approved subscription service for
employees travelling overseas on commission business.
page 45 of 80
part 8 – remote locality assistance
8.1
the level of remote locality assistance varies according to the ‘grading’ of |
| NDIS enterprise-agreement-2019-2022_0.txt | 1726 | travel | where an employee travelling on commission business will reside or has
resided in the one locality for a period greater than 21 days, the
commissioner will negotiate payment of reasonable costs for the temporary
relocation.
time off after official travel
7.8
where employees are required to travel to work at a location other than their
normal place of employment, and as a result spends more time travelling to
their temporary place of work than they spent travelling to their usual place of
work, flextime and time off in lieu provisions apply.
overseas travel
7.9
the commissioner will approve reasonable accommodation costs and an
allowance in respect of meals and incidental expenses calculated in
accordance with the rates published by the approved subscription service for
employees travelling overseas on commission business.
page 45 of 80
part 8 – remote locality assistance
8.1
the level of remote locality assistance varies according to the ‘grading’ of
each individual remote locality.
8.2 |
| NDIS enterprise-agreement-2019-2022_0.txt | 1731 | travel | time off after official travel
7.8
where employees are required to travel to work at a location other than their
normal place of employment, and as a result spends more time travelling to
their temporary place of work than they spent travelling to their usual place of
work, flextime and time off in lieu provisions apply.
overseas travel
7.9
the commissioner will approve reasonable accommodation costs and an
allowance in respect of meals and incidental expenses calculated in
accordance with the rates published by the approved subscription service for
employees travelling overseas on commission business.
page 45 of 80
part 8 – remote locality assistance
8.1
the level of remote locality assistance varies according to the ‘grading’ of
each individual remote locality.
8.2
remote locality assistance will be approved by the commissioner where an
employee is residing in a locality which falls into grade 1, 2, 3 or 4.
8.3 |
| NDIS enterprise-agreement-2019-2022_0.txt | 1734 | travel | where employees are required to travel to work at a location other than their
normal place of employment, and as a result spends more time travelling to
their temporary place of work than they spent travelling to their usual place of
work, flextime and time off in lieu provisions apply.
overseas travel
7.9
the commissioner will approve reasonable accommodation costs and an
allowance in respect of meals and incidental expenses calculated in
accordance with the rates published by the approved subscription service for
employees travelling overseas on commission business.
page 45 of 80
part 8 – remote locality assistance
8.1
the level of remote locality assistance varies according to the ‘grading’ of
each individual remote locality.
8.2
remote locality assistance will be approved by the commissioner where an
employee is residing in a locality which falls into grade 1, 2, 3 or 4.
8.3
remote locality assistance allowance is payable to an employee living in a
designated remote locality, in accordance with the australian standard |
| NDIS enterprise-agreement-2019-2022_0.txt | 1735 | travel | normal place of employment, and as a result spends more time travelling to
their temporary place of work than they spent travelling to their usual place of
work, flextime and time off in lieu provisions apply.
overseas travel
7.9
the commissioner will approve reasonable accommodation costs and an
allowance in respect of meals and incidental expenses calculated in
accordance with the rates published by the approved subscription service for
employees travelling overseas on commission business.
page 45 of 80
part 8 – remote locality assistance
8.1
the level of remote locality assistance varies according to the ‘grading’ of
each individual remote locality.
8.2
remote locality assistance will be approved by the commissioner where an
employee is residing in a locality which falls into grade 1, 2, 3 or 4.
8.3
remote locality assistance allowance is payable to an employee living in a
designated remote locality, in accordance with the australian standard
geographical classification (asgc) remoteness structure and the criteria |
| NDIS enterprise-agreement-2019-2022_0.txt | 1736 | travel | their temporary place of work than they spent travelling to their usual place of
work, flextime and time off in lieu provisions apply.
overseas travel
7.9
the commissioner will approve reasonable accommodation costs and an
allowance in respect of meals and incidental expenses calculated in
accordance with the rates published by the approved subscription service for
employees travelling overseas on commission business.
page 45 of 80
part 8 – remote locality assistance
8.1
the level of remote locality assistance varies according to the ‘grading’ of
each individual remote locality.
8.2
remote locality assistance will be approved by the commissioner where an
employee is residing in a locality which falls into grade 1, 2, 3 or 4.
8.3
remote locality assistance allowance is payable to an employee living in a
designated remote locality, in accordance with the australian standard
geographical classification (asgc) remoteness structure and the criteria
set out in clause 12.2 of the aps award. |
| NDIS enterprise-agreement-2019-2022_0.txt | 1737 | flextime | work, flextime and time off in lieu provisions apply.
overseas travel
7.9
the commissioner will approve reasonable accommodation costs and an
allowance in respect of meals and incidental expenses calculated in
accordance with the rates published by the approved subscription service for
employees travelling overseas on commission business.
page 45 of 80
part 8 – remote locality assistance
8.1
the level of remote locality assistance varies according to the ‘grading’ of
each individual remote locality.
8.2
remote locality assistance will be approved by the commissioner where an
employee is residing in a locality which falls into grade 1, 2, 3 or 4.
8.3
remote locality assistance allowance is payable to an employee living in a
designated remote locality, in accordance with the australian standard
geographical classification (asgc) remoteness structure and the criteria
set out in clause 12.2 of the aps award.
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1739 | travel | overseas travel
7.9
the commissioner will approve reasonable accommodation costs and an
allowance in respect of meals and incidental expenses calculated in
accordance with the rates published by the approved subscription service for
employees travelling overseas on commission business.
page 45 of 80
part 8 – remote locality assistance
8.1
the level of remote locality assistance varies according to the ‘grading’ of
each individual remote locality.
8.2
remote locality assistance will be approved by the commissioner where an
employee is residing in a locality which falls into grade 1, 2, 3 or 4.
8.3
remote locality assistance allowance is payable to an employee living in a
designated remote locality, in accordance with the australian standard
geographical classification (asgc) remoteness structure and the criteria
set out in clause 12.2 of the aps award.
8.4
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1745 | travel | employees travelling overseas on commission business.
page 45 of 80
part 8 – remote locality assistance
8.1
the level of remote locality assistance varies according to the ‘grading’ of
each individual remote locality.
8.2
remote locality assistance will be approved by the commissioner where an
employee is residing in a locality which falls into grade 1, 2, 3 or 4.
8.3
remote locality assistance allowance is payable to an employee living in a
designated remote locality, in accordance with the australian standard
geographical classification (asgc) remoteness structure and the criteria
set out in clause 12.2 of the aps award.
8.4
the annual rate of remote locality assistance allowance payable for each
grade of remote locality is listed in the remote locality assistance table at 8.9
below.
8.5
|
| NDIS enterprise-agreement-2019-2022_0.txt | 1777 | travel | practical fare’ to travel from the locality to the nearest capital city and return
for leave of absence.
8.6
the accrual rate of the leave fare for employees stationed permanently for
each grade of remote locality is indicated in remote locality assistance table
at 8.9 below.
8.7
the commissioner may also approve fares reimbursement for employees and
their dependants living in a commission designated remote locality in the
following circumstances:
•
for medical, emergency dental or specialist medical treatment for the
employee and any dependants or a spouse or partner residing with them;
or
•
where a family member of the employee or the employee’s spouse dies or
becomes dangerously or critically ill; or
page 46 of 80
•
for the cost of up to two student travel concession fares per 12 month |
| NDIS enterprise-agreement-2019-2022_0.txt | 1806 | travel | for the cost of up to two student travel concession fares per 12 month
period reasonably incurred for return travel by each child from the place
where he or she attends school to the employee’s locality.
8.8
employees living in commission designated remote localities will accrue
additional annual leave as indicated for each grade of remote locality listed in
the table at 8.9 below.
8.9
remote locality assistance table
additional
with
without
dependants
dependants
per year
per year
1
$4,004 |
| NDIS enterprise-agreement-2019-2022_0.txt | 1807 | travel | period reasonably incurred for return travel by each child from the place
where he or she attends school to the employee’s locality.
8.8
employees living in commission designated remote localities will accrue
additional annual leave as indicated for each grade of remote locality listed in
the table at 8.9 below.
8.9
remote locality assistance table
additional
with
without
dependants
dependants
per year
per year
1
$4,004
|
| NDIS enterprise-agreement-2019-2022_0.txt | 2040 | long service leave | government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976;
•
service with the commonwealth (other than service with a joint
commonwealth-state body or a body corporate in which the
commonwealth does not have a controlling interest) which is recognised
for long service leave purposes;
•
service with the australian defence forces; and
•
service in another organisation where:
-
an employee was transferred from the aps to that organisation to
give effect to an administrative re-arrangement; or
-
an employee engaged by that organisation on work within a function
is appointed as a result of the transfer of that function to the aps, and
such service is recognised for long service leave purposes.
9.24 for earlier periods of service as defined above to count there must be no
breaks between the periods except where: |
| NDIS enterprise-agreement-2019-2022_0.txt | 2048 | long service leave | for long service leave purposes;
•
service with the australian defence forces; and
•
service in another organisation where:
-
an employee was transferred from the aps to that organisation to
give effect to an administrative re-arrangement; or
-
an employee engaged by that organisation on work within a function
is appointed as a result of the transfer of that function to the aps, and
such service is recognised for long service leave purposes.
9.24 for earlier periods of service as defined above to count there must be no
breaks between the periods except where:
page 51 of 80
•
the break in service is less than 1 month and occurs where an offer of
employment with the new employer was made and accepted by the
employee before ceasing employment with the preceding employer; or
|
| NDIS enterprise-agreement-2019-2022_0.txt | 2066 | long service leave | such service is recognised for long service leave purposes.
9.24 for earlier periods of service as defined above to count there must be no
breaks between the periods except where:
page 51 of 80
•
the break in service is less than 1 month and occurs where an offer of
employment with the new employer was made and accepted by the
employee before ceasing employment with the preceding employer; or
•
the earlier period of service was with the aps and ceased because the
employee was deemed to have resigned from the aps on marriage under
the repealed section 49 of the public service act 1922.
service not to count as service for redundancy pay purposes
9.25 absences from duty which do not count as service for long service leave
purposes will not count as service for redundancy pay purposes.
9.26 periods of service that will not count as service for redundancy pay purposes
are periods of service that ceased by way of:
•
termination under section 29 of the ps act; or
•
prior to the commencement of the ps act, by way of redundancy; |
| NDIS enterprise-agreement-2019-2022_0.txt | 2085 | long service leave | 9.25 absences from duty which do not count as service for long service leave
purposes will not count as service for redundancy pay purposes.
9.26 periods of service that will not count as service for redundancy pay purposes
are periods of service that ceased by way of:
•
termination under section 29 of the ps act; or
•
prior to the commencement of the ps act, by way of redundancy;
forfeiture of office, retirement on the grounds of invalidity, inefficiency or
loss of qualifications; dismissal or termination of probationary appointment
for reasons of unsatisfactory service; or
•
voluntary retirement at or above the minimum retiring age applicable to
the employee; or
•
payment of a redundancy benefit or a similar payment or an employerfinanced retirement benefit.
period of notice – termination with a voluntary redundancy
9.27 employees over 45 years of age with at least 5 years continuous service will
be given 5 weeks’ notice. all other employees will be given four weeks’ notice.
9.28 if an employee requests, and the commissioner agrees, that their employment
be terminated within this notice period, they will be paid compensation for the
unexpired portion of the notice period equal to the hours they would have |
| NDIS enterprise-agreement-2019-2022_0.txt | 2122 | travel | travel and incidental expenses.
involuntary redundancy, retention, redeployment and
reduction
retention period
9.30 an excess employee who does not agree to be retrenched with the payment of
a redundancy benefit will be entitled to the following period of retention,
commencing from the date 1 month after the employee received their offer of
voluntary redundancy:
•
13 months where the employee has 20 or more years of service or is over
45 years of age; or
•
9.31
7 months for all other employees.
if an employee is entitled to a redundancy payment under the nes, the
retention period at clause 9.30 will be reduced by the number of weeks
redundancy pay that the employee will be entitled to under the nes on
termination, as at the expiration of the retention period (as adjusted by this
clause).
9.32
the retention period will not be extended by periods of leave taken by the
excess employee unless, after considering the circumstances of the individual
case, the commissioner deems an extension as a result of a period of leave
taken to be reasonable. |
| NDIS enterprise-agreement-2019-2022_0.txt | 2207 | travel | meeting reasonable travel and incidental expenses when seeking alternative
employment, where these are not met by the prospective employer.
reduction in classification
9.38 where the commissioner proposes to reduce an excess employee’s
classification as a means of securing alternative employment, the employee
will be given 4 weeks’ notice or, if over 45 years of age with at least 5 years’
continuous service, will be given 5 weeks’ notice.
page 54 of 80
9.39 if reduction occurs before the end of the retention period, the employee will
receive payments to maintain the employee’s salary level for the balance of
the retention period.
period of notice – termination of the retention period
9.40 an excess employee’s employment will be terminated under s.29 of the ps act
at the end of their retention period.
9.41 where an excess employee’s employment is to be terminated they will be
given 4 weeks’ notice. employees over 45 years of age with at least 5 years’
continuous service will be given 5 weeks’ notice. this notice period will, as far
as practicable, be concurrent with the employee’s retention period.
9.42 if an employee’s employment is terminated within this notice period, they will
be paid compensation for the unexpired portion of the notice period equal to
the hours they would have worked during the notice period had their
employment not been terminated.
page 55 of 80
part 10 – consultation
10.1 this part applies if the commission:
a) has made a definite decision to introduce a major change to production, |
| NDIS enterprise-agreement-2019-2022_0.txt | 2542 | bandwidth | bandwidth hours of 7.00am to 7.00pm, monday to friday, and/or on a
saturday, sunday, public holiday or a closedown period for an ongoing or
fixed period.
“term transfer” means the transfer, notified in writing, of an employee from
one locality to another for a fixed period (usually 1 to 3 years) to undertake
page 63 of 80
specific duties. the written notification of such a transfer should specify both
the date of effect of the transfer and its anticipated duration.
page 64 of 80
appendix a - salaries and classification structures
a.1
the following annual salary rates will apply to commission employees (prorata for part-time employees) employed in the classifications shown in the
tables below. the fortnightly rate of salary is calculated using the following
formula: annual rate of pay multiplied by 12 and divided by 313.
classification
previous
salary
2%
2%
2% |
| Department of Employment and Workplace Relations.txt | 485 | salary advancement | receiving salary advancement at the tpl classification under the salary advancement
provisions of this ea, will be paid at the higher tpl salary rate from the date of promotion or
movement.
unless the secretary determines a higher salary, an existing ongoing aps employee moving to
the department at the same classification level, whose salary immediately prior to transfer is
below the maximum salary in the department for that aps classification, will have their salary
rates set within the salary range for that classification at a rate closest to, but no lower than
the existing salary.
unless the secretary determines otherwise, an existing ongoing aps employee moving to the
department at the same classification level, whose salary in their previous aps agency exceeds
the maximum salary in the department for that classification, will be maintained on that salary
10
until such time as the salary differential is absorbed by departmental salary increases at the
relevant classification level.
where an ongoing employee’s salary exceeds the maximum salary range at the relevant
departmental classification level and is set by an individual flexibility arrangement (ifa) under
an enterprise agreement or an instrument other than an enterprise agreement, the secretary
will determine the salary on movement to the department.
clauses 36-40 do not apply to a departmental employee returning to the department following
a temporary movement with another agency.
if an employee’s salary is set in error at the time of engagement or promotion, the secretary
may subsequently determine that the employee’s salary may be adjusted within the relevant
classification with effect from the date of their engagement or promotion.
salary on reduction
where an ongoing employee requests or agrees in writing to perform work at a lower
classification level for a specified period, salary will be determined by the secretary at a rate
applicable to the lower level for the period specified. the rate will normally be the top of the
range of the lower classification. |
| Department of Employment and Workplace Relations.txt | 519 | salary advancement | salary advancement
on 15 july each year, an ongoing employee (excluding employees under the department’s
training broadband), who is not already on the maximum salary, will be eligible for salary
advancement to the next pay point in their classification if the employee:
a.
has performed duties:
i. in the department; or
ii. in the performance year ending on 15 july 2022, in the former department of
education, skills and employment,
at that classification level or higher for a period of three continuous months or
more in the performance cycle; and
b.
has received ratings of ‘meets expectations’ (or equivalent) for both business
deliverables and observable work behaviours as part of the end cycle performance
appraisal ending 30 june each year.
salary advancement provisions for government lawyers are outlined in attachment c.
salary advancement and temporary performance loading
where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary
advancement at both their temporary performance and substantive levels, if they are not
already on the maximum salary, effective from 15 july, where the employee:
a.
was in receipt of continuous tpl at the same classification or higher and salary level from
1 april to 15 july that year and
b. |
| Department of Employment and Workplace Relations.txt | 538 | salary advancement | salary advancement provisions for government lawyers are outlined in attachment c.
salary advancement and temporary performance loading
where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary
advancement at both their temporary performance and substantive levels, if they are not
already on the maximum salary, effective from 15 july, where the employee:
a.
was in receipt of continuous tpl at the same classification or higher and salary level from
1 april to 15 july that year and
b.
has received ratings of ‘meets expectations’ for both business deliverables and
observable work behaviours at the tpl classification as part of the end cycle performance
appraisal ending 30 june that year.
where there is a break in tpl between 30 june and 15 july of the same calendar year the
employee is still eligible for salary advancement at both levels.
11
an ongoing employee who is promoted or moved within the broadband between 1 april and
15 july each year, and was in receipt of continuous tpl at the same classification and salary
level from 1 april to immediately before the promotion, will be eligible for salary advancement
subject to meeting the requirements in clause 45.
part time employees
remuneration and other benefits for part time employees will be calculated on a pro rata basis
according to hours worked, with the exception of reimbursement benefits and expense-related
allowances, which will be paid at the same amount as full time employees.
casual employees
casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on |
| Department of Employment and Workplace Relations.txt | 539 | salary advancement | salary advancement and temporary performance loading
where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary
advancement at both their temporary performance and substantive levels, if they are not
already on the maximum salary, effective from 15 july, where the employee:
a.
was in receipt of continuous tpl at the same classification or higher and salary level from
1 april to 15 july that year and
b.
has received ratings of ‘meets expectations’ for both business deliverables and
observable work behaviours at the tpl classification as part of the end cycle performance
appraisal ending 30 june that year.
where there is a break in tpl between 30 june and 15 july of the same calendar year the
employee is still eligible for salary advancement at both levels.
11
an ongoing employee who is promoted or moved within the broadband between 1 april and
15 july each year, and was in receipt of continuous tpl at the same classification and salary
level from 1 april to immediately before the promotion, will be eligible for salary advancement
subject to meeting the requirements in clause 45.
part time employees
remuneration and other benefits for part time employees will be calculated on a pro rata basis
according to hours worked, with the exception of reimbursement benefits and expense-related
allowances, which will be paid at the same amount as full time employees.
casual employees
casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on
which the employee is not rostered to work and all paid leave entitlements, except long service |
| Department of Employment and Workplace Relations.txt | 555 | salary advancement | employee is still eligible for salary advancement at both levels.
11
an ongoing employee who is promoted or moved within the broadband between 1 april and
15 july each year, and was in receipt of continuous tpl at the same classification and salary
level from 1 april to immediately before the promotion, will be eligible for salary advancement
subject to meeting the requirements in clause 45.
part time employees
remuneration and other benefits for part time employees will be calculated on a pro rata basis
according to hours worked, with the exception of reimbursement benefits and expense-related
allowances, which will be paid at the same amount as full time employees.
casual employees
casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on
which the employee is not rostered to work and all paid leave entitlements, except long service
leave. casual employees are entitled to access unpaid compassionate leave and unpaid carers
leave of two days per each permissible occasion.
the employee's salary rate and casual loading under clause 51 includes payment for the casual
loading the employee is entitled to receive under the aps award.
casual loading is not paid for overtime.
supported salary rates
supported wage rates as set out in attachment g will apply to an employee with disability who
is eligible for consideration under the supported wage system.
junior rates
junior rates of pay are only applicable to the aps 1 classification as detailed in attachments a
and b.
superannuation
the department will provide employer superannuation contributions in accordance with the
relevant legislative requirements.
the department will provide employer superannuation contributions to members of the pssap
of no less than 15.4% fortnightly contribution salary. |
| Department of Employment and Workplace Relations.txt | 560 | salary advancement | level from 1 april to immediately before the promotion, will be eligible for salary advancement
subject to meeting the requirements in clause 45.
part time employees
remuneration and other benefits for part time employees will be calculated on a pro rata basis
according to hours worked, with the exception of reimbursement benefits and expense-related
allowances, which will be paid at the same amount as full time employees.
casual employees
casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on
which the employee is not rostered to work and all paid leave entitlements, except long service
leave. casual employees are entitled to access unpaid compassionate leave and unpaid carers
leave of two days per each permissible occasion.
the employee's salary rate and casual loading under clause 51 includes payment for the casual
loading the employee is entitled to receive under the aps award.
casual loading is not paid for overtime.
supported salary rates
supported wage rates as set out in attachment g will apply to an employee with disability who
is eligible for consideration under the supported wage system.
junior rates
junior rates of pay are only applicable to the aps 1 classification as detailed in attachments a
and b.
superannuation
the department will provide employer superannuation contributions in accordance with the
relevant legislative requirements.
the department will provide employer superannuation contributions to members of the pssap
of no less than 15.4% fortnightly contribution salary.
the department will provide employer superannuation contributions to members of a fund
other than css, pss or pssap of no less than 15.4% ordinary time earnings.
for employees who take paid and/or unpaid parental leave (which includes maternity,
supporting partner, adoption and foster care leave), employer contributions will be made for a
period equal to a maximum of 52 weeks or as required by applicable legislation and fund |
| Department of Employment and Workplace Relations.txt | 573 | overtime | casual loading is not paid for overtime.
supported salary rates
supported wage rates as set out in attachment g will apply to an employee with disability who
is eligible for consideration under the supported wage system.
junior rates
junior rates of pay are only applicable to the aps 1 classification as detailed in attachments a
and b.
superannuation
the department will provide employer superannuation contributions in accordance with the
relevant legislative requirements.
the department will provide employer superannuation contributions to members of the pssap
of no less than 15.4% fortnightly contribution salary.
the department will provide employer superannuation contributions to members of a fund
other than css, pss or pssap of no less than 15.4% ordinary time earnings.
for employees who take paid and/or unpaid parental leave (which includes maternity,
supporting partner, adoption and foster care leave), employer contributions will be made for a
period equal to a maximum of 52 weeks or as required by applicable legislation and fund
requirements . contributions will be based on the employer contribution amount in the full pay
period immediately prior to commencing leave.
the secretary may choose to limit superannuation choice to complying superannuation funds
that meet the superstream standard.
any fees applied by a chosen fund associated with the administration of superannuation
contributions will be borne by the employee.
salary packaging
employees may access salary packaging and may package up to 100% of salary.
where an employee elects to access salary packaging, the employee’s salary for the purposes
of superannuation, severance and termination payments, and any other purposes, will be
determined as if the salary packaging arrangement had not occurred.
12
|
| Department of Employment and Workplace Relations.txt | 587 | parental leave | for employees who take paid and/or unpaid parental leave (which includes maternity,
supporting partner, adoption and foster care leave), employer contributions will be made for a
period equal to a maximum of 52 weeks or as required by applicable legislation and fund
requirements . contributions will be based on the employer contribution amount in the full pay
period immediately prior to commencing leave.
the secretary may choose to limit superannuation choice to complying superannuation funds
that meet the superstream standard.
any fees applied by a chosen fund associated with the administration of superannuation
contributions will be borne by the employee.
salary packaging
employees may access salary packaging and may package up to 100% of salary.
where an employee elects to access salary packaging, the employee’s salary for the purposes
of superannuation, severance and termination payments, and any other purposes, will be
determined as if the salary packaging arrangement had not occurred.
12
part d – capability development
the department is committed to promoting and supporting workplace diversity and inclusion,
creating an environment that values the contributions of people with different experiences and
perspectives regardless of their race, gender identity, sexual orientation, intersex status, age,
disability, language or cultural and linguistically diverse backgrounds.
the department is an inclusive organisation that values fairness, equity and diversity,
consistent with aps values and code of conduct.
study assistance
an employee undertaking formal study may be eligible to apply for study assistance, which
may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours
per week paid leave (15 hours for aboriginal and torres strait islander employees), that can
be used weekly, accumulated and used as a leave bank or both.
performance management arrangements
employees must participate in the department’s performance management arrangements. the |
| Department of Employment and Workplace Relations.txt | 596 | salary packaging | salary packaging
employees may access salary packaging and may package up to 100% of salary.
where an employee elects to access salary packaging, the employee’s salary for the purposes
of superannuation, severance and termination payments, and any other purposes, will be
determined as if the salary packaging arrangement had not occurred.
12
part d – capability development
the department is committed to promoting and supporting workplace diversity and inclusion,
creating an environment that values the contributions of people with different experiences and
perspectives regardless of their race, gender identity, sexual orientation, intersex status, age,
disability, language or cultural and linguistically diverse backgrounds.
the department is an inclusive organisation that values fairness, equity and diversity,
consistent with aps values and code of conduct.
study assistance
an employee undertaking formal study may be eligible to apply for study assistance, which
may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours
per week paid leave (15 hours for aboriginal and torres strait islander employees), that can
be used weekly, accumulated and used as a leave bank or both.
performance management arrangements
employees must participate in the department’s performance management arrangements. the
performance management cycle runs from july to june each year.
all employees will be required to have a current performance agreement, except non-ongoing
employees engaged for less than three months.
for more information about the performance management processes, including the
responsibilities, rights and obligations of managers and employees in managing performance,
employees should consult the performance management policy.
managing underperformance
where underperformance is identified, the department will work with affected employees and
their managers to attain and sustain the standards required. |
| Department of Employment and Workplace Relations.txt | 597 | salary packaging | employees may access salary packaging and may package up to 100% of salary.
where an employee elects to access salary packaging, the employee’s salary for the purposes
of superannuation, severance and termination payments, and any other purposes, will be
determined as if the salary packaging arrangement had not occurred.
12
part d – capability development
the department is committed to promoting and supporting workplace diversity and inclusion,
creating an environment that values the contributions of people with different experiences and
perspectives regardless of their race, gender identity, sexual orientation, intersex status, age,
disability, language or cultural and linguistically diverse backgrounds.
the department is an inclusive organisation that values fairness, equity and diversity,
consistent with aps values and code of conduct.
study assistance
an employee undertaking formal study may be eligible to apply for study assistance, which
may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours
per week paid leave (15 hours for aboriginal and torres strait islander employees), that can
be used weekly, accumulated and used as a leave bank or both.
performance management arrangements
employees must participate in the department’s performance management arrangements. the
performance management cycle runs from july to june each year.
all employees will be required to have a current performance agreement, except non-ongoing
employees engaged for less than three months.
for more information about the performance management processes, including the
responsibilities, rights and obligations of managers and employees in managing performance,
employees should consult the performance management policy.
managing underperformance
where underperformance is identified, the department will work with affected employees and
their managers to attain and sustain the standards required.
underperformance is when a manager makes an assessment that an employee’s performance |
| Department of Employment and Workplace Relations.txt | 598 | salary packaging | where an employee elects to access salary packaging, the employee’s salary for the purposes
of superannuation, severance and termination payments, and any other purposes, will be
determined as if the salary packaging arrangement had not occurred.
12
part d – capability development
the department is committed to promoting and supporting workplace diversity and inclusion,
creating an environment that values the contributions of people with different experiences and
perspectives regardless of their race, gender identity, sexual orientation, intersex status, age,
disability, language or cultural and linguistically diverse backgrounds.
the department is an inclusive organisation that values fairness, equity and diversity,
consistent with aps values and code of conduct.
study assistance
an employee undertaking formal study may be eligible to apply for study assistance, which
may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours
per week paid leave (15 hours for aboriginal and torres strait islander employees), that can
be used weekly, accumulated and used as a leave bank or both.
performance management arrangements
employees must participate in the department’s performance management arrangements. the
performance management cycle runs from july to june each year.
all employees will be required to have a current performance agreement, except non-ongoing
employees engaged for less than three months.
for more information about the performance management processes, including the
responsibilities, rights and obligations of managers and employees in managing performance,
employees should consult the performance management policy.
managing underperformance
where underperformance is identified, the department will work with affected employees and
their managers to attain and sustain the standards required.
underperformance is when a manager makes an assessment that an employee’s performance
does not meet expectations. |
| Department of Employment and Workplace Relations.txt | 600 | salary packaging | determined as if the salary packaging arrangement had not occurred.
12
part d – capability development
the department is committed to promoting and supporting workplace diversity and inclusion,
creating an environment that values the contributions of people with different experiences and
perspectives regardless of their race, gender identity, sexual orientation, intersex status, age,
disability, language or cultural and linguistically diverse backgrounds.
the department is an inclusive organisation that values fairness, equity and diversity,
consistent with aps values and code of conduct.
study assistance
an employee undertaking formal study may be eligible to apply for study assistance, which
may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours
per week paid leave (15 hours for aboriginal and torres strait islander employees), that can
be used weekly, accumulated and used as a leave bank or both.
performance management arrangements
employees must participate in the department’s performance management arrangements. the
performance management cycle runs from july to june each year.
all employees will be required to have a current performance agreement, except non-ongoing
employees engaged for less than three months.
for more information about the performance management processes, including the
responsibilities, rights and obligations of managers and employees in managing performance,
employees should consult the performance management policy.
managing underperformance
where underperformance is identified, the department will work with affected employees and
their managers to attain and sustain the standards required.
underperformance is when a manager makes an assessment that an employee’s performance
does not meet expectations.
the underperformance procedures have been developed under the principles of procedural
fairness, natural justice and provide rights to representation. |
| Department of Employment and Workplace Relations.txt | 610 | study assistance | study assistance
an employee undertaking formal study may be eligible to apply for study assistance, which
may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours
per week paid leave (15 hours for aboriginal and torres strait islander employees), that can
be used weekly, accumulated and used as a leave bank or both.
performance management arrangements
employees must participate in the department’s performance management arrangements. the
performance management cycle runs from july to june each year.
all employees will be required to have a current performance agreement, except non-ongoing
employees engaged for less than three months.
for more information about the performance management processes, including the
responsibilities, rights and obligations of managers and employees in managing performance,
employees should consult the performance management policy.
managing underperformance
where underperformance is identified, the department will work with affected employees and
their managers to attain and sustain the standards required.
underperformance is when a manager makes an assessment that an employee’s performance
does not meet expectations.
the underperformance procedures have been developed under the principles of procedural
fairness, natural justice and provide rights to representation.
for more information on managing underperformance, employees should consult the
underperformance procedures.
13
part e – allowances
health allowance
to assist the promotion of good health, the department will provide each employee with a
health related allowance to be paid as a lump sum on the first full pay period on or after
1 september each year as follows: |
| Department of Employment and Workplace Relations.txt | 611 | study assistance | an employee undertaking formal study may be eligible to apply for study assistance, which
may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours
per week paid leave (15 hours for aboriginal and torres strait islander employees), that can
be used weekly, accumulated and used as a leave bank or both.
performance management arrangements
employees must participate in the department’s performance management arrangements. the
performance management cycle runs from july to june each year.
all employees will be required to have a current performance agreement, except non-ongoing
employees engaged for less than three months.
for more information about the performance management processes, including the
responsibilities, rights and obligations of managers and employees in managing performance,
employees should consult the performance management policy.
managing underperformance
where underperformance is identified, the department will work with affected employees and
their managers to attain and sustain the standards required.
underperformance is when a manager makes an assessment that an employee’s performance
does not meet expectations.
the underperformance procedures have been developed under the principles of procedural
fairness, natural justice and provide rights to representation.
for more information on managing underperformance, employees should consult the
underperformance procedures.
13
part e – allowances
health allowance
to assist the promotion of good health, the department will provide each employee with a
health related allowance to be paid as a lump sum on the first full pay period on or after
1 september each year as follows:
a. |
| Department of Employment and Workplace Relations.txt | 648 | maternity leave | employees who have commenced a period of lwop (other than maternity leave without pay)
for a period of six months or more on or before 1 september each year will not be entitled to
receive the health related allowance for that year.
school holiday care allowance
the department will contribute to the cost of school holiday care for primary school children of
employees required to work. if more than one carer works for the department, the allowance
will only be paid when they are both at work.
on production of a receipt from an approved school holiday programme provider, the
department will reimburse up to a maximum of $18 per child per day up to $180 per family
per week.
departmental liaison officer (dlo) allowance
an employee who receives the annual dlo allowance is not entitled to claim for flex time or
any overtime worked while performing the duties of dlo. the rate of dlo allowance is
$20,789 per annum.
workplace responsibility allowance
an ongoing employee is entitled to a workplace responsibility allowance of $28 per fortnight
where they are appointed to a workplace responsibility role and have successfully completed
any training programmes and/or refresher courses required.
a workplace responsibility role includes a first aid officer, emergency warden or health and
safety representative.
if an employee undertakes more than one of the recognised workplace responsibilities they will
not be entitled to multiple payment of the workplace responsibility allowance.
community and indigenous australian languages allowance
where the secretary determines there is a continuing need to utilise an employee's particular
language skills for communication (in languages other than english including deaf
communication skills) in providing client or staff services, the employee will be entitled to the
allowance provided in clause 11.15 of the aps award.
where an employee is accredited to a fluent level in a recognised community or indigenous
australian language by an appropriate individual or body, and where the employee is required
to utilise the language in the delivery of the department’s programmes, the employee is |
| Department of Employment and Workplace Relations.txt | 660 | overtime | any overtime worked while performing the duties of dlo. the rate of dlo allowance is
$20,789 per annum.
workplace responsibility allowance
an ongoing employee is entitled to a workplace responsibility allowance of $28 per fortnight
where they are appointed to a workplace responsibility role and have successfully completed
any training programmes and/or refresher courses required.
a workplace responsibility role includes a first aid officer, emergency warden or health and
safety representative.
if an employee undertakes more than one of the recognised workplace responsibilities they will
not be entitled to multiple payment of the workplace responsibility allowance.
community and indigenous australian languages allowance
where the secretary determines there is a continuing need to utilise an employee's particular
language skills for communication (in languages other than english including deaf
communication skills) in providing client or staff services, the employee will be entitled to the
allowance provided in clause 11.15 of the aps award.
where an employee is accredited to a fluent level in a recognised community or indigenous
australian language by an appropriate individual or body, and where the employee is required
to utilise the language in the delivery of the department’s programmes, the employee is
eligible to receive an allowance of $1,700 per annum instead of the allowance at clause 82,
which includes payment for any similar entitlement payable under the aps award.
cadet book and equipment
a cadet employee is entitled to reimbursement for all compulsory fees paid and reasonable
expenses incurred for books and equipment during the year relating to the approved study
paid for that year.
14
remote localities assistance (rla)
where an employee is engaged or relocated to a remote locality, assistance will be provided.
four categories have been determined for payment of rla, depending on the level of
remoteness. the amount payable per annum for the life of the determination is at |
| Department of Employment and Workplace Relations.txt | 721 | travel | department, relocation assistance for the removal of furniture and effects and travel to the
new locality may be provided at the discretion of the secretary.
any assistance provided will take into account the business requirements and the monetary
limits of the relocation provisions for employee initiated moves.
employer initiated transfers
where the department initiates the transfer, term transfer or temporary transfer of greater
than 13 weeks from one locality to another, the employee may request a relocation assistance
package for reimbursement of reasonable expenses.
where the transfer is initiated by the department, and the employee is an "eligible employee"
for the purposes of clause 11.5 of the aps award, the employee will be entitled to the greater
of:
a.
the entitlements in clause 96 (which includes payment for any similar entitlements
payable under the aps award); or
b.
the entitlements in clause 11.5 of the aps award (in which case the entitlements in clause
96 are not payable).
employee initiated transfer
where an employee of the department applies for promotion or transfer at level which involves
permanently moving from one geographic locality to another, the employee may request a
relocation assistance package for reimbursement of reasonable expenses.
employees requesting transfer to another locality for personal reasons are generally not
eligible for relocation assistance.
where the transfer or promotion is initiated by the employee, and the employee is an
"eligible employee" for the purposes of clause 11.5 of the aps award, the employee will be
entitled to the greater of: |
| Department of Employment and Workplace Relations.txt | 782 | travel | part f – travel
travel expenditure
an employee who undertakes travel on official business and is required to be away from
home overnight will be entitled to have actual travel expenditure within the indicative daily
cap paid for or reimbursed by the department. for further information, employees should
consult the travel policy.
where the secretary decides that the accommodation rate is insufficient in specific
circumstances, a higher rate may be approved.
employees whose travel includes an overnight stay may withdraw up to $40 for incidentals
and meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation
and other meals or incidental costs by the amount withdrawn.
where an employee chooses to stay in non-commercial accommodation, employees may
access up to $55 per night to meet expenses associated with staying in non-commercial
accommodation.
part day travel
where an employee is required to travel for official business purposes for a period of ten
hours or more but no overnight stay is required, a part day travel allowance of $40 will be
payable to employees.
reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside |
| Department of Employment and Workplace Relations.txt | 783 | travel | travel expenditure
an employee who undertakes travel on official business and is required to be away from
home overnight will be entitled to have actual travel expenditure within the indicative daily
cap paid for or reimbursed by the department. for further information, employees should
consult the travel policy.
where the secretary decides that the accommodation rate is insufficient in specific
circumstances, a higher rate may be approved.
employees whose travel includes an overnight stay may withdraw up to $40 for incidentals
and meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation
and other meals or incidental costs by the amount withdrawn.
where an employee chooses to stay in non-commercial accommodation, employees may
access up to $55 per night to meet expenses associated with staying in non-commercial
accommodation.
part day travel
where an employee is required to travel for official business purposes for a period of ten
hours or more but no overnight stay is required, a part day travel allowance of $40 will be
payable to employees.
reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm. |
| Department of Employment and Workplace Relations.txt | 784 | travel | an employee who undertakes travel on official business and is required to be away from
home overnight will be entitled to have actual travel expenditure within the indicative daily
cap paid for or reimbursed by the department. for further information, employees should
consult the travel policy.
where the secretary decides that the accommodation rate is insufficient in specific
circumstances, a higher rate may be approved.
employees whose travel includes an overnight stay may withdraw up to $40 for incidentals
and meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation
and other meals or incidental costs by the amount withdrawn.
where an employee chooses to stay in non-commercial accommodation, employees may
access up to $55 per night to meet expenses associated with staying in non-commercial
accommodation.
part day travel
where an employee is required to travel for official business purposes for a period of ten
hours or more but no overnight stay is required, a part day travel allowance of $40 will be
payable to employees.
reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership |
| Department of Employment and Workplace Relations.txt | 785 | travel | home overnight will be entitled to have actual travel expenditure within the indicative daily
cap paid for or reimbursed by the department. for further information, employees should
consult the travel policy.
where the secretary decides that the accommodation rate is insufficient in specific
circumstances, a higher rate may be approved.
employees whose travel includes an overnight stay may withdraw up to $40 for incidentals
and meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation
and other meals or incidental costs by the amount withdrawn.
where an employee chooses to stay in non-commercial accommodation, employees may
access up to $55 per night to meet expenses associated with staying in non-commercial
accommodation.
part day travel
where an employee is required to travel for official business purposes for a period of ten
hours or more but no overnight stay is required, a part day travel allowance of $40 will be
payable to employees.
reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in |
| Department of Employment and Workplace Relations.txt | 787 | travel | consult the travel policy.
where the secretary decides that the accommodation rate is insufficient in specific
circumstances, a higher rate may be approved.
employees whose travel includes an overnight stay may withdraw up to $40 for incidentals
and meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation
and other meals or incidental costs by the amount withdrawn.
where an employee chooses to stay in non-commercial accommodation, employees may
access up to $55 per night to meet expenses associated with staying in non-commercial
accommodation.
part day travel
where an employee is required to travel for official business purposes for a period of ten
hours or more but no overnight stay is required, a part day travel allowance of $40 will be
payable to employees.
reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance |
| Department of Employment and Workplace Relations.txt | 790 | travel | employees whose travel includes an overnight stay may withdraw up to $40 for incidentals
and meals, from an automatic teller machine without the requirement to provide receipts of
expenditure. any cash withdrawal will reduce the daily rates available for accommodation
and other meals or incidental costs by the amount withdrawn.
where an employee chooses to stay in non-commercial accommodation, employees may
access up to $55 per night to meet expenses associated with staying in non-commercial
accommodation.
part day travel
where an employee is required to travel for official business purposes for a period of ten
hours or more but no overnight stay is required, a part day travel allowance of $40 will be
payable to employees.
reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time. |
| Department of Employment and Workplace Relations.txt | 797 | travel | part day travel
where an employee is required to travel for official business purposes for a period of ten
hours or more but no overnight stay is required, a part day travel allowance of $40 will be
payable to employees.
reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a. |
| Department of Employment and Workplace Relations.txt | 798 | travel | where an employee is required to travel for official business purposes for a period of ten
hours or more but no overnight stay is required, a part day travel allowance of $40 will be
payable to employees.
reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
|
| Department of Employment and Workplace Relations.txt | 799 | travel | hours or more but no overnight stay is required, a part day travel allowance of $40 will be
payable to employees.
reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family |
| Department of Employment and Workplace Relations.txt | 799 | travel allowance | hours or more but no overnight stay is required, a part day travel allowance of $40 will be
payable to employees.
reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family |
| Department of Employment and Workplace Relations.txt | 801 | travel | reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
|
| Department of Employment and Workplace Relations.txt | 801 | travel allowance | reviewed travel allowance
payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
|
| Department of Employment and Workplace Relations.txt | 802 | travel | payment arrangements and the level of entitlement for travel expenses will be reviewed
after 21 days away from home (in the one location) and paid on the basis of reasonable
actual expenses or an alternative package of assistance approved by the secretary. a trip
home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b. |
| Department of Employment and Workplace Relations.txt | 805 | travel | home will not be regarded as a break for the purposes of determining reviewed travel
allowance.
recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b.
a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously |
| Department of Employment and Workplace Relations.txt | 807 | travel | recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b.
a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously
ill family member.
|
| Department of Employment and Workplace Relations.txt | 807 | recognition of travel time | recognition of travel time
for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b.
a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously
ill family member.
|
| Department of Employment and Workplace Relations.txt | 808 | travel | for aps 1–6 (and equivalent) employees, travel on official business undertaken between
7:00 am to 7:00 pm may be recorded as flex time.
travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b.
a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously
ill family member.
the assistance may comprise: |
| Department of Employment and Workplace Relations.txt | 810 | travel | travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b.
a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously
ill family member.
the assistance may comprise:
a.
|
| Department of Employment and Workplace Relations.txt | 810 | overtime | travel time will not be paid as overtime.
reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b.
a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously
ill family member.
the assistance may comprise:
a.
|
| Department of Employment and Workplace Relations.txt | 811 | travel | reasonable time off in lieu may be granted where employees are directed to travel outside
the hours of 7:00 am to 7:00 pm.
airline lounge membership
where it is anticipated that eight or more business trips will be required to be undertaken in
a 12 month period, airline lounge membership is available for that period.
motor vehicle allowance
where the secretary authorises an employee to use their private vehicle for official business
purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b.
a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously
ill family member.
the assistance may comprise:
a.
reimbursement to the employee for the cost of an economy return airfare in respect of |
| Department of Employment and Workplace Relations.txt | 818 | travel | purposes, the employee will be paid a motor vehicle allowance in accordance with the travel
policy, as updated from time to time.
17
emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b.
a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously
ill family member.
the assistance may comprise:
a.
reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b.
where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
|
| Department of Employment and Workplace Relations.txt | 823 | travel | emergency situations while travelling on official business
assistance may be authorised by the secretary in situations where, while an employee is
travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b.
a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously
ill family member.
the assistance may comprise:
a.
reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b.
where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
family care expenses when travelling
when an employee with family caring responsibilities is required to travel away from home
for official purposes, the department will provide reimbursement on production of receipts
for the full cost of ‘additional commercial care’ (over normal caring arrangements).
where commercial care is not available, the secretary has the discretion to approve the cost |
| Department of Employment and Workplace Relations.txt | 825 | travel | travelling on official business:
a.
an employee becomes critically or dangerously ill and the employee’s partner or a family
member travels to visit the employee or
b.
a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously
ill family member.
the assistance may comprise:
a.
reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b.
where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
family care expenses when travelling
when an employee with family caring responsibilities is required to travel away from home
for official purposes, the department will provide reimbursement on production of receipts
for the full cost of ‘additional commercial care’ (over normal caring arrangements).
where commercial care is not available, the secretary has the discretion to approve the cost
of the care provided by other arrangements. this reimbursement will be up to $60 per night
subject to provision of satisfactory evidence. |
| Department of Employment and Workplace Relations.txt | 829 | travel | member travels to visit the employee or
b.
a member of the employee’s family or the employee’s partner’s family dies or becomes
critically or dangerously ill and the employee travels to visit the critically or dangerously
ill family member.
the assistance may comprise:
a.
reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b.
where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
family care expenses when travelling
when an employee with family caring responsibilities is required to travel away from home
for official purposes, the department will provide reimbursement on production of receipts
for the full cost of ‘additional commercial care’ (over normal caring arrangements).
where commercial care is not available, the secretary has the discretion to approve the cost
of the care provided by other arrangements. this reimbursement will be up to $60 per night
subject to provision of satisfactory evidence.
18
part g – flexible working arrangements |
| Department of Employment and Workplace Relations.txt | 834 | travel | critically or dangerously ill and the employee travels to visit the critically or dangerously
ill family member.
the assistance may comprise:
a.
reimbursement to the employee for the cost of an economy return airfare in respect of
travel within australia
b.
where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
family care expenses when travelling
when an employee with family caring responsibilities is required to travel away from home
for official purposes, the department will provide reimbursement on production of receipts
for the full cost of ‘additional commercial care’ (over normal caring arrangements).
where commercial care is not available, the secretary has the discretion to approve the cost
of the care provided by other arrangements. this reimbursement will be up to $60 per night
subject to provision of satisfactory evidence.
18
part g – flexible working arrangements
the department recognises employees have family and personal commitments and is
committed to providing flexibility in working arrangements that allow the department to be
responsive and to assist employees to balance their personal and work commitments.
an employee, including casual employees, may request flexible working arrangements
consistent with the fair work act 2009 (cth) (fw act). |
| Department of Employment and Workplace Relations.txt | 841 | travel | travel within australia
b.
where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
family care expenses when travelling
when an employee with family caring responsibilities is required to travel away from home
for official purposes, the department will provide reimbursement on production of receipts
for the full cost of ‘additional commercial care’ (over normal caring arrangements).
where commercial care is not available, the secretary has the discretion to approve the cost
of the care provided by other arrangements. this reimbursement will be up to $60 per night
subject to provision of satisfactory evidence.
18
part g – flexible working arrangements
the department recognises employees have family and personal commitments and is
committed to providing flexibility in working arrangements that allow the department to be
responsive and to assist employees to balance their personal and work commitments.
an employee, including casual employees, may request flexible working arrangements
consistent with the fair work act 2009 (cth) (fw act).
working hours
all employees are required to maintain a record of attendance.
non-shiftworker full-time employees are required to work 7 hours and 30 minutes per day,
being a total of 37.5 hours per week and 150 hours per four week settlement period. this
time is made up of:
a.
|
| Department of Employment and Workplace Relations.txt | 845 | travel | where the use of a motor vehicle is approved, or is the most appropriate form of travel,
motor vehicle allowance consistent with provisions in this determination.
family care expenses when travelling
when an employee with family caring responsibilities is required to travel away from home
for official purposes, the department will provide reimbursement on production of receipts
for the full cost of ‘additional commercial care’ (over normal caring arrangements).
where commercial care is not available, the secretary has the discretion to approve the cost
of the care provided by other arrangements. this reimbursement will be up to $60 per night
subject to provision of satisfactory evidence.
18
part g – flexible working arrangements
the department recognises employees have family and personal commitments and is
committed to providing flexibility in working arrangements that allow the department to be
responsive and to assist employees to balance their personal and work commitments.
an employee, including casual employees, may request flexible working arrangements
consistent with the fair work act 2009 (cth) (fw act).
working hours
all employees are required to maintain a record of attendance.
non-shiftworker full-time employees are required to work 7 hours and 30 minutes per day,
being a total of 37.5 hours per week and 150 hours per four week settlement period. this
time is made up of:
a.
ordinary hours of work of 7 hours and 21 minutes per day, being a total of 36 hours and
45 minutes per week and 147 hours per four week settlement period; and
b. |
| Department of Employment and Workplace Relations.txt | 848 | travel | family care expenses when travelling
when an employee with family caring responsibilities is required to travel away from home
for official purposes, the department will provide reimbursement on production of receipts
for the full cost of ‘additional commercial care’ (over normal caring arrangements).
where commercial care is not available, the secretary has the discretion to approve the cost
of the care provided by other arrangements. this reimbursement will be up to $60 per night
subject to provision of satisfactory evidence.
18
part g – flexible working arrangements
the department recognises employees have family and personal commitments and is
committed to providing flexibility in working arrangements that allow the department to be
responsive and to assist employees to balance their personal and work commitments.
an employee, including casual employees, may request flexible working arrangements
consistent with the fair work act 2009 (cth) (fw act).
working hours
all employees are required to maintain a record of attendance.
non-shiftworker full-time employees are required to work 7 hours and 30 minutes per day,
being a total of 37.5 hours per week and 150 hours per four week settlement period. this
time is made up of:
a.
ordinary hours of work of 7 hours and 21 minutes per day, being a total of 36 hours and
45 minutes per week and 147 hours per four week settlement period; and
b.
an additional 9 minutes per day, being a total of 45 additional minutes per week or
3 additional hours per settlement period. the employee's salary rate includes payment for |
| Department of Employment and Workplace Relations.txt | 849 | travel | when an employee with family caring responsibilities is required to travel away from home
for official purposes, the department will provide reimbursement on production of receipts
for the full cost of ‘additional commercial care’ (over normal caring arrangements).
where commercial care is not available, the secretary has the discretion to approve the cost
of the care provided by other arrangements. this reimbursement will be up to $60 per night
subject to provision of satisfactory evidence.
18
part g – flexible working arrangements
the department recognises employees have family and personal commitments and is
committed to providing flexibility in working arrangements that allow the department to be
responsive and to assist employees to balance their personal and work commitments.
an employee, including casual employees, may request flexible working arrangements
consistent with the fair work act 2009 (cth) (fw act).
working hours
all employees are required to maintain a record of attendance.
non-shiftworker full-time employees are required to work 7 hours and 30 minutes per day,
being a total of 37.5 hours per week and 150 hours per four week settlement period. this
time is made up of:
a.
ordinary hours of work of 7 hours and 21 minutes per day, being a total of 36 hours and
45 minutes per week and 147 hours per four week settlement period; and
b.
an additional 9 minutes per day, being a total of 45 additional minutes per week or
3 additional hours per settlement period. the employee's salary rate includes payment for
this additional time, including any overtime payable under the aps award. the additional |
| Department of Employment and Workplace Relations.txt | 878 | overtime | this additional time, including any overtime payable under the aps award. the additional
time is treated as part of an employee's ordinary hours for all purposes under this
determination.
shiftworker employees are required to work ordinary hours of 7 hours and 30 minutes per
day averaged over a period of up to 28 days or the employee's roster cycle (whichever is the
longest).
for all non-shiftworker employees:
a.
the default span of hours (bandwidth) during which an employee may work their ordinary
hours is 8:00 am to 6:00 pm, monday to friday. the bandwidth may be varied to an
alternative 10 hour period between 6:00 am and 6:00 pm by agreement between an
employee and the secretary; and
b.
where an employee requests to work ordinary hours during the period:
i.
between 7:00 am and 8:00 am; and/or
ii.
between the end of the bandwidth referred to in clause 124(a) and 7:00 pm,
the employee's salary rate compensates the employee for performing work in that period,
including any overtime or shift penalties payable under the aps award. the time worked
in that period will be treated as part of an employee's ordinary hours for all purposes
under this determination. |
| Department of Employment and Workplace Relations.txt | 888 | bandwidth | the default span of hours (bandwidth) during which an employee may work their ordinary
hours is 8:00 am to 6:00 pm, monday to friday. the bandwidth may be varied to an
alternative 10 hour period between 6:00 am and 6:00 pm by agreement between an
employee and the secretary; and
b.
where an employee requests to work ordinary hours during the period:
i.
between 7:00 am and 8:00 am; and/or
ii.
between the end of the bandwidth referred to in clause 124(a) and 7:00 pm,
the employee's salary rate compensates the employee for performing work in that period,
including any overtime or shift penalties payable under the aps award. the time worked
in that period will be treated as part of an employee's ordinary hours for all purposes
under this determination.
employees must take a meal break at least 30 minutes after five continuous hours of work.
the maximum number of agreed working hours to be worked in a day is 10 hours, unless
also working overtime.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the secretary.
where the secretary requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until they have had an eight hour break plus reasonable travelling time.
where all or some of the employee’s minimum break occurs during ordinary hours, the |
| Department of Employment and Workplace Relations.txt | 889 | bandwidth | hours is 8:00 am to 6:00 pm, monday to friday. the bandwidth may be varied to an
alternative 10 hour period between 6:00 am and 6:00 pm by agreement between an
employee and the secretary; and
b.
where an employee requests to work ordinary hours during the period:
i.
between 7:00 am and 8:00 am; and/or
ii.
between the end of the bandwidth referred to in clause 124(a) and 7:00 pm,
the employee's salary rate compensates the employee for performing work in that period,
including any overtime or shift penalties payable under the aps award. the time worked
in that period will be treated as part of an employee's ordinary hours for all purposes
under this determination.
employees must take a meal break at least 30 minutes after five continuous hours of work.
the maximum number of agreed working hours to be worked in a day is 10 hours, unless
also working overtime.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the secretary.
where the secretary requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until they have had an eight hour break plus reasonable travelling time.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence. |
| Department of Employment and Workplace Relations.txt | 902 | bandwidth | between the end of the bandwidth referred to in clause 124(a) and 7:00 pm,
the employee's salary rate compensates the employee for performing work in that period,
including any overtime or shift penalties payable under the aps award. the time worked
in that period will be treated as part of an employee's ordinary hours for all purposes
under this determination.
employees must take a meal break at least 30 minutes after five continuous hours of work.
the maximum number of agreed working hours to be worked in a day is 10 hours, unless
also working overtime.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the secretary.
where the secretary requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until they have had an eight hour break plus reasonable travelling time.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
arrangements for shiftworkers are contained in attachment e of the determination.
19
ordinary hours – full time employees
an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee
or the manager to accommodate operational or personal requirements.
where agreement cannot be reached on the pattern of ordinary hours, the issue should be
raised with the next level manager. where agreement cannot be reached on the pattern of
ordinary hours, the employee will work a standard day.
part time employees
the department may engage an employee on a part time basis. an employee engaged on a
part time basis does not have an automatic right to vary their part time hours or access full |
| Department of Employment and Workplace Relations.txt | 905 | overtime | including any overtime or shift penalties payable under the aps award. the time worked
in that period will be treated as part of an employee's ordinary hours for all purposes
under this determination.
employees must take a meal break at least 30 minutes after five continuous hours of work.
the maximum number of agreed working hours to be worked in a day is 10 hours, unless
also working overtime.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the secretary.
where the secretary requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until they have had an eight hour break plus reasonable travelling time.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
arrangements for shiftworkers are contained in attachment e of the determination.
19
ordinary hours – full time employees
an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee
or the manager to accommodate operational or personal requirements.
where agreement cannot be reached on the pattern of ordinary hours, the issue should be
raised with the next level manager. where agreement cannot be reached on the pattern of
ordinary hours, the employee will work a standard day.
part time employees
the department may engage an employee on a part time basis. an employee engaged on a
part time basis does not have an automatic right to vary their part time hours or access full
time hours.
a part time employee is an employee whose ordinary hours are less than 150 hours per
settlement period (being made up of 147 ordinary hours plus the additional time referred to |
| Department of Employment and Workplace Relations.txt | 910 | overtime | also working overtime.
employees should not commence work on any day without having at least eight hours plus
reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the secretary.
where the secretary requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until they have had an eight hour break plus reasonable travelling time.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
arrangements for shiftworkers are contained in attachment e of the determination.
19
ordinary hours – full time employees
an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee
or the manager to accommodate operational or personal requirements.
where agreement cannot be reached on the pattern of ordinary hours, the issue should be
raised with the next level manager. where agreement cannot be reached on the pattern of
ordinary hours, the employee will work a standard day.
part time employees
the department may engage an employee on a part time basis. an employee engaged on a
part time basis does not have an automatic right to vary their part time hours or access full
time hours.
a part time employee is an employee whose ordinary hours are less than 150 hours per
settlement period (being made up of 147 ordinary hours plus the additional time referred to
at clause 122(b)). employees are required to work at least three continuous hours on any
agreed working day.
employees who work part time can agree to work outside their agreed ordinary hours and
pattern of work. in such instances, part time aps employees will be entitled to access flex
time provisions, and el employees are entitled to access time off in lieu (toil), subject to |
| Department of Employment and Workplace Relations.txt | 912 | travel | reasonable travelling time minimum break from the previous day’s work, including any
overtime worked, without specific approval from the secretary.
where the secretary requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until they have had an eight hour break plus reasonable travelling time.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
arrangements for shiftworkers are contained in attachment e of the determination.
19
ordinary hours – full time employees
an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee
or the manager to accommodate operational or personal requirements.
where agreement cannot be reached on the pattern of ordinary hours, the issue should be
raised with the next level manager. where agreement cannot be reached on the pattern of
ordinary hours, the employee will work a standard day.
part time employees
the department may engage an employee on a part time basis. an employee engaged on a
part time basis does not have an automatic right to vary their part time hours or access full
time hours.
a part time employee is an employee whose ordinary hours are less than 150 hours per
settlement period (being made up of 147 ordinary hours plus the additional time referred to
at clause 122(b)). employees are required to work at least three continuous hours on any
agreed working day.
employees who work part time can agree to work outside their agreed ordinary hours and
pattern of work. in such instances, part time aps employees will be entitled to access flex
time provisions, and el employees are entitled to access time off in lieu (toil), subject to
the executive level toil provisions located in clauses 162-165. where work is directed
outside an aps employee’s agreed ordinary hours, overtime rates are applicable. |
| Department of Employment and Workplace Relations.txt | 913 | overtime | overtime worked, without specific approval from the secretary.
where the secretary requires an employee to resume or continue work without having had a
minimum break, the employee will be paid at double the hourly rate for the hours worked,
until they have had an eight hour break plus reasonable travelling time.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
arrangements for shiftworkers are contained in attachment e of the determination.
19
ordinary hours – full time employees
an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee
or the manager to accommodate operational or personal requirements.
where agreement cannot be reached on the pattern of ordinary hours, the issue should be
raised with the next level manager. where agreement cannot be reached on the pattern of
ordinary hours, the employee will work a standard day.
part time employees
the department may engage an employee on a part time basis. an employee engaged on a
part time basis does not have an automatic right to vary their part time hours or access full
time hours.
a part time employee is an employee whose ordinary hours are less than 150 hours per
settlement period (being made up of 147 ordinary hours plus the additional time referred to
at clause 122(b)). employees are required to work at least three continuous hours on any
agreed working day.
employees who work part time can agree to work outside their agreed ordinary hours and
pattern of work. in such instances, part time aps employees will be entitled to access flex
time provisions, and el employees are entitled to access time off in lieu (toil), subject to
the executive level toil provisions located in clauses 162-165. where work is directed
outside an aps employee’s agreed ordinary hours, overtime rates are applicable.
an employee may request access to part time employment at any time. managers will make |
| Department of Employment and Workplace Relations.txt | 916 | travel | until they have had an eight hour break plus reasonable travelling time.
where all or some of the employee’s minimum break occurs during ordinary hours, the
employee will not lose pay for the absence.
arrangements for shiftworkers are contained in attachment e of the determination.
19
ordinary hours – full time employees
an employee’s pattern of ordinary hours should be agreed between the employee and their
manager. these ordinary hours may need to be varied on occasions by either the employee
or the manager to accommodate operational or personal requirements.
where agreement cannot be reached on the pattern of ordinary hours, the issue should be
raised with the next level manager. where agreement cannot be reached on the pattern of
ordinary hours, the employee will work a standard day.
part time employees
the department may engage an employee on a part time basis. an employee engaged on a
part time basis does not have an automatic right to vary their part time hours or access full
time hours.
a part time employee is an employee whose ordinary hours are less than 150 hours per
settlement period (being made up of 147 ordinary hours plus the additional time referred to
at clause 122(b)). employees are required to work at least three continuous hours on any
agreed working day.
employees who work part time can agree to work outside their agreed ordinary hours and
pattern of work. in such instances, part time aps employees will be entitled to access flex
time provisions, and el employees are entitled to access time off in lieu (toil), subject to
the executive level toil provisions located in clauses 162-165. where work is directed
outside an aps employee’s agreed ordinary hours, overtime rates are applicable.
an employee may request access to part time employment at any time. managers will make
every attempt to accommodate the request having regard to both operational requirements
of the department and the personal needs of the employee.
employees returning from maternity, parental, adoption or foster care leave will be provided |
| Department of Employment and Workplace Relations.txt | 941 | overtime | outside an aps employee’s agreed ordinary hours, overtime rates are applicable.
an employee may request access to part time employment at any time. managers will make
every attempt to accommodate the request having regard to both operational requirements
of the department and the personal needs of the employee.
employees returning from maternity, parental, adoption or foster care leave will be provided
with access to part time employment, upon application, until the child reaches three years of
age. thereafter, an employee may request flexible working arrangements in accordance with
the fw act.
the part time hours and days of work are to be agreed between the manager and employee
having regard to operational requirements and the employee’s circumstances. before parttime duty commences, the secretary will issue a notice in writing to the employee which will
specify:
a.
the prescribed weekly hours of duty; and
b.
the pattern of hours to be worked including starting and finishing times for employees, on
each or any day of the week, monday to friday, within the limits of 7:00 am to 7:00 pm.
where a full-time employee is permitted to work part-time for an agreed period, the notice
in writing under clause 137 will provide for the hours to be varied to full-time hours on a
specified date. the employee will revert to full-time hours unless a further period of parttime employment is approved.
the prescribed weekly hours and the pattern of hours specified under clause 137 will not be
varied, amended or revoked without the consent of the employee. any agreed variation to
the regular pattern of hours will be recorded in writing.
flex time
flex time is available to all (non-shiftworker) aps level employees. all hours must be
recorded on the departmental flex sheet.
employees accumulate flex time working between the hours of 7:00 am and 7:00 pm. |
| Department of Employment and Workplace Relations.txt | 1010 | overtime | overtime
where operational requirements make it necessary, a manager may direct an employee to
work outside and in excess of their ordinary hours on any day.
an aps level employee directed to perform work outside and in excess of their ordinary
hours on a given day will be paid overtime, or where agreed, time off in lieu of overtime
payment at the applicable overtime rates.
a (non-shiftworker) casual employee will be entitled to overtime, but not casual loading, if
the casual employee is directed perform work:
a.
on monday to friday, outside the hours of 7:00 am to 7:00 pm;
b.
on a saturday, sunday or a holiday; or
c.
in excess of 37.5 hours in a week.
where a period of overtime is not continuous with ordinary time work, the base period of
overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
overtime payments approved by an employee’s manager will be calculated as follows:
monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
|
| Department of Employment and Workplace Relations.txt | 1014 | overtime | hours on a given day will be paid overtime, or where agreed, time off in lieu of overtime
payment at the applicable overtime rates.
a (non-shiftworker) casual employee will be entitled to overtime, but not casual loading, if
the casual employee is directed perform work:
a.
on monday to friday, outside the hours of 7:00 am to 7:00 pm;
b.
on a saturday, sunday or a holiday; or
c.
in excess of 37.5 hours in a week.
where a period of overtime is not continuous with ordinary time work, the base period of
overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
overtime payments approved by an employee’s manager will be calculated as follows:
monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
sunday: double the hourly rate
21 |
| Department of Employment and Workplace Relations.txt | 1015 | overtime | payment at the applicable overtime rates.
a (non-shiftworker) casual employee will be entitled to overtime, but not casual loading, if
the casual employee is directed perform work:
a.
on monday to friday, outside the hours of 7:00 am to 7:00 pm;
b.
on a saturday, sunday or a holiday; or
c.
in excess of 37.5 hours in a week.
where a period of overtime is not continuous with ordinary time work, the base period of
overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
overtime payments approved by an employee’s manager will be calculated as follows:
monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
sunday: double the hourly rate
21
|
| Department of Employment and Workplace Relations.txt | 1016 | overtime | a (non-shiftworker) casual employee will be entitled to overtime, but not casual loading, if
the casual employee is directed perform work:
a.
on monday to friday, outside the hours of 7:00 am to 7:00 pm;
b.
on a saturday, sunday or a holiday; or
c.
in excess of 37.5 hours in a week.
where a period of overtime is not continuous with ordinary time work, the base period of
overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
overtime payments approved by an employee’s manager will be calculated as follows:
monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
sunday: double the hourly rate
21
|
| Department of Employment and Workplace Relations.txt | 1029 | overtime | where a period of overtime is not continuous with ordinary time work, the base period of
overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
overtime payments approved by an employee’s manager will be calculated as follows:
monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
sunday: double the hourly rate
21
public holiday: two and a half times the hourly rate (except for duty on a public holiday
within agreed ordinary time work, which will be paid at one and a half time the hourly
rate in addition to normal salary payment for the day).
time off in lieu of overtime payment may be approved by an employee’s manager under
certain circumstances. where time off in lieu of payment has been agreed and the employee
has not been granted time off within four weeks or another agreed period due to operational
requirements, payment of the original entitlement or the residual entitlement where the full
entitlement was not granted will be made.
executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance |
| Department of Employment and Workplace Relations.txt | 1030 | overtime | overtime payment for such work will be calculated as if the employee had worked for four
hours. when determining whether a period is continuous with ordinary time work, meal
breaks should not be regarded as breaking continuity.
overtime payments approved by an employee’s manager will be calculated as follows:
monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
sunday: double the hourly rate
21
public holiday: two and a half times the hourly rate (except for duty on a public holiday
within agreed ordinary time work, which will be paid at one and a half time the hourly
rate in addition to normal salary payment for the day).
time off in lieu of overtime payment may be approved by an employee’s manager under
certain circumstances. where time off in lieu of payment has been agreed and the employee
has not been granted time off within four weeks or another agreed period due to operational
requirements, payment of the original entitlement or the residual entitlement where the full
entitlement was not granted will be made.
executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance
where an employee is required to remain contactable, available and able to perform extra |
| Department of Employment and Workplace Relations.txt | 1033 | overtime | overtime payments approved by an employee’s manager will be calculated as follows:
monday to saturday: one and a half times the hourly rate for the first three hours each
day and double the hourly rate thereafter
sunday: double the hourly rate
21
public holiday: two and a half times the hourly rate (except for duty on a public holiday
within agreed ordinary time work, which will be paid at one and a half time the hourly
rate in addition to normal salary payment for the day).
time off in lieu of overtime payment may be approved by an employee’s manager under
certain circumstances. where time off in lieu of payment has been agreed and the employee
has not been granted time off within four weeks or another agreed period due to operational
requirements, payment of the original entitlement or the residual entitlement where the full
entitlement was not granted will be made.
executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance
where an employee is required to remain contactable, available and able to perform extra
duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction
allowance, subject to approval by the secretary.
restricted employees will receive a restriction allowance at the rate of nine per cent of their |
| Department of Employment and Workplace Relations.txt | 1051 | overtime | time off in lieu of overtime payment may be approved by an employee’s manager under
certain circumstances. where time off in lieu of payment has been agreed and the employee
has not been granted time off within four weeks or another agreed period due to operational
requirements, payment of the original entitlement or the residual entitlement where the full
entitlement was not granted will be made.
executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance
where an employee is required to remain contactable, available and able to perform extra
duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction
allowance, subject to approval by the secretary.
restricted employees will receive a restriction allowance at the rate of nine per cent of their
ordinary hourly rate for each hour or part hour they are restricted outside their ordinary
hours, subject to:
a.
the employee remaining contactable, fit and available to perform extra duty and
b.
the employee not being in receipt of any other payment for the period for which
restriction allowance would otherwise be payable, except as provided for in the following
clause.
restriction allowance is payable whether or not the restricted employee is required to
perform duty outside the agreed ordinary hours. where a restricted employee entitled to
overtime payment is required to perform duty, overtime will be payable and subject to:
a.
a one hour base rate of payment when work is performed without the necessity to travel |
| Department of Employment and Workplace Relations.txt | 1056 | overtime | executive level employees will only be eligible to receive overtime payments in exceptional
circumstances with the approval of the secretary.
restriction allowance
where an employee is required to remain contactable, available and able to perform extra
duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction
allowance, subject to approval by the secretary.
restricted employees will receive a restriction allowance at the rate of nine per cent of their
ordinary hourly rate for each hour or part hour they are restricted outside their ordinary
hours, subject to:
a.
the employee remaining contactable, fit and available to perform extra duty and
b.
the employee not being in receipt of any other payment for the period for which
restriction allowance would otherwise be payable, except as provided for in the following
clause.
restriction allowance is payable whether or not the restricted employee is required to
perform duty outside the agreed ordinary hours. where a restricted employee entitled to
overtime payment is required to perform duty, overtime will be payable and subject to:
a.
a one hour base rate of payment when work is performed without the necessity to travel
to the workplace
b.
a three hour base rate of payment, including travel time, if work is required to be |
| Department of Employment and Workplace Relations.txt | 1077 | overtime | overtime payment is required to perform duty, overtime will be payable and subject to:
a.
a one hour base rate of payment when work is performed without the necessity to travel
to the workplace
b.
a three hour base rate of payment, including travel time, if work is required to be
performed at the workplace.
if an employee is required to perform subsequent periods of duty within the one hour
minimum payment period, only the initial one hour minimum is payable. where an employee
is required to undertake a second period of duty that commences after the one hour
minimum payment period has lapsed for the first period of duty, a second one hour
minimum payment period commences and a further one hour minimum is payable.
restriction allowance will continue to be paid for periods of overtime worked while restricted.
emergency duty
emergency duty will attract a base payment of two hours (which includes reasonable travel
time) at double the hourly rate, which will be payable for all emergency duty without prior
notice. executive level employees will only be eligible to receive emergency duty payments
in exceptional circumstances with the approval of the secretary.
overtime meal allowance
where an employee (including a casual employee) who is eligible for overtime payment is
directed to work overtime for at least three hours outside their ordinary hours, their
manager will approve a flat rate overtime meal allowance at the applicable rate set by the
applicable determination made by the australian taxation office as being the reasonable
amount for overtime meal allowance expenses. where an employee works a further five
hours overtime on a saturday, sunday or public holiday, they will receive an additional
22 |
| Department of Employment and Workplace Relations.txt | 1080 | travel | a one hour base rate of payment when work is performed without the necessity to travel
to the workplace
b.
a three hour base rate of payment, including travel time, if work is required to be
performed at the workplace.
if an employee is required to perform subsequent periods of duty within the one hour
minimum payment period, only the initial one hour minimum is payable. where an employee
is required to undertake a second period of duty that commences after the one hour
minimum payment period has lapsed for the first period of duty, a second one hour
minimum payment period commences and a further one hour minimum is payable.
restriction allowance will continue to be paid for periods of overtime worked while restricted.
emergency duty
emergency duty will attract a base payment of two hours (which includes reasonable travel
time) at double the hourly rate, which will be payable for all emergency duty without prior
notice. executive level employees will only be eligible to receive emergency duty payments
in exceptional circumstances with the approval of the secretary.
overtime meal allowance
where an employee (including a casual employee) who is eligible for overtime payment is
directed to work overtime for at least three hours outside their ordinary hours, their
manager will approve a flat rate overtime meal allowance at the applicable rate set by the
applicable determination made by the australian taxation office as being the reasonable
amount for overtime meal allowance expenses. where an employee works a further five
hours overtime on a saturday, sunday or public holiday, they will receive an additional
22
overtime meal allowance of the applicable rate set by the applicable determination made by
the australian taxation office as being the reasonable amount for overtime meal allowance |
| Department of Employment and Workplace Relations.txt | 1085 | travel | a three hour base rate of payment, including travel time, if work is required to be
performed at the workplace.
if an employee is required to perform subsequent periods of duty within the one hour
minimum payment period, only the initial one hour minimum is payable. where an employee
is required to undertake a second period of duty that commences after the one hour
minimum payment period has lapsed for the first period of duty, a second one hour
minimum payment period commences and a further one hour minimum is payable.
restriction allowance will continue to be paid for periods of overtime worked while restricted.
emergency duty
emergency duty will attract a base payment of two hours (which includes reasonable travel
time) at double the hourly rate, which will be payable for all emergency duty without prior
notice. executive level employees will only be eligible to receive emergency duty payments
in exceptional circumstances with the approval of the secretary.
overtime meal allowance
where an employee (including a casual employee) who is eligible for overtime payment is
directed to work overtime for at least three hours outside their ordinary hours, their
manager will approve a flat rate overtime meal allowance at the applicable rate set by the
applicable determination made by the australian taxation office as being the reasonable
amount for overtime meal allowance expenses. where an employee works a further five
hours overtime on a saturday, sunday or public holiday, they will receive an additional
22
overtime meal allowance of the applicable rate set by the applicable determination made by
the australian taxation office as being the reasonable amount for overtime meal allowance
expenses.
executive level employees – flexibility and time off in lieu
the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
executive level employees are able to work flexible hours. this means that arrangements |
| Department of Employment and Workplace Relations.txt | 1093 | overtime | restriction allowance will continue to be paid for periods of overtime worked while restricted.
emergency duty
emergency duty will attract a base payment of two hours (which includes reasonable travel
time) at double the hourly rate, which will be payable for all emergency duty without prior
notice. executive level employees will only be eligible to receive emergency duty payments
in exceptional circumstances with the approval of the secretary.
overtime meal allowance
where an employee (including a casual employee) who is eligible for overtime payment is
directed to work overtime for at least three hours outside their ordinary hours, their
manager will approve a flat rate overtime meal allowance at the applicable rate set by the
applicable determination made by the australian taxation office as being the reasonable
amount for overtime meal allowance expenses. where an employee works a further five
hours overtime on a saturday, sunday or public holiday, they will receive an additional
22
overtime meal allowance of the applicable rate set by the applicable determination made by
the australian taxation office as being the reasonable amount for overtime meal allowance
expenses.
executive level employees – flexibility and time off in lieu
the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
executive level employees are able to work flexible hours. this means that arrangements
for managing variations in attendance times and short-term absences, including full days,
may be agreed in advance with the manager.
where substantial additional work is required, toil is able to be accessed by agreement
with the manager. toil will not be on an hour for hour basis or replicate a flex time system.
reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
any employee may request approval to work from home, although arrangements must suit |
| Department of Employment and Workplace Relations.txt | 1095 | travel | emergency duty will attract a base payment of two hours (which includes reasonable travel
time) at double the hourly rate, which will be payable for all emergency duty without prior
notice. executive level employees will only be eligible to receive emergency duty payments
in exceptional circumstances with the approval of the secretary.
overtime meal allowance
where an employee (including a casual employee) who is eligible for overtime payment is
directed to work overtime for at least three hours outside their ordinary hours, their
manager will approve a flat rate overtime meal allowance at the applicable rate set by the
applicable determination made by the australian taxation office as being the reasonable
amount for overtime meal allowance expenses. where an employee works a further five
hours overtime on a saturday, sunday or public holiday, they will receive an additional
22
overtime meal allowance of the applicable rate set by the applicable determination made by
the australian taxation office as being the reasonable amount for overtime meal allowance
expenses.
executive level employees – flexibility and time off in lieu
the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
executive level employees are able to work flexible hours. this means that arrangements
for managing variations in attendance times and short-term absences, including full days,
may be agreed in advance with the manager.
where substantial additional work is required, toil is able to be accessed by agreement
with the manager. toil will not be on an hour for hour basis or replicate a flex time system.
reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
any employee may request approval to work from home, although arrangements must suit
the type of work performed and operational requirements.
christmas closedown |
| Department of Employment and Workplace Relations.txt | 1099 | overtime | overtime meal allowance
where an employee (including a casual employee) who is eligible for overtime payment is
directed to work overtime for at least three hours outside their ordinary hours, their
manager will approve a flat rate overtime meal allowance at the applicable rate set by the
applicable determination made by the australian taxation office as being the reasonable
amount for overtime meal allowance expenses. where an employee works a further five
hours overtime on a saturday, sunday or public holiday, they will receive an additional
22
overtime meal allowance of the applicable rate set by the applicable determination made by
the australian taxation office as being the reasonable amount for overtime meal allowance
expenses.
executive level employees – flexibility and time off in lieu
the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
executive level employees are able to work flexible hours. this means that arrangements
for managing variations in attendance times and short-term absences, including full days,
may be agreed in advance with the manager.
where substantial additional work is required, toil is able to be accessed by agreement
with the manager. toil will not be on an hour for hour basis or replicate a flex time system.
reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
any employee may request approval to work from home, although arrangements must suit
the type of work performed and operational requirements.
christmas closedown
all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this
period will be known as the christmas closedown.
employees are not required to attend for duty during the christmas closedown, unless |
| Department of Employment and Workplace Relations.txt | 1100 | overtime | where an employee (including a casual employee) who is eligible for overtime payment is
directed to work overtime for at least three hours outside their ordinary hours, their
manager will approve a flat rate overtime meal allowance at the applicable rate set by the
applicable determination made by the australian taxation office as being the reasonable
amount for overtime meal allowance expenses. where an employee works a further five
hours overtime on a saturday, sunday or public holiday, they will receive an additional
22
overtime meal allowance of the applicable rate set by the applicable determination made by
the australian taxation office as being the reasonable amount for overtime meal allowance
expenses.
executive level employees – flexibility and time off in lieu
the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
executive level employees are able to work flexible hours. this means that arrangements
for managing variations in attendance times and short-term absences, including full days,
may be agreed in advance with the manager.
where substantial additional work is required, toil is able to be accessed by agreement
with the manager. toil will not be on an hour for hour basis or replicate a flex time system.
reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
any employee may request approval to work from home, although arrangements must suit
the type of work performed and operational requirements.
christmas closedown
all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this
period will be known as the christmas closedown.
employees are not required to attend for duty during the christmas closedown, unless
otherwise directed by the secretary, and will be paid in accordance with their ordinary hours |
| Department of Employment and Workplace Relations.txt | 1101 | overtime | directed to work overtime for at least three hours outside their ordinary hours, their
manager will approve a flat rate overtime meal allowance at the applicable rate set by the
applicable determination made by the australian taxation office as being the reasonable
amount for overtime meal allowance expenses. where an employee works a further five
hours overtime on a saturday, sunday or public holiday, they will receive an additional
22
overtime meal allowance of the applicable rate set by the applicable determination made by
the australian taxation office as being the reasonable amount for overtime meal allowance
expenses.
executive level employees – flexibility and time off in lieu
the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
executive level employees are able to work flexible hours. this means that arrangements
for managing variations in attendance times and short-term absences, including full days,
may be agreed in advance with the manager.
where substantial additional work is required, toil is able to be accessed by agreement
with the manager. toil will not be on an hour for hour basis or replicate a flex time system.
reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
any employee may request approval to work from home, although arrangements must suit
the type of work performed and operational requirements.
christmas closedown
all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this
period will be known as the christmas closedown.
employees are not required to attend for duty during the christmas closedown, unless
otherwise directed by the secretary, and will be paid in accordance with their ordinary hours
of work. where an employee is absent on leave, payment for the christmas closedown will |
| Department of Employment and Workplace Relations.txt | 1102 | overtime | manager will approve a flat rate overtime meal allowance at the applicable rate set by the
applicable determination made by the australian taxation office as being the reasonable
amount for overtime meal allowance expenses. where an employee works a further five
hours overtime on a saturday, sunday or public holiday, they will receive an additional
22
overtime meal allowance of the applicable rate set by the applicable determination made by
the australian taxation office as being the reasonable amount for overtime meal allowance
expenses.
executive level employees – flexibility and time off in lieu
the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
executive level employees are able to work flexible hours. this means that arrangements
for managing variations in attendance times and short-term absences, including full days,
may be agreed in advance with the manager.
where substantial additional work is required, toil is able to be accessed by agreement
with the manager. toil will not be on an hour for hour basis or replicate a flex time system.
reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
any employee may request approval to work from home, although arrangements must suit
the type of work performed and operational requirements.
christmas closedown
all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this
period will be known as the christmas closedown.
employees are not required to attend for duty during the christmas closedown, unless
otherwise directed by the secretary, and will be paid in accordance with their ordinary hours
of work. where an employee is absent on leave, payment for the christmas closedown will
be in accordance with the entitlement for that form of leave (e.g. if on long service leave at |
| Department of Employment and Workplace Relations.txt | 1104 | overtime | amount for overtime meal allowance expenses. where an employee works a further five
hours overtime on a saturday, sunday or public holiday, they will receive an additional
22
overtime meal allowance of the applicable rate set by the applicable determination made by
the australian taxation office as being the reasonable amount for overtime meal allowance
expenses.
executive level employees – flexibility and time off in lieu
the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
executive level employees are able to work flexible hours. this means that arrangements
for managing variations in attendance times and short-term absences, including full days,
may be agreed in advance with the manager.
where substantial additional work is required, toil is able to be accessed by agreement
with the manager. toil will not be on an hour for hour basis or replicate a flex time system.
reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
any employee may request approval to work from home, although arrangements must suit
the type of work performed and operational requirements.
christmas closedown
all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this
period will be known as the christmas closedown.
employees are not required to attend for duty during the christmas closedown, unless
otherwise directed by the secretary, and will be paid in accordance with their ordinary hours
of work. where an employee is absent on leave, payment for the christmas closedown will
be in accordance with the entitlement for that form of leave (e.g. if on long service leave at
half pay, payment is on half pay). there will be no deduction from annual or personal leave
credits for the christmas closedown. |
| Department of Employment and Workplace Relations.txt | 1105 | overtime | hours overtime on a saturday, sunday or public holiday, they will receive an additional
22
overtime meal allowance of the applicable rate set by the applicable determination made by
the australian taxation office as being the reasonable amount for overtime meal allowance
expenses.
executive level employees – flexibility and time off in lieu
the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
executive level employees are able to work flexible hours. this means that arrangements
for managing variations in attendance times and short-term absences, including full days,
may be agreed in advance with the manager.
where substantial additional work is required, toil is able to be accessed by agreement
with the manager. toil will not be on an hour for hour basis or replicate a flex time system.
reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
any employee may request approval to work from home, although arrangements must suit
the type of work performed and operational requirements.
christmas closedown
all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this
period will be known as the christmas closedown.
employees are not required to attend for duty during the christmas closedown, unless
otherwise directed by the secretary, and will be paid in accordance with their ordinary hours
of work. where an employee is absent on leave, payment for the christmas closedown will
be in accordance with the entitlement for that form of leave (e.g. if on long service leave at
half pay, payment is on half pay). there will be no deduction from annual or personal leave
credits for the christmas closedown.
where an employee who is eligible for overtime and restriction provisions is directed to |
| Department of Employment and Workplace Relations.txt | 1108 | overtime | overtime meal allowance of the applicable rate set by the applicable determination made by
the australian taxation office as being the reasonable amount for overtime meal allowance
expenses.
executive level employees – flexibility and time off in lieu
the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
executive level employees are able to work flexible hours. this means that arrangements
for managing variations in attendance times and short-term absences, including full days,
may be agreed in advance with the manager.
where substantial additional work is required, toil is able to be accessed by agreement
with the manager. toil will not be on an hour for hour basis or replicate a flex time system.
reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
any employee may request approval to work from home, although arrangements must suit
the type of work performed and operational requirements.
christmas closedown
all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this
period will be known as the christmas closedown.
employees are not required to attend for duty during the christmas closedown, unless
otherwise directed by the secretary, and will be paid in accordance with their ordinary hours
of work. where an employee is absent on leave, payment for the christmas closedown will
be in accordance with the entitlement for that form of leave (e.g. if on long service leave at
half pay, payment is on half pay). there will be no deduction from annual or personal leave
credits for the christmas closedown.
where an employee who is eligible for overtime and restriction provisions is directed to
attend work or be available for work during the christmas closedown, the overtime rate
applicable to sunday overtime will apply for the days designated as christmas closedown.
|
| Department of Employment and Workplace Relations.txt | 1109 | overtime | the australian taxation office as being the reasonable amount for overtime meal allowance
expenses.
executive level employees – flexibility and time off in lieu
the hours of duty worked by executive level employees are not regular and executive level
employees may be required to work additional time beyond ordinary hours.
executive level employees are able to work flexible hours. this means that arrangements
for managing variations in attendance times and short-term absences, including full days,
may be agreed in advance with the manager.
where substantial additional work is required, toil is able to be accessed by agreement
with the manager. toil will not be on an hour for hour basis or replicate a flex time system.
reasonable requests for time off under these arrangements will not be refused, except for
operational reasons.
working from home
any employee may request approval to work from home, although arrangements must suit
the type of work performed and operational requirements.
christmas closedown
all departmental workplaces will be closed from 12:30 pm on the last working day before
christmas day and reopen the first working day following the first day of january. this
period will be known as the christmas closedown.
employees are not required to attend for duty during the christmas closedown, unless
otherwise directed by the secretary, and will be paid in accordance with their ordinary hours
of work. where an employee is absent on leave, payment for the christmas closedown will
be in accordance with the entitlement for that form of leave (e.g. if on long service leave at
half pay, payment is on half pay). there will be no deduction from annual or personal leave
credits for the christmas closedown.
where an employee who is eligible for overtime and restriction provisions is directed to
attend work or be available for work during the christmas closedown, the overtime rate
applicable to sunday overtime will apply for the days designated as christmas closedown.
23 |
| Department of Employment and Workplace Relations.txt | 1131 | long service leave | be in accordance with the entitlement for that form of leave (e.g. if on long service leave at
half pay, payment is on half pay). there will be no deduction from annual or personal leave
credits for the christmas closedown.
where an employee who is eligible for overtime and restriction provisions is directed to
attend work or be available for work during the christmas closedown, the overtime rate
applicable to sunday overtime will apply for the days designated as christmas closedown.
23
part h – leave
portability of leave
where an employee joins the department on an ongoing or non-ongoing basis from an
employer staffed under the ps act, the parliamentary service act 1999 or from the act
government service, accrued annual and personal leave (however described) will be
transferred or recognised, provided there is no break in continuity of service, or payments
made to the employee in lieu of these entitlements from the previous employer.
service with organisations where the employee was previously employed under the ps act,
the parliamentary service act 1999, or from the act government service may be
recognised for personal leave purposes if the break in service is not more than two calendar
months.
impact of leave without pay on personal and annual leave
where an employee takes 30 or more days leave without pay in total in a calendar year, the
whole period will not count as service for annual and personal leave purposes.
where an employee takes 30 or more days leave without pay (including an accumulated
period) during the calendar year, the whole period will not count as service.
cancellation of leave or recall to duty from leave
where an employee’s leave is cancelled by their manager without reasonable notice, or they
are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and
any other unavoidable costs arising from the recall to duty will be reimbursed where they
are not recoverable under insurance or from another source. all unused leave will be recredited. |
| Department of Employment and Workplace Relations.txt | 1134 | overtime | where an employee who is eligible for overtime and restriction provisions is directed to
attend work or be available for work during the christmas closedown, the overtime rate
applicable to sunday overtime will apply for the days designated as christmas closedown.
23
part h – leave
portability of leave
where an employee joins the department on an ongoing or non-ongoing basis from an
employer staffed under the ps act, the parliamentary service act 1999 or from the act
government service, accrued annual and personal leave (however described) will be
transferred or recognised, provided there is no break in continuity of service, or payments
made to the employee in lieu of these entitlements from the previous employer.
service with organisations where the employee was previously employed under the ps act,
the parliamentary service act 1999, or from the act government service may be
recognised for personal leave purposes if the break in service is not more than two calendar
months.
impact of leave without pay on personal and annual leave
where an employee takes 30 or more days leave without pay in total in a calendar year, the
whole period will not count as service for annual and personal leave purposes.
where an employee takes 30 or more days leave without pay (including an accumulated
period) during the calendar year, the whole period will not count as service.
cancellation of leave or recall to duty from leave
where an employee’s leave is cancelled by their manager without reasonable notice, or they
are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and
any other unavoidable costs arising from the recall to duty will be reimbursed where they
are not recoverable under insurance or from another source. all unused leave will be recredited.
re-crediting periods of approved leave
an employee who becomes eligible for personal, carers or compassionate leave, or any nondiscretionary leave under the national employment standards (nes), while on annual or
long service leave may apply to have their annual or long service leave re-credited. subject |
| Department of Employment and Workplace Relations.txt | 1135 | overtime | attend work or be available for work during the christmas closedown, the overtime rate
applicable to sunday overtime will apply for the days designated as christmas closedown.
23
part h – leave
portability of leave
where an employee joins the department on an ongoing or non-ongoing basis from an
employer staffed under the ps act, the parliamentary service act 1999 or from the act
government service, accrued annual and personal leave (however described) will be
transferred or recognised, provided there is no break in continuity of service, or payments
made to the employee in lieu of these entitlements from the previous employer.
service with organisations where the employee was previously employed under the ps act,
the parliamentary service act 1999, or from the act government service may be
recognised for personal leave purposes if the break in service is not more than two calendar
months.
impact of leave without pay on personal and annual leave
where an employee takes 30 or more days leave without pay in total in a calendar year, the
whole period will not count as service for annual and personal leave purposes.
where an employee takes 30 or more days leave without pay (including an accumulated
period) during the calendar year, the whole period will not count as service.
cancellation of leave or recall to duty from leave
where an employee’s leave is cancelled by their manager without reasonable notice, or they
are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and
any other unavoidable costs arising from the recall to duty will be reimbursed where they
are not recoverable under insurance or from another source. all unused leave will be recredited.
re-crediting periods of approved leave
an employee who becomes eligible for personal, carers or compassionate leave, or any nondiscretionary leave under the national employment standards (nes), while on annual or
long service leave may apply to have their annual or long service leave re-credited. subject
to the provision of satisfactory evidence, the employee’s annual or long service leave will be |
| Department of Employment and Workplace Relations.txt | 1136 | overtime | applicable to sunday overtime will apply for the days designated as christmas closedown.
23
part h – leave
portability of leave
where an employee joins the department on an ongoing or non-ongoing basis from an
employer staffed under the ps act, the parliamentary service act 1999 or from the act
government service, accrued annual and personal leave (however described) will be
transferred or recognised, provided there is no break in continuity of service, or payments
made to the employee in lieu of these entitlements from the previous employer.
service with organisations where the employee was previously employed under the ps act,
the parliamentary service act 1999, or from the act government service may be
recognised for personal leave purposes if the break in service is not more than two calendar
months.
impact of leave without pay on personal and annual leave
where an employee takes 30 or more days leave without pay in total in a calendar year, the
whole period will not count as service for annual and personal leave purposes.
where an employee takes 30 or more days leave without pay (including an accumulated
period) during the calendar year, the whole period will not count as service.
cancellation of leave or recall to duty from leave
where an employee’s leave is cancelled by their manager without reasonable notice, or they
are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and
any other unavoidable costs arising from the recall to duty will be reimbursed where they
are not recoverable under insurance or from another source. all unused leave will be recredited.
re-crediting periods of approved leave
an employee who becomes eligible for personal, carers or compassionate leave, or any nondiscretionary leave under the national employment standards (nes), while on annual or
long service leave may apply to have their annual or long service leave re-credited. subject
to the provision of satisfactory evidence, the employee’s annual or long service leave will be
re-credited to the extent of the leave subsequently granted. |
| Department of Employment and Workplace Relations.txt | 1158 | travel | are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and
any other unavoidable costs arising from the recall to duty will be reimbursed where they
are not recoverable under insurance or from another source. all unused leave will be recredited.
re-crediting periods of approved leave
an employee who becomes eligible for personal, carers or compassionate leave, or any nondiscretionary leave under the national employment standards (nes), while on annual or
long service leave may apply to have their annual or long service leave re-credited. subject
to the provision of satisfactory evidence, the employee’s annual or long service leave will be
re-credited to the extent of the leave subsequently granted.
workers' compensation
an employee on workers’ compensation leave under the safety, rehabilitation and
compensation act 1988, whose compensation is calculated on the basis of actual hours
worked, will have their annual and personal leave accrual calculated in the same way.
annual leave
a full time employee is entitled to four weeks paid annual leave for each completed year of
service, accruing daily.
a part time employee’s annual leave entitlement will accrue on a pro rata basis.
annual leave credits may be taken at any time with the approval of the manager. any
unused annual leave accumulates. annual leave counts as service for all purposes.
an employee may be granted annual leave at half pay. where an employee takes annual
leave at half pay, the employee cannot access purchased leave in the same calendar year.
periods of long service leave cannot be broken with annual leave, except as provided for by
legislation.
24
purchased leave
employees may purchase up to eight weeks additional annual leave once per 12 month
period by paying for the leave progressively over the course of the relevant period, subject
to the approval of the secretary.
purchased leave is intended for use in a planned manner. when considering requests |
| Department of Employment and Workplace Relations.txt | 1163 | long service leave | long service leave may apply to have their annual or long service leave re-credited. subject
to the provision of satisfactory evidence, the employee’s annual or long service leave will be
re-credited to the extent of the leave subsequently granted.
workers' compensation
an employee on workers’ compensation leave under the safety, rehabilitation and
compensation act 1988, whose compensation is calculated on the basis of actual hours
worked, will have their annual and personal leave accrual calculated in the same way.
annual leave
a full time employee is entitled to four weeks paid annual leave for each completed year of
service, accruing daily.
a part time employee’s annual leave entitlement will accrue on a pro rata basis.
annual leave credits may be taken at any time with the approval of the manager. any
unused annual leave accumulates. annual leave counts as service for all purposes.
an employee may be granted annual leave at half pay. where an employee takes annual
leave at half pay, the employee cannot access purchased leave in the same calendar year.
periods of long service leave cannot be broken with annual leave, except as provided for by
legislation.
24
purchased leave
employees may purchase up to eight weeks additional annual leave once per 12 month
period by paying for the leave progressively over the course of the relevant period, subject
to the approval of the secretary.
purchased leave is intended for use in a planned manner. when considering requests
managers will take into account operational requirements and the reasons for the
employee’s request.
where an employee has purchased leave approved, they cannot take annual leave at half
pay in the same calendar year.
unless otherwise agreed, purchased leave not taken during the nominated 12 month period |
| Department of Employment and Workplace Relations.txt | 1164 | long service leave | to the provision of satisfactory evidence, the employee’s annual or long service leave will be
re-credited to the extent of the leave subsequently granted.
workers' compensation
an employee on workers’ compensation leave under the safety, rehabilitation and
compensation act 1988, whose compensation is calculated on the basis of actual hours
worked, will have their annual and personal leave accrual calculated in the same way.
annual leave
a full time employee is entitled to four weeks paid annual leave for each completed year of
service, accruing daily.
a part time employee’s annual leave entitlement will accrue on a pro rata basis.
annual leave credits may be taken at any time with the approval of the manager. any
unused annual leave accumulates. annual leave counts as service for all purposes.
an employee may be granted annual leave at half pay. where an employee takes annual
leave at half pay, the employee cannot access purchased leave in the same calendar year.
periods of long service leave cannot be broken with annual leave, except as provided for by
legislation.
24
purchased leave
employees may purchase up to eight weeks additional annual leave once per 12 month
period by paying for the leave progressively over the course of the relevant period, subject
to the approval of the secretary.
purchased leave is intended for use in a planned manner. when considering requests
managers will take into account operational requirements and the reasons for the
employee’s request.
where an employee has purchased leave approved, they cannot take annual leave at half
pay in the same calendar year.
unless otherwise agreed, purchased leave not taken during the nominated 12 month period
will automatically be reimbursed as salary. |
| Department of Employment and Workplace Relations.txt | 1178 | long service leave | periods of long service leave cannot be broken with annual leave, except as provided for by
legislation.
24
purchased leave
employees may purchase up to eight weeks additional annual leave once per 12 month
period by paying for the leave progressively over the course of the relevant period, subject
to the approval of the secretary.
purchased leave is intended for use in a planned manner. when considering requests
managers will take into account operational requirements and the reasons for the
employee’s request.
where an employee has purchased leave approved, they cannot take annual leave at half
pay in the same calendar year.
unless otherwise agreed, purchased leave not taken during the nominated 12 month period
will automatically be reimbursed as salary.
purchased leave counts as service for all purposes including superannuation.
personal leave
ongoing and non-ongoing full time employees are entitled to 18 paid days personal leave
every 12 months, accrued daily.
a part time employee’s personal leave entitlement will accrue on a pro rata basis.
in the first year of employment, ongoing and non-ongoing employees will be given a credit,
of seven days leave, or part time pro rata equivalent, in advance of accruing the
entitlement. after the date on which the seven days would normally have accrued, accrual
will be on a daily basis.
existing employees and employees who transfer to the department from another aps
agency will have their accruals adjusted to align with accrual on a daily basis of 18 days paid
cumulative personal leave every 12 months.
use of personal leave
personal leave gives employees access to paid leave to be used when they are absent: |
| Department of Employment and Workplace Relations.txt | 1272 | long service leave | long service leave
an employee will be eligible for long service leave (lsl) in accordance with the long service
leave (commonwealth employees) act 1976.
the minimum period for which lsl will be granted is seven calendar days at full pay or 14
calendar days at half pay. a period of lsl cannot be broken by other periods of leave, a
weekend or a public holiday, except as otherwise provided by legislation.
long service leave credits may be taken at any time, subject to operational requirements
and the approval of the employee’s manager.
community service leave
an employee is entitled to leave for the purposes of engaging in community service activities
including jury service and emergency management activities as defined in the fw act.
participation in voluntary emergency management duties includes training, emergency
service responses, reasonable recovery time and ceremonial duties. the secretary may
determine whether any or all of the leave taken for participation in voluntary emergency
management activities will be with pay.
leave with pay will be granted for any period of jury service.
26
an employee will be required to provide the department notice of the absence as soon as
practicable and the period or expected period of absence.
an employee (other than a casual employee) will be reimbursed reasonable expenses
incurred by the employee in excess of the nes entitlement while attending court to serve as
a juror.
despite clauses 172 and 173, a leave of absence granted under clause 210 will count as
service for all purposes.
community volunteer leave
employees may be granted up to two days paid leave each calendar year to volunteer with a
registered community organisation. employees covered by the government lawyer
broadband may request to use the leave to volunteer legal services.
paid leave will not be available to attend ceremonial functions unless the organisation |
| Department of Employment and Workplace Relations.txt | 1273 | long service leave | an employee will be eligible for long service leave (lsl) in accordance with the long service
leave (commonwealth employees) act 1976.
the minimum period for which lsl will be granted is seven calendar days at full pay or 14
calendar days at half pay. a period of lsl cannot be broken by other periods of leave, a
weekend or a public holiday, except as otherwise provided by legislation.
long service leave credits may be taken at any time, subject to operational requirements
and the approval of the employee’s manager.
community service leave
an employee is entitled to leave for the purposes of engaging in community service activities
including jury service and emergency management activities as defined in the fw act.
participation in voluntary emergency management duties includes training, emergency
service responses, reasonable recovery time and ceremonial duties. the secretary may
determine whether any or all of the leave taken for participation in voluntary emergency
management activities will be with pay.
leave with pay will be granted for any period of jury service.
26
an employee will be required to provide the department notice of the absence as soon as
practicable and the period or expected period of absence.
an employee (other than a casual employee) will be reimbursed reasonable expenses
incurred by the employee in excess of the nes entitlement while attending court to serve as
a juror.
despite clauses 172 and 173, a leave of absence granted under clause 210 will count as
service for all purposes.
community volunteer leave
employees may be granted up to two days paid leave each calendar year to volunteer with a
registered community organisation. employees covered by the government lawyer
broadband may request to use the leave to volunteer legal services.
paid leave will not be available to attend ceremonial functions unless the organisation
certifies in writing that the employee is required to attend as part of their duties. |
| Department of Employment and Workplace Relations.txt | 1278 | long service leave | long service leave credits may be taken at any time, subject to operational requirements
and the approval of the employee’s manager.
community service leave
an employee is entitled to leave for the purposes of engaging in community service activities
including jury service and emergency management activities as defined in the fw act.
participation in voluntary emergency management duties includes training, emergency
service responses, reasonable recovery time and ceremonial duties. the secretary may
determine whether any or all of the leave taken for participation in voluntary emergency
management activities will be with pay.
leave with pay will be granted for any period of jury service.
26
an employee will be required to provide the department notice of the absence as soon as
practicable and the period or expected period of absence.
an employee (other than a casual employee) will be reimbursed reasonable expenses
incurred by the employee in excess of the nes entitlement while attending court to serve as
a juror.
despite clauses 172 and 173, a leave of absence granted under clause 210 will count as
service for all purposes.
community volunteer leave
employees may be granted up to two days paid leave each calendar year to volunteer with a
registered community organisation. employees covered by the government lawyer
broadband may request to use the leave to volunteer legal services.
paid leave will not be available to attend ceremonial functions unless the organisation
certifies in writing that the employee is required to attend as part of their duties.
defence reserve leave
an employee may be granted leave (with or without pay) to enable the employee to fulfil
australian defence force (adf) reserve and continuous full time service (cfts) or cadet
force obligations.
an employee is entitled to leave with pay, of up to four weeks during each financial year, |
| Department of Employment and Workplace Relations.txt | 1317 | long service leave | eligible employees may also apply for annual leave, long service leave, leave without pay,
top-up pay or they may use flex time or make up time for the purpose of fulfilling adf
reserve, cfts or cadet force obligations.
war service sick leave
the secretary will grant war service sick leave to employees who are unfit for duty because
of a war-caused or defence-caused condition as determined in accordance with relevant
legislation.
employees who are eligible war veterans will accrue two separate credits of paid war service
sick leave:
a.
special credit – nine weeks war service sick leave credited on commencement with the
aps following eligible military service.
b.
annual credit – three weeks annual credit on commencement and again following each 12
months of service. unused credits accumulate up to a maximum credit balance of nine
weeks. this credit cannot be accessed until the special credit has been exhausted.
employees who re-join the aps following an earlier period of aps employment in which they
had been credited with war service sick leave will be credited with:
a.
any special credit that remained unused at the final day of the prior aps employment and
b.
any annual credit held on the final day of the prior aps employment.
27 |
| Department of Employment and Workplace Relations.txt | 1360 | long service leave | working hours. this will count as service for all purposes except long service leave, unless
the secretary determines otherwise.
employees may be granted up to two days paid cultural leave in a calendar year for religious
or cultural activities associated with their culture or ethnicity.
employees may access one additional day paid cultural leave to participate in naidoc.
ceremonial leave
managers may grant up to 20 days in any two calendar years of leave without pay to
aboriginal and torres strait islander employees for ceremonial purposes arising from the
death of a family member or other ceremonial obligations. leave for a ceremonial obligation
is without pay and does not count as service.
ceremonial leave is in addition to compassionate leave.
parental leave
for the purpose of this determination, parental leave includes: maternity and maternal
leave, primary carer leave, adoption leave, long term foster care and permanent care
orders, supporting partner leave and unpaid parental leave.
all parental leave types must be taken in a single, unbroken period, unless otherwise
provided for under legislation or this determination.
all paid parental leave types will count as service for all purposes. for employees without
the qualifying service period for paid maternity leave under the maternity leave
(commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid
maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for
under legislation. unpaid parental leave will not be taken to have broken service.
to provide for flexible administration, employees have the option to spread the payment for
all paid parental leave types up to double the number of weeks at a rate of one-half of the
normal salary for the employee. when payment is spread at half pay, only the full pay
equivalent period will count as service (except to the extent this clause contradicts clause
236).
maternity and maternal leave
eligible employees can access maternity leave in accordance with the maternity leave act. |
| Department of Employment and Workplace Relations.txt | 1371 | parental leave | parental leave
for the purpose of this determination, parental leave includes: maternity and maternal
leave, primary carer leave, adoption leave, long term foster care and permanent care
orders, supporting partner leave and unpaid parental leave.
all parental leave types must be taken in a single, unbroken period, unless otherwise
provided for under legislation or this determination.
all paid parental leave types will count as service for all purposes. for employees without
the qualifying service period for paid maternity leave under the maternity leave
(commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid
maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for
under legislation. unpaid parental leave will not be taken to have broken service.
to provide for flexible administration, employees have the option to spread the payment for
all paid parental leave types up to double the number of weeks at a rate of one-half of the
normal salary for the employee. when payment is spread at half pay, only the full pay
equivalent period will count as service (except to the extent this clause contradicts clause
236).
maternity and maternal leave
eligible employees can access maternity leave in accordance with the maternity leave act.
an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the |
| Department of Employment and Workplace Relations.txt | 1372 | parental leave | for the purpose of this determination, parental leave includes: maternity and maternal
leave, primary carer leave, adoption leave, long term foster care and permanent care
orders, supporting partner leave and unpaid parental leave.
all parental leave types must be taken in a single, unbroken period, unless otherwise
provided for under legislation or this determination.
all paid parental leave types will count as service for all purposes. for employees without
the qualifying service period for paid maternity leave under the maternity leave
(commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid
maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for
under legislation. unpaid parental leave will not be taken to have broken service.
to provide for flexible administration, employees have the option to spread the payment for
all paid parental leave types up to double the number of weeks at a rate of one-half of the
normal salary for the employee. when payment is spread at half pay, only the full pay
equivalent period will count as service (except to the extent this clause contradicts clause
236).
maternity and maternal leave
eligible employees can access maternity leave in accordance with the maternity leave act.
an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of |
| Department of Employment and Workplace Relations.txt | 1374 | parental leave | orders, supporting partner leave and unpaid parental leave.
all parental leave types must be taken in a single, unbroken period, unless otherwise
provided for under legislation or this determination.
all paid parental leave types will count as service for all purposes. for employees without
the qualifying service period for paid maternity leave under the maternity leave
(commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid
maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for
under legislation. unpaid parental leave will not be taken to have broken service.
to provide for flexible administration, employees have the option to spread the payment for
all paid parental leave types up to double the number of weeks at a rate of one-half of the
normal salary for the employee. when payment is spread at half pay, only the full pay
equivalent period will count as service (except to the extent this clause contradicts clause
236).
maternity and maternal leave
eligible employees can access maternity leave in accordance with the maternity leave act.
an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a. |
| Department of Employment and Workplace Relations.txt | 1375 | parental leave | all parental leave types must be taken in a single, unbroken period, unless otherwise
provided for under legislation or this determination.
all paid parental leave types will count as service for all purposes. for employees without
the qualifying service period for paid maternity leave under the maternity leave
(commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid
maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for
under legislation. unpaid parental leave will not be taken to have broken service.
to provide for flexible administration, employees have the option to spread the payment for
all paid parental leave types up to double the number of weeks at a rate of one-half of the
normal salary for the employee. when payment is spread at half pay, only the full pay
equivalent period will count as service (except to the extent this clause contradicts clause
236).
maternity and maternal leave
eligible employees can access maternity leave in accordance with the maternity leave act.
an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a.
|
| Department of Employment and Workplace Relations.txt | 1377 | parental leave | all paid parental leave types will count as service for all purposes. for employees without
the qualifying service period for paid maternity leave under the maternity leave
(commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid
maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for
under legislation. unpaid parental leave will not be taken to have broken service.
to provide for flexible administration, employees have the option to spread the payment for
all paid parental leave types up to double the number of weeks at a rate of one-half of the
normal salary for the employee. when payment is spread at half pay, only the full pay
equivalent period will count as service (except to the extent this clause contradicts clause
236).
maternity and maternal leave
eligible employees can access maternity leave in accordance with the maternity leave act.
an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a.
is under school age on the day of placement
|
| Department of Employment and Workplace Relations.txt | 1378 | maternity leave | the qualifying service period for paid maternity leave under the maternity leave
(commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid
maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for
under legislation. unpaid parental leave will not be taken to have broken service.
to provide for flexible administration, employees have the option to spread the payment for
all paid parental leave types up to double the number of weeks at a rate of one-half of the
normal salary for the employee. when payment is spread at half pay, only the full pay
equivalent period will count as service (except to the extent this clause contradicts clause
236).
maternity and maternal leave
eligible employees can access maternity leave in accordance with the maternity leave act.
an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a.
is under school age on the day of placement
b. |
| Department of Employment and Workplace Relations.txt | 1379 | maternity leave | (commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid
maternity, adoption or long term foster care and permanent care orders leave will count for
service. unpaid parental leave types will not count as service unless otherwise provided for
under legislation. unpaid parental leave will not be taken to have broken service.
to provide for flexible administration, employees have the option to spread the payment for
all paid parental leave types up to double the number of weeks at a rate of one-half of the
normal salary for the employee. when payment is spread at half pay, only the full pay
equivalent period will count as service (except to the extent this clause contradicts clause
236).
maternity and maternal leave
eligible employees can access maternity leave in accordance with the maternity leave act.
an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a.
is under school age on the day of placement
b.
|
| Department of Employment and Workplace Relations.txt | 1381 | parental leave | service. unpaid parental leave types will not count as service unless otherwise provided for
under legislation. unpaid parental leave will not be taken to have broken service.
to provide for flexible administration, employees have the option to spread the payment for
all paid parental leave types up to double the number of weeks at a rate of one-half of the
normal salary for the employee. when payment is spread at half pay, only the full pay
equivalent period will count as service (except to the extent this clause contradicts clause
236).
maternity and maternal leave
eligible employees can access maternity leave in accordance with the maternity leave act.
an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a.
is under school age on the day of placement
b.
did not previously live with the employee for a period of six months or more as at the day
of placement and |
| Department of Employment and Workplace Relations.txt | 1382 | parental leave | under legislation. unpaid parental leave will not be taken to have broken service.
to provide for flexible administration, employees have the option to spread the payment for
all paid parental leave types up to double the number of weeks at a rate of one-half of the
normal salary for the employee. when payment is spread at half pay, only the full pay
equivalent period will count as service (except to the extent this clause contradicts clause
236).
maternity and maternal leave
eligible employees can access maternity leave in accordance with the maternity leave act.
an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a.
is under school age on the day of placement
b.
did not previously live with the employee for a period of six months or more as at the day
of placement and
|
| Department of Employment and Workplace Relations.txt | 1384 | parental leave | all paid parental leave types up to double the number of weeks at a rate of one-half of the
normal salary for the employee. when payment is spread at half pay, only the full pay
equivalent period will count as service (except to the extent this clause contradicts clause
236).
maternity and maternal leave
eligible employees can access maternity leave in accordance with the maternity leave act.
an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a.
is under school age on the day of placement
b.
did not previously live with the employee for a period of six months or more as at the day
of placement and
c.
|
| Department of Employment and Workplace Relations.txt | 1389 | maternity leave | eligible employees can access maternity leave in accordance with the maternity leave act.
an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a.
is under school age on the day of placement
b.
did not previously live with the employee for a period of six months or more as at the day
of placement and
c.
is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the |
| Department of Employment and Workplace Relations.txt | 1390 | maternity leave | an employee who is entitled to paid leave under the maternity leave act is also entitled to
two weeks of paid maternal leave, to be taken immediately following the paid component of
maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a.
is under school age on the day of placement
b.
did not previously live with the employee for a period of six months or more as at the day
of placement and
c.
is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the |
| Department of Employment and Workplace Relations.txt | 1392 | maternity leave | maternity leave.
an employee is unable to access personal leave while on paid maternity/maternal leave.
28
a period of maternity/maternal leave is not broken or extended by public holidays or
christmas closedown.
adoption leave
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a.
is under school age on the day of placement
b.
did not previously live with the employee for a period of six months or more as at the day
of placement and
c.
is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the
placement of a child where:
a. |
| Department of Employment and Workplace Relations.txt | 1400 | maternity leave | the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
placement of a child where the child:
a.
is under school age on the day of placement
b.
did not previously live with the employee for a period of six months or more as at the day
of placement and
c.
is not a child or step child of the employee or the employee’s partner.
long term foster care and permanent care orders
an employee who has a period of service equal to that required for employees covered by
the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the
placement of a child where:
a.
the employee becomes the primary care giver of a long term foster child or
b.
is granted custody and guardianship of a child up to the age of 18 years as a result of a
permanent care order and
|
| Department of Employment and Workplace Relations.txt | 1418 | maternity leave | the maternity leave act to receive paid maternity leave, and will be the primary carer of the
child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the
placement of a child where:
a.
the employee becomes the primary care giver of a long term foster child or
b.
is granted custody and guardianship of a child up to the age of 18 years as a result of a
permanent care order and
c.
the child did not previously live with the employee for a period of six months or more as
at the day of placement.
in exceptional circumstances, the secretary may approve paid and/or unpaid foster care
leave under these provisions for short term fostering arrangements or kinship care. this will
only be considered where legal reasons or circumstances beyond the employee’s control
mean the arrangements cannot be considered long term fostering, however are likely to
become long term or permanent.
primary carer leave
an ongoing employee, other than the mother, who becomes the primary care giver for a
newborn baby will be entitled to a period of six weeks paid primary carer leave.
supporting partner leave
an employee, who has 12 continuous months of aps service and is not otherwise entitled to
paid maternity or parental leave under the maternity leave act or this determination, will be
entitled to two weeks of paid supporting partner leave to commence within one month of the
birth, adoption or permanent foster placement of a child or their partner’s child. |
| Department of Employment and Workplace Relations.txt | 1445 | maternity leave | paid maternity or parental leave under the maternity leave act or this determination, will be
entitled to two weeks of paid supporting partner leave to commence within one month of the
birth, adoption or permanent foster placement of a child or their partner’s child.
unpaid parental leave
an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks,
less any period of paid foster care leave or maternity and parental leave types taken in
accordance with the fw act.
an employee is not entitled to take paid personal or compassionate leave while they are
taking unpaid parental leave.
on ending the initial 52 weeks of maternity or parental leave, employees are entitled on
request to an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial 52 week
leave period.
29
returning from any type of parental leave
employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the
employee’s skills and classification.
an employee returning to duty from parental leave will have the right to access part time
work in accordance with the part time provisions in this determination.
unauthorised absences
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination cease to be available until the employee resumes duty, or
is granted leave or ceases employment. such absences will not count as service for any
purpose. for further information on unauthorised absences, please refer to the working
hours policy.
30
|
| Department of Employment and Workplace Relations.txt | 1445 | parental leave | paid maternity or parental leave under the maternity leave act or this determination, will be
entitled to two weeks of paid supporting partner leave to commence within one month of the
birth, adoption or permanent foster placement of a child or their partner’s child.
unpaid parental leave
an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks,
less any period of paid foster care leave or maternity and parental leave types taken in
accordance with the fw act.
an employee is not entitled to take paid personal or compassionate leave while they are
taking unpaid parental leave.
on ending the initial 52 weeks of maternity or parental leave, employees are entitled on
request to an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial 52 week
leave period.
29
returning from any type of parental leave
employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the
employee’s skills and classification.
an employee returning to duty from parental leave will have the right to access part time
work in accordance with the part time provisions in this determination.
unauthorised absences
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination cease to be available until the employee resumes duty, or
is granted leave or ceases employment. such absences will not count as service for any
purpose. for further information on unauthorised absences, please refer to the working
hours policy.
30
|
| Department of Employment and Workplace Relations.txt | 1448 | parental leave | unpaid parental leave
an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks,
less any period of paid foster care leave or maternity and parental leave types taken in
accordance with the fw act.
an employee is not entitled to take paid personal or compassionate leave while they are
taking unpaid parental leave.
on ending the initial 52 weeks of maternity or parental leave, employees are entitled on
request to an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial 52 week
leave period.
29
returning from any type of parental leave
employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the
employee’s skills and classification.
an employee returning to duty from parental leave will have the right to access part time
work in accordance with the part time provisions in this determination.
unauthorised absences
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination cease to be available until the employee resumes duty, or
is granted leave or ceases employment. such absences will not count as service for any
purpose. for further information on unauthorised absences, please refer to the working
hours policy.
30
part i – management of excess employees
the following provisions apply to all employees covered by this determination, excluding an
employee serving a probationary period and a non-ongoing employee. |
| Department of Employment and Workplace Relations.txt | 1449 | parental leave | an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks,
less any period of paid foster care leave or maternity and parental leave types taken in
accordance with the fw act.
an employee is not entitled to take paid personal or compassionate leave while they are
taking unpaid parental leave.
on ending the initial 52 weeks of maternity or parental leave, employees are entitled on
request to an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial 52 week
leave period.
29
returning from any type of parental leave
employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the
employee’s skills and classification.
an employee returning to duty from parental leave will have the right to access part time
work in accordance with the part time provisions in this determination.
unauthorised absences
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination cease to be available until the employee resumes duty, or
is granted leave or ceases employment. such absences will not count as service for any
purpose. for further information on unauthorised absences, please refer to the working
hours policy.
30
part i – management of excess employees
the following provisions apply to all employees covered by this determination, excluding an
employee serving a probationary period and a non-ongoing employee.
the department will, as far as possible, avoid involuntary redundancies. reasonable steps |
| Department of Employment and Workplace Relations.txt | 1450 | parental leave | less any period of paid foster care leave or maternity and parental leave types taken in
accordance with the fw act.
an employee is not entitled to take paid personal or compassionate leave while they are
taking unpaid parental leave.
on ending the initial 52 weeks of maternity or parental leave, employees are entitled on
request to an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial 52 week
leave period.
29
returning from any type of parental leave
employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the
employee’s skills and classification.
an employee returning to duty from parental leave will have the right to access part time
work in accordance with the part time provisions in this determination.
unauthorised absences
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination cease to be available until the employee resumes duty, or
is granted leave or ceases employment. such absences will not count as service for any
purpose. for further information on unauthorised absences, please refer to the working
hours policy.
30
part i – management of excess employees
the following provisions apply to all employees covered by this determination, excluding an
employee serving a probationary period and a non-ongoing employee.
the department will, as far as possible, avoid involuntary redundancies. reasonable steps
will be taken to facilitate redeployment opportunities at level across the department and the |
| Department of Employment and Workplace Relations.txt | 1453 | parental leave | taking unpaid parental leave.
on ending the initial 52 weeks of maternity or parental leave, employees are entitled on
request to an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial 52 week
leave period.
29
returning from any type of parental leave
employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the
employee’s skills and classification.
an employee returning to duty from parental leave will have the right to access part time
work in accordance with the part time provisions in this determination.
unauthorised absences
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination cease to be available until the employee resumes duty, or
is granted leave or ceases employment. such absences will not count as service for any
purpose. for further information on unauthorised absences, please refer to the working
hours policy.
30
part i – management of excess employees
the following provisions apply to all employees covered by this determination, excluding an
employee serving a probationary period and a non-ongoing employee.
the department will, as far as possible, avoid involuntary redundancies. reasonable steps
will be taken to facilitate redeployment opportunities at level across the department and the
aps for excess or potentially excess employees.
an offer of voluntary redundancy to an employee who is not fit for and not at work may be
made to an employee who is excess in accordance with the paragraph below only where the |
| Department of Employment and Workplace Relations.txt | 1454 | parental leave | on ending the initial 52 weeks of maternity or parental leave, employees are entitled on
request to an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial 52 week
leave period.
29
returning from any type of parental leave
employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the
employee’s skills and classification.
an employee returning to duty from parental leave will have the right to access part time
work in accordance with the part time provisions in this determination.
unauthorised absences
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination cease to be available until the employee resumes duty, or
is granted leave or ceases employment. such absences will not count as service for any
purpose. for further information on unauthorised absences, please refer to the working
hours policy.
30
part i – management of excess employees
the following provisions apply to all employees covered by this determination, excluding an
employee serving a probationary period and a non-ongoing employee.
the department will, as far as possible, avoid involuntary redundancies. reasonable steps
will be taken to facilitate redeployment opportunities at level across the department and the
aps for excess or potentially excess employees.
an offer of voluntary redundancy to an employee who is not fit for and not at work may be
made to an employee who is excess in accordance with the paragraph below only where the
secretary, having regard to the commonwealth’s liability, decides it is appropriate. |
| Department of Employment and Workplace Relations.txt | 1455 | parental leave | request to an extension of unpaid parental leave for a further period of up to 52 weeks. the
second period of unpaid leave is to commence immediately following the initial 52 week
leave period.
29
returning from any type of parental leave
employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the
employee’s skills and classification.
an employee returning to duty from parental leave will have the right to access part time
work in accordance with the part time provisions in this determination.
unauthorised absences
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination cease to be available until the employee resumes duty, or
is granted leave or ceases employment. such absences will not count as service for any
purpose. for further information on unauthorised absences, please refer to the working
hours policy.
30
part i – management of excess employees
the following provisions apply to all employees covered by this determination, excluding an
employee serving a probationary period and a non-ongoing employee.
the department will, as far as possible, avoid involuntary redundancies. reasonable steps
will be taken to facilitate redeployment opportunities at level across the department and the
aps for excess or potentially excess employees.
an offer of voluntary redundancy to an employee who is not fit for and not at work may be
made to an employee who is excess in accordance with the paragraph below only where the
secretary, having regard to the commonwealth’s liability, decides it is appropriate.
discussion and consideration period |
| Department of Employment and Workplace Relations.txt | 1460 | parental leave | returning from any type of parental leave
employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the
employee’s skills and classification.
an employee returning to duty from parental leave will have the right to access part time
work in accordance with the part time provisions in this determination.
unauthorised absences
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination cease to be available until the employee resumes duty, or
is granted leave or ceases employment. such absences will not count as service for any
purpose. for further information on unauthorised absences, please refer to the working
hours policy.
30
part i – management of excess employees
the following provisions apply to all employees covered by this determination, excluding an
employee serving a probationary period and a non-ongoing employee.
the department will, as far as possible, avoid involuntary redundancies. reasonable steps
will be taken to facilitate redeployment opportunities at level across the department and the
aps for excess or potentially excess employees.
an offer of voluntary redundancy to an employee who is not fit for and not at work may be
made to an employee who is excess in accordance with the paragraph below only where the
secretary, having regard to the commonwealth’s liability, decides it is appropriate.
discussion and consideration period
where an excess employee situation is identified, the secretary will:
a.
advise the employee(s) directly affected of the situation, the reasons and scope and
invite the employee(s) to nominate a representative |
| Department of Employment and Workplace Relations.txt | 1461 | parental leave | employees returning to work after a period of parental leave will be assigned to the duties
previously performed where available or to alternative duties where appropriate to the
employee’s skills and classification.
an employee returning to duty from parental leave will have the right to access part time
work in accordance with the part time provisions in this determination.
unauthorised absences
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination cease to be available until the employee resumes duty, or
is granted leave or ceases employment. such absences will not count as service for any
purpose. for further information on unauthorised absences, please refer to the working
hours policy.
30
part i – management of excess employees
the following provisions apply to all employees covered by this determination, excluding an
employee serving a probationary period and a non-ongoing employee.
the department will, as far as possible, avoid involuntary redundancies. reasonable steps
will be taken to facilitate redeployment opportunities at level across the department and the
aps for excess or potentially excess employees.
an offer of voluntary redundancy to an employee who is not fit for and not at work may be
made to an employee who is excess in accordance with the paragraph below only where the
secretary, having regard to the commonwealth’s liability, decides it is appropriate.
discussion and consideration period
where an excess employee situation is identified, the secretary will:
a.
advise the employee(s) directly affected of the situation, the reasons and scope and
invite the employee(s) to nominate a representative
|
| Department of Employment and Workplace Relations.txt | 1464 | parental leave | an employee returning to duty from parental leave will have the right to access part time
work in accordance with the part time provisions in this determination.
unauthorised absences
where an employee is absent from duty without approval, all pay and other benefits
provided under this determination cease to be available until the employee resumes duty, or
is granted leave or ceases employment. such absences will not count as service for any
purpose. for further information on unauthorised absences, please refer to the working
hours policy.
30
part i – management of excess employees
the following provisions apply to all employees covered by this determination, excluding an
employee serving a probationary period and a non-ongoing employee.
the department will, as far as possible, avoid involuntary redundancies. reasonable steps
will be taken to facilitate redeployment opportunities at level across the department and the
aps for excess or potentially excess employees.
an offer of voluntary redundancy to an employee who is not fit for and not at work may be
made to an employee who is excess in accordance with the paragraph below only where the
secretary, having regard to the commonwealth’s liability, decides it is appropriate.
discussion and consideration period
where an excess employee situation is identified, the secretary will:
a.
advise the employee(s) directly affected of the situation, the reasons and scope and
invite the employee(s) to nominate a representative
b.
discuss the voluntary redundancy and reassignment processes with affected employees |
| Department of Employment and Workplace Relations.txt | 1632 | long service leave | government service as defined in section 10 of the long service leave (commonwealth
employees) act 1976
c.
service with a commonwealth body (other than service with a joint commonwealth-state
body corporate in which the commonwealth does not have a controlling interest) which is
recognised for long service leave purposes
d.
service with the australian defence forces
e.
aps service immediately preceding deemed resignation under repealed section 49 of the
public service act 1922, if the service has not previously been recognised for severance
pay purposes
f.
service in another organisation where an employee was transferred from that
organisation with a transfer of function; or an employee engaged by that organisation on
work within a function is appointed as a result of the transfer of that function to the aps
and such service is recognised for long service leave purposes.
for earlier periods of service to count, there must be no breaks between the periods of
service, except where:
a.
|
| Department of Employment and Workplace Relations.txt | 1639 | long service leave | recognised for long service leave purposes
d.
service with the australian defence forces
e.
aps service immediately preceding deemed resignation under repealed section 49 of the
public service act 1922, if the service has not previously been recognised for severance
pay purposes
f.
service in another organisation where an employee was transferred from that
organisation with a transfer of function; or an employee engaged by that organisation on
work within a function is appointed as a result of the transfer of that function to the aps
and such service is recognised for long service leave purposes.
for earlier periods of service to count, there must be no breaks between the periods of
service, except where:
a.
the break in service is less than one month and occurs where an offer of employment
with the new employer was made and accepted by the employee before ceasing
employment with the preceding employer or
b.
the earlier period of service was with the aps and ceased because the employee was |
| Department of Employment and Workplace Relations.txt | 1656 | long service leave | and such service is recognised for long service leave purposes.
for earlier periods of service to count, there must be no breaks between the periods of
service, except where:
a.
the break in service is less than one month and occurs where an offer of employment
with the new employer was made and accepted by the employee before ceasing
employment with the preceding employer or
b.
the earlier period of service was with the aps and ceased because the employee was
deemed to have resigned from the aps under the repealed section 49 of the public
service act 1922.
service not to count for severance pay purposes
periods of service that will not count as service for redundancy pay purposes are previous
periods of service that ceased by way of:
a.
termination under section 29 of the ps act or
b.
prior to the commencement of the ps act, by way of redundancy; forfeiture of office,
retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or
termination of probationary appointment for reasons of unsatisfactory service or
c. |
| Department of Employment and Workplace Relations.txt | 1695 | long service leave | absences from duty which do not count as service for long service leave purposes will not
count for severance pay purposes.
33
retention period
should an employee not accept the formal offer of voluntary redundancy, the employee will
commence their retention period one month after the offer of voluntary redundancy. the
notice period will be concurrent with the retention period.
the purpose of the retention period is to enable excess employees to be reassigned within
the aps or to find other suitable employment. consistent with this, during the retention
period:
a.
the department will continue to provide and resource reasonable career transition
services and support, and take all reasonable steps to move an excess employee to a
suitable vacancy, to another agency or to pursue placements outside the aps consistent
with this determination and
b.
employees will take all reasonable steps to secure permanent re-assignment or
placement.
the retention period is:
a.
13 months where an employee has 20 or more years of continuous, current service with
the aps or is over 45 years of age
|
| Department of Employment and Workplace Relations.txt | 1759 | travel | employment interviews and may request assistance in meeting reasonable travel costs
and incidental expenses incurred by the employee in seeking alternative employment,
where these are not met by the prospective employer.
e.
the employee may, after being given four weeks of notice (or five weeks for employees
over 45 years old who have completed at least five years of continuous, current aps
service), be reduced in classification as a means of securing alternative employment. if
reduction occurs after the offer of voluntary redundancy and before the end of the
retention period the employee will receive payments to maintain the employee’s salary
level for the balance of the retention period.
34
extension of the retention period
retention periods will only be extended by periods of approved leave due to the employee’s
illness or injury (supported by medical evidence) taken during the retention period. the
period will not be extended on these grounds beyond an additional eight weeks.
involuntary redundancy
if an excess employee is unsuccessful in obtaining permanent reassignment at the end of
the retention period, the employee’s employment will be terminated under section 29 of the
ps act. an employee may be entitled to a redundancy payment under the nes.
where an excess employee’s employment is to be terminated the employee will be given
four weeks’ notice of termination (or five weeks for an employee over 45 years of age with
at least five years of continuous, current aps service). this period of notice will be served,
as far as practicable, concurrently with the retention period.
35
|
| Department of Employment and Workplace Relations.txt | 2267 | salary advancement | is eligible for salary advancement as set out in part c of this determination and
e.
received a performance rating of ‘meets expectations’ in the most recent performance
cycle.
where an employee is advanced to the senior government lawyer level, an employee will
only be advanced to the first salary point in the senior government lawyer scale and must
remain at that level for at least 12 months before being eligible for further advancement
within the senior government lawyer scale.
accelerated advancement
subject to secretary approval, if eligible for advancement in accordance with clauses 305
and 306, an employee on the government lawyer broadband may be advanced two pay
points within the broadband. the decision to advance an employee more than one point in
the broadband will take into account performance outcomes.
41
attachment d – department of employment and workplace
information technology specialist designation and salary
relations:
table 1 – information technology (it) specialist designation
classification
pay point
on commencement |
| Department of Employment and Workplace Relations.txt | 2365 | overtime | shift penalty payments will not be taken into account in the computation of overtime or in
the calculation of any allowance based upon salary, nor will they be paid with respect to any
shift for which any other form of penalty payment is made under this determination. an
employee's ordinary rate will include any temporary performance loading for the shift.
shiftworkers will receive the following rate:
rostered time of work
rate
work performed on a shift, any part of which falls
between 7:00 pm and 7:00 am.
115% of ordinary
hourly rate
work performed continuously for a period
exceeding 4 weeks on a shift falling wholly
between 7:00 pm and 7:00 am
work performed anytime on a saturday
130% of ordinary
hourly rate
work performed anytime on a sunday
work performed anytime on a public holiday
150% of ordinary
hourly rate
200% of ordinary
hourly rate |
| Department of Employment and Workplace Relations.txt | 2406 | overtime | overtime
shiftworkers directed to work overtime are entitled to the overtime payments calculated as
follows:
for overtime worked
overtime rate
monday to saturday – first three hours
monday to saturday – after three hours
sunday – all day
150% of ordinary hourly rate
200% of ordinary hourly rate
200% of ordinary hourly rate
public holidays or additional holiday – all day
250% of ordinary hourly rate
crib time
where an employee working a shift pattern is required to be on standby during meal breaks,
they will be paid crib time of single time for the period they are required to be on standby.
43
operation of shifts
managers will allocate shifts equitably among employees undertaking shift work, with shift
rosters specifying the standard hours of work for each shift.
a shift worker can be moved from one shift team to another by agreement at any time or
with seven days’ notice. if seven days’ notice has not been given, except where this is not |
| Department of Employment and Workplace Relations.txt | 2407 | overtime | shiftworkers directed to work overtime are entitled to the overtime payments calculated as
follows:
for overtime worked
overtime rate
monday to saturday – first three hours
monday to saturday – after three hours
sunday – all day
150% of ordinary hourly rate
200% of ordinary hourly rate
200% of ordinary hourly rate
public holidays or additional holiday – all day
250% of ordinary hourly rate
crib time
where an employee working a shift pattern is required to be on standby during meal breaks,
they will be paid crib time of single time for the period they are required to be on standby.
43
operation of shifts
managers will allocate shifts equitably among employees undertaking shift work, with shift
rosters specifying the standard hours of work for each shift.
a shift worker can be moved from one shift team to another by agreement at any time or
with seven days’ notice. if seven days’ notice has not been given, except where this is not
possible due to the illness or unanticipated absence of another employee, overtime will apply |
| Department of Employment and Workplace Relations.txt | 2409 | overtime | for overtime worked
overtime rate
monday to saturday – first three hours
monday to saturday – after three hours
sunday – all day
150% of ordinary hourly rate
200% of ordinary hourly rate
200% of ordinary hourly rate
public holidays or additional holiday – all day
250% of ordinary hourly rate
crib time
where an employee working a shift pattern is required to be on standby during meal breaks,
they will be paid crib time of single time for the period they are required to be on standby.
43
operation of shifts
managers will allocate shifts equitably among employees undertaking shift work, with shift
rosters specifying the standard hours of work for each shift.
a shift worker can be moved from one shift team to another by agreement at any time or
with seven days’ notice. if seven days’ notice has not been given, except where this is not
possible due to the illness or unanticipated absence of another employee, overtime will apply
as per the overtime provisions of this determination for work outside the employee’s
previously rostered hours of duty until the employee has received seven days’ notice of the |
| Department of Employment and Workplace Relations.txt | 2411 | overtime | overtime rate
monday to saturday – first three hours
monday to saturday – after three hours
sunday – all day
150% of ordinary hourly rate
200% of ordinary hourly rate
200% of ordinary hourly rate
public holidays or additional holiday – all day
250% of ordinary hourly rate
crib time
where an employee working a shift pattern is required to be on standby during meal breaks,
they will be paid crib time of single time for the period they are required to be on standby.
43
operation of shifts
managers will allocate shifts equitably among employees undertaking shift work, with shift
rosters specifying the standard hours of work for each shift.
a shift worker can be moved from one shift team to another by agreement at any time or
with seven days’ notice. if seven days’ notice has not been given, except where this is not
possible due to the illness or unanticipated absence of another employee, overtime will apply
as per the overtime provisions of this determination for work outside the employee’s
previously rostered hours of duty until the employee has received seven days’ notice of the
shift change.
shiftworkers can exchange shifts or rostered days off by mutual agreement and with the |
| Department of Employment and Workplace Relations.txt | 2436 | overtime | possible due to the illness or unanticipated absence of another employee, overtime will apply
as per the overtime provisions of this determination for work outside the employee’s
previously rostered hours of duty until the employee has received seven days’ notice of the
shift change.
shiftworkers can exchange shifts or rostered days off by mutual agreement and with the
approval of the relevant manager provided that the arrangement does not give rise to an
employee working overtime.
leave
shiftworkers will accrue an additional half day of paid annual leave for each sunday or public
holiday worked, up to a maximum of five days for each calendar year in addition to penalty
rates.
if the employee is rostered off on a public holiday, they will if practicable, within one month
of that public holiday, be granted a day’s paid leave in lieu of that holiday. where it is
impractical to grant a day’s leave in lieu, the employee will be paid one day’s pay at ordinary
time.
where a shiftworker takes annual leave, they will be paid shift penalty payments in respect
of any duty which the shiftworker would have performed had they not been on approved
annual leave.
where a shiftworker takes a period of leave other than annual leave, shift penalties are not
payable for the period of the absence.
44
attachment f – remote localities assistance
remote localities assistance (rla) is to recognise the climatic condition and lack of access to
services in remote localities due to the geographical location.
four categories have been determined for payment of rla, depending on the level of
remoteness. the amounts payable for the categories are:
category 1
|
| Department of Employment and Workplace Relations.txt | 2437 | overtime | as per the overtime provisions of this determination for work outside the employee’s
previously rostered hours of duty until the employee has received seven days’ notice of the
shift change.
shiftworkers can exchange shifts or rostered days off by mutual agreement and with the
approval of the relevant manager provided that the arrangement does not give rise to an
employee working overtime.
leave
shiftworkers will accrue an additional half day of paid annual leave for each sunday or public
holiday worked, up to a maximum of five days for each calendar year in addition to penalty
rates.
if the employee is rostered off on a public holiday, they will if practicable, within one month
of that public holiday, be granted a day’s paid leave in lieu of that holiday. where it is
impractical to grant a day’s leave in lieu, the employee will be paid one day’s pay at ordinary
time.
where a shiftworker takes annual leave, they will be paid shift penalty payments in respect
of any duty which the shiftworker would have performed had they not been on approved
annual leave.
where a shiftworker takes a period of leave other than annual leave, shift penalties are not
payable for the period of the absence.
44
attachment f – remote localities assistance
remote localities assistance (rla) is to recognise the climatic condition and lack of access to
services in remote localities due to the geographical location.
four categories have been determined for payment of rla, depending on the level of
remoteness. the amounts payable for the categories are:
category 1
category 2 |
| Department of Employment and Workplace Relations.txt | 2442 | overtime | employee working overtime.
leave
shiftworkers will accrue an additional half day of paid annual leave for each sunday or public
holiday worked, up to a maximum of five days for each calendar year in addition to penalty
rates.
if the employee is rostered off on a public holiday, they will if practicable, within one month
of that public holiday, be granted a day’s paid leave in lieu of that holiday. where it is
impractical to grant a day’s leave in lieu, the employee will be paid one day’s pay at ordinary
time.
where a shiftworker takes annual leave, they will be paid shift penalty payments in respect
of any duty which the shiftworker would have performed had they not been on approved
annual leave.
where a shiftworker takes a period of leave other than annual leave, shift penalties are not
payable for the period of the absence.
44
attachment f – remote localities assistance
remote localities assistance (rla) is to recognise the climatic condition and lack of access to
services in remote localities due to the geographical location.
four categories have been determined for payment of rla, depending on the level of
remoteness. the amounts payable for the categories are:
category 1
category 2
category 3
category 4
|
| NHMRC-2016-2019.txt | 219 | salary advancement | applicable, the higher pay point attained through salary advancement in previous periods of higher duties at
that, or a higher, classification level.
20 . an employee temporarily performing duties at a higher classification level who is granted paid leave or who
observes a public holiday will continue to receive payment at the higher classification level during his or her
absence until the date on which the employee would have ceased working at that level had the employee not
been absent. further information is contained in nhmrc's policies and guidelines .
21. the ceo will determine the remuneration level of an employee who is temporarily assigned duties at the
senior executive service (ses) level.
salary advancement
22. for an employee who is below the maximum pay point of their classification level , salary advancement will
occur from the beginning of the first full pay period commencing on or after 1 august each year subject to :
•
completion of the requirements of the performance partnerships program (ppp); and
•
performance of duties at the substantive and/or higher duties level within the nhmrc for an aggregate
period of six (6) months or more within the ppp cycle ended 30 june of that year; and
•
performance being assessed as effective or better at the end of the ppp cycle .
6
23. employees under 21 years of age employed at the aps 1 classification level , whose rate of salary is prescribed
in attachment a, will be automatically advanced to the next salary pay point on their birthday . further
information is contained in nhmrc's policies and guidelines . |
| NHMRC-2016-2019.txt | 228 | salary advancement | salary advancement
22. for an employee who is below the maximum pay point of their classification level , salary advancement will
occur from the beginning of the first full pay period commencing on or after 1 august each year subject to :
•
completion of the requirements of the performance partnerships program (ppp); and
•
performance of duties at the substantive and/or higher duties level within the nhmrc for an aggregate
period of six (6) months or more within the ppp cycle ended 30 june of that year; and
•
performance being assessed as effective or better at the end of the ppp cycle .
6
23. employees under 21 years of age employed at the aps 1 classification level , whose rate of salary is prescribed
in attachment a, will be automatically advanced to the next salary pay point on their birthday . further
information is contained in nhmrc's policies and guidelines .
part time employees
24 . remuneration and other benefits for part time employees will be calculated on a pro rata basis according to
hours worked , with the exception of expense related benefits , which will be paid at the same amount as full
time employees .
casual employees
25 . casual employees are entitled to a salary loading of 20% in lieu of paid leave entitlements (other than long
service leave), notice of termination of employment, redundancy benefits and public hol idays on which the |
| NHMRC-2016-2019.txt | 229 | salary advancement | 22. for an employee who is below the maximum pay point of their classification level , salary advancement will
occur from the beginning of the first full pay period commencing on or after 1 august each year subject to :
•
completion of the requirements of the performance partnerships program (ppp); and
•
performance of duties at the substantive and/or higher duties level within the nhmrc for an aggregate
period of six (6) months or more within the ppp cycle ended 30 june of that year; and
•
performance being assessed as effective or better at the end of the ppp cycle .
6
23. employees under 21 years of age employed at the aps 1 classification level , whose rate of salary is prescribed
in attachment a, will be automatically advanced to the next salary pay point on their birthday . further
information is contained in nhmrc's policies and guidelines .
part time employees
24 . remuneration and other benefits for part time employees will be calculated on a pro rata basis according to
hours worked , with the exception of expense related benefits , which will be paid at the same amount as full
time employees .
casual employees
25 . casual employees are entitled to a salary loading of 20% in lieu of paid leave entitlements (other than long
service leave), notice of termination of employment, redundancy benefits and public hol idays on which the
employee is not rostered to work. |
| NHMRC-2016-2019.txt | 272 | parental leave | 29. for employees who take paid and/or unpaid parental leave (which includes maternity, adoption , foster care and
non-primary care giver leave), employer contrib utions will be made for a period equal to a maximum of 52
weeks as if the entire period of leave was paid leave , in accordance with the rules of the appropriate
superannuation scheme .
30 . employer superannuation contributions will not be paid during other periods of unpaid leave that do not count
as service, unless otherwise required by law.
31 . the ceo may choose to limit superannuation choice to complying superannuation funds that allow employee
and/or employer contributions to be paid through fortnightly electronic funds transfer.
salary packaging
32 . salary packaging will be available to employees on a salary sacrifice basis . employees may elect to sacrifice
up to 100% of their salary for other benefits .
33. any fees charged for the administration of the packaging arrangements and any fringe benefits tax incurred by
the employee as a result of the salary packaging arrangement will be met by the individual employee on a
salary sacrifice basis .
34. participation in salary packaging will not affect an employee's salary for superannuation , or any other purpose.
individual flexibility arrangement (ifa)
35 . the ceo and an employee covered by this enterprise agreement may agree to make an individual flexibility .
arrangement to vary the effect of terms of the agreement if:
•
the arrangement deals with one or more of the following matters ;
arrangements about when work is performed;
overtime rates ;
penalty rates ;
7
allowances; |
| NHMRC-2016-2019.txt | 281 | salary packaging | salary packaging
32 . salary packaging will be available to employees on a salary sacrifice basis . employees may elect to sacrifice
up to 100% of their salary for other benefits .
33. any fees charged for the administration of the packaging arrangements and any fringe benefits tax incurred by
the employee as a result of the salary packaging arrangement will be met by the individual employee on a
salary sacrifice basis .
34. participation in salary packaging will not affect an employee's salary for superannuation , or any other purpose.
individual flexibility arrangement (ifa)
35 . the ceo and an employee covered by this enterprise agreement may agree to make an individual flexibility .
arrangement to vary the effect of terms of the agreement if:
•
the arrangement deals with one or more of the following matters ;
arrangements about when work is performed;
overtime rates ;
penalty rates ;
7
allowances;
remuneration; and/or
leave; and
•
the arrangement meets the genuine needs of the nhmrc and employee in relation to one or more of the
matters mentioned in this clause; and
•
|
| NHMRC-2016-2019.txt | 282 | salary packaging | 32 . salary packaging will be available to employees on a salary sacrifice basis . employees may elect to sacrifice
up to 100% of their salary for other benefits .
33. any fees charged for the administration of the packaging arrangements and any fringe benefits tax incurred by
the employee as a result of the salary packaging arrangement will be met by the individual employee on a
salary sacrifice basis .
34. participation in salary packaging will not affect an employee's salary for superannuation , or any other purpose.
individual flexibility arrangement (ifa)
35 . the ceo and an employee covered by this enterprise agreement may agree to make an individual flexibility .
arrangement to vary the effect of terms of the agreement if:
•
the arrangement deals with one or more of the following matters ;
arrangements about when work is performed;
overtime rates ;
penalty rates ;
7
allowances;
remuneration; and/or
leave; and
•
the arrangement meets the genuine needs of the nhmrc and employee in relation to one or more of the
matters mentioned in this clause; and
•
the arrangement is genuinely agreed to by the ceo and employee . |
| NHMRC-2016-2019.txt | 285 | salary packaging | the employee as a result of the salary packaging arrangement will be met by the individual employee on a
salary sacrifice basis .
34. participation in salary packaging will not affect an employee's salary for superannuation , or any other purpose.
individual flexibility arrangement (ifa)
35 . the ceo and an employee covered by this enterprise agreement may agree to make an individual flexibility .
arrangement to vary the effect of terms of the agreement if:
•
the arrangement deals with one or more of the following matters ;
arrangements about when work is performed;
overtime rates ;
penalty rates ;
7
allowances;
remuneration; and/or
leave; and
•
the arrangement meets the genuine needs of the nhmrc and employee in relation to one or more of the
matters mentioned in this clause; and
•
the arrangement is genuinely agreed to by the ceo and employee .
36. the ceo must ensure that the terms of the individual flexibility arrangement:
• |
| NHMRC-2016-2019.txt | 287 | salary packaging | 34. participation in salary packaging will not affect an employee's salary for superannuation , or any other purpose.
individual flexibility arrangement (ifa)
35 . the ceo and an employee covered by this enterprise agreement may agree to make an individual flexibility .
arrangement to vary the effect of terms of the agreement if:
•
the arrangement deals with one or more of the following matters ;
arrangements about when work is performed;
overtime rates ;
penalty rates ;
7
allowances;
remuneration; and/or
leave; and
•
the arrangement meets the genuine needs of the nhmrc and employee in relation to one or more of the
matters mentioned in this clause; and
•
the arrangement is genuinely agreed to by the ceo and employee .
36. the ceo must ensure that the terms of the individual flexibility arrangement:
•
are about permitted matters under section 172 of the fair work act 2009; and |
| NHMRC-2016-2019.txt | 296 | overtime | overtime rates ;
penalty rates ;
7
allowances;
remuneration; and/or
leave; and
•
the arrangement meets the genuine needs of the nhmrc and employee in relation to one or more of the
matters mentioned in this clause; and
•
the arrangement is genuinely agreed to by the ceo and employee .
36. the ceo must ensure that the terms of the individual flexibility arrangement:
•
are about permitted matters under section 172 of the fair work act 2009; and
•
are not unlawful terms under section 194 of the fair work act 2009; and
•
result in the employee being better off overall than the employee would be if no arrangement was made .
|
| NHMRC-2016-2019.txt | 366 | travel | travel and motor vehicle allowance
42 . employees required to be absent from their usual place of work on official business overnight will be paid a
travel allowance for each absence. further information is available in nhmrc's policies and guidelines.
43. an employee who is required to be absent from his or her usual place of work on official business for a period
of not less than 10 hours , but is not absent overnight, will be paid an allowance of $48 .00 for each absence .
44. employees authorised to use a private motor vehicle owned or hired by that employee for official travel will be
paid a motor vehicle allowance. further information can be found in nhmrc's policies and guidelines.
8
relocation assistance
45 . when an existing employee is directed to relocate for employment purposes, the nhmrc will meet all
reasonable costs as determined by the ceo associated with relocation of the employee and their dependants.
further information can be found in nhmrc's pol icies and guidelines .
workplace responsibility allowance
46. where the ceo appoints an employee as a first aid officer they wi ll be paid workplace responsibility
allowance at the rate of $17 .50 per week.
47 . where the ceo appoints an employee as a fire warden, workplace harassment contact officer or a health
and safety representative, they will be paid workplace responsibility allowance at the rate of $10 per week.
48. workplace responsibil ity allowance is not included in the payment of leave on termination, except for the
purpose of long service leave, or for superannuation purposes, except as required by legislation .
restriction allowance
49. where an aps6 or below employee is required to be contactable and available to work for a specified period
outside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week.
50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be
payable for each public holiday occurring within the period of restriction .
51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a
proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12 |
| NHMRC-2016-2019.txt | 368 | travel | travel allowance for each absence. further information is available in nhmrc's policies and guidelines.
43. an employee who is required to be absent from his or her usual place of work on official business for a period
of not less than 10 hours , but is not absent overnight, will be paid an allowance of $48 .00 for each absence .
44. employees authorised to use a private motor vehicle owned or hired by that employee for official travel will be
paid a motor vehicle allowance. further information can be found in nhmrc's policies and guidelines.
8
relocation assistance
45 . when an existing employee is directed to relocate for employment purposes, the nhmrc will meet all
reasonable costs as determined by the ceo associated with relocation of the employee and their dependants.
further information can be found in nhmrc's pol icies and guidelines .
workplace responsibility allowance
46. where the ceo appoints an employee as a first aid officer they wi ll be paid workplace responsibility
allowance at the rate of $17 .50 per week.
47 . where the ceo appoints an employee as a fire warden, workplace harassment contact officer or a health
and safety representative, they will be paid workplace responsibility allowance at the rate of $10 per week.
48. workplace responsibil ity allowance is not included in the payment of leave on termination, except for the
purpose of long service leave, or for superannuation purposes, except as required by legislation .
restriction allowance
49. where an aps6 or below employee is required to be contactable and available to work for a specified period
outside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week.
50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be
payable for each public holiday occurring within the period of restriction .
51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a
proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12
hours per day monday to friday, and 24 hours per day on a weekend.
|
| NHMRC-2016-2019.txt | 368 | travel allowance | travel allowance for each absence. further information is available in nhmrc's policies and guidelines.
43. an employee who is required to be absent from his or her usual place of work on official business for a period
of not less than 10 hours , but is not absent overnight, will be paid an allowance of $48 .00 for each absence .
44. employees authorised to use a private motor vehicle owned or hired by that employee for official travel will be
paid a motor vehicle allowance. further information can be found in nhmrc's policies and guidelines.
8
relocation assistance
45 . when an existing employee is directed to relocate for employment purposes, the nhmrc will meet all
reasonable costs as determined by the ceo associated with relocation of the employee and their dependants.
further information can be found in nhmrc's pol icies and guidelines .
workplace responsibility allowance
46. where the ceo appoints an employee as a first aid officer they wi ll be paid workplace responsibility
allowance at the rate of $17 .50 per week.
47 . where the ceo appoints an employee as a fire warden, workplace harassment contact officer or a health
and safety representative, they will be paid workplace responsibility allowance at the rate of $10 per week.
48. workplace responsibil ity allowance is not included in the payment of leave on termination, except for the
purpose of long service leave, or for superannuation purposes, except as required by legislation .
restriction allowance
49. where an aps6 or below employee is required to be contactable and available to work for a specified period
outside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week.
50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be
payable for each public holiday occurring within the period of restriction .
51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a
proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12
hours per day monday to friday, and 24 hours per day on a weekend.
|
| NHMRC-2016-2019.txt | 371 | travel | 44. employees authorised to use a private motor vehicle owned or hired by that employee for official travel will be
paid a motor vehicle allowance. further information can be found in nhmrc's policies and guidelines.
8
relocation assistance
45 . when an existing employee is directed to relocate for employment purposes, the nhmrc will meet all
reasonable costs as determined by the ceo associated with relocation of the employee and their dependants.
further information can be found in nhmrc's pol icies and guidelines .
workplace responsibility allowance
46. where the ceo appoints an employee as a first aid officer they wi ll be paid workplace responsibility
allowance at the rate of $17 .50 per week.
47 . where the ceo appoints an employee as a fire warden, workplace harassment contact officer or a health
and safety representative, they will be paid workplace responsibility allowance at the rate of $10 per week.
48. workplace responsibil ity allowance is not included in the payment of leave on termination, except for the
purpose of long service leave, or for superannuation purposes, except as required by legislation .
restriction allowance
49. where an aps6 or below employee is required to be contactable and available to work for a specified period
outside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week.
50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be
payable for each public holiday occurring within the period of restriction .
51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a
proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12
hours per day monday to friday, and 24 hours per day on a weekend.
overtime meal allowance
52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the
employee will receive a meal allowance of $25.80 . |
| NHMRC-2016-2019.txt | 387 | long service leave | purpose of long service leave, or for superannuation purposes, except as required by legislation .
restriction allowance
49. where an aps6 or below employee is required to be contactable and available to work for a specified period
outside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week.
50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be
payable for each public holiday occurring within the period of restriction .
51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a
proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12
hours per day monday to friday, and 24 hours per day on a weekend.
overtime meal allowance
52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the
employee will receive a meal allowance of $25.80 .
53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will
receive an additional overtime meal allowance of $25 .80.
family care expenses
54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed
some or all of the costs of additional family care arrangements on production of an invoice .
55. an employee with school children who has approved leave cancelled , or is required to return from leave early
because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by
the employee for each school child attending approved or registered care . further information can be found in
nhmrc's policies and guidelines .
employee health
56. employees who are required to operate screen based equipment as an integral part of their duties will be
reimbursed every two (2) years:
•
|
| NHMRC-2016-2019.txt | 391 | bandwidth | outside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week.
50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be
payable for each public holiday occurring within the period of restriction .
51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a
proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12
hours per day monday to friday, and 24 hours per day on a weekend.
overtime meal allowance
52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the
employee will receive a meal allowance of $25.80 .
53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will
receive an additional overtime meal allowance of $25 .80.
family care expenses
54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed
some or all of the costs of additional family care arrangements on production of an invoice .
55. an employee with school children who has approved leave cancelled , or is required to return from leave early
because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by
the employee for each school child attending approved or registered care . further information can be found in
nhmrc's policies and guidelines .
employee health
56. employees who are required to operate screen based equipment as an integral part of their duties will be
reimbursed every two (2) years:
•
reasonable costs for eyesight testing; and
•
|
| NHMRC-2016-2019.txt | 395 | bandwidth | proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12
hours per day monday to friday, and 24 hours per day on a weekend.
overtime meal allowance
52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the
employee will receive a meal allowance of $25.80 .
53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will
receive an additional overtime meal allowance of $25 .80.
family care expenses
54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed
some or all of the costs of additional family care arrangements on production of an invoice .
55. an employee with school children who has approved leave cancelled , or is required to return from leave early
because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by
the employee for each school child attending approved or registered care . further information can be found in
nhmrc's policies and guidelines .
employee health
56. employees who are required to operate screen based equipment as an integral part of their duties will be
reimbursed every two (2) years:
•
reasonable costs for eyesight testing; and
•
up to $120 for single vision spectacles and $190 for bi-focal or multi-focal spectacles .
57. the ceo will make arrangements for the provision of annual influenza vaccinations for all employees.
58 . the ceo will provide employees and their families with access to confidential professional counselling to assist |
| NHMRC-2016-2019.txt | 398 | overtime | overtime meal allowance
52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the
employee will receive a meal allowance of $25.80 .
53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will
receive an additional overtime meal allowance of $25 .80.
family care expenses
54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed
some or all of the costs of additional family care arrangements on production of an invoice .
55. an employee with school children who has approved leave cancelled , or is required to return from leave early
because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by
the employee for each school child attending approved or registered care . further information can be found in
nhmrc's policies and guidelines .
employee health
56. employees who are required to operate screen based equipment as an integral part of their duties will be
reimbursed every two (2) years:
•
reasonable costs for eyesight testing; and
•
up to $120 for single vision spectacles and $190 for bi-focal or multi-focal spectacles .
57. the ceo will make arrangements for the provision of annual influenza vaccinations for all employees.
58 . the ceo will provide employees and their families with access to confidential professional counselling to assist
with work or personal issues through provision of an external employee assistance programme.
9 |
| NHMRC-2016-2019.txt | 399 | overtime | 52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the
employee will receive a meal allowance of $25.80 .
53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will
receive an additional overtime meal allowance of $25 .80.
family care expenses
54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed
some or all of the costs of additional family care arrangements on production of an invoice .
55. an employee with school children who has approved leave cancelled , or is required to return from leave early
because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by
the employee for each school child attending approved or registered care . further information can be found in
nhmrc's policies and guidelines .
employee health
56. employees who are required to operate screen based equipment as an integral part of their duties will be
reimbursed every two (2) years:
•
reasonable costs for eyesight testing; and
•
up to $120 for single vision spectacles and $190 for bi-focal or multi-focal spectacles .
57. the ceo will make arrangements for the provision of annual influenza vaccinations for all employees.
58 . the ceo will provide employees and their families with access to confidential professional counselling to assist
with work or personal issues through provision of an external employee assistance programme.
9
|
| NHMRC-2016-2019.txt | 401 | overtime | 53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will
receive an additional overtime meal allowance of $25 .80.
family care expenses
54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed
some or all of the costs of additional family care arrangements on production of an invoice .
55. an employee with school children who has approved leave cancelled , or is required to return from leave early
because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by
the employee for each school child attending approved or registered care . further information can be found in
nhmrc's policies and guidelines .
employee health
56. employees who are required to operate screen based equipment as an integral part of their duties will be
reimbursed every two (2) years:
•
reasonable costs for eyesight testing; and
•
up to $120 for single vision spectacles and $190 for bi-focal or multi-focal spectacles .
57. the ceo will make arrangements for the provision of annual influenza vaccinations for all employees.
58 . the ceo will provide employees and their families with access to confidential professional counselling to assist
with work or personal issues through provision of an external employee assistance programme.
9
part d - working hours
general |
| NHMRC-2016-2019.txt | 402 | overtime | receive an additional overtime meal allowance of $25 .80.
family care expenses
54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed
some or all of the costs of additional family care arrangements on production of an invoice .
55. an employee with school children who has approved leave cancelled , or is required to return from leave early
because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by
the employee for each school child attending approved or registered care . further information can be found in
nhmrc's policies and guidelines .
employee health
56. employees who are required to operate screen based equipment as an integral part of their duties will be
reimbursed every two (2) years:
•
reasonable costs for eyesight testing; and
•
up to $120 for single vision spectacles and $190 for bi-focal or multi-focal spectacles .
57. the ceo will make arrangements for the provision of annual influenza vaccinations for all employees.
58 . the ceo will provide employees and their families with access to confidential professional counselling to assist
with work or personal issues through provision of an external employee assistance programme.
9
part d - working hours
general
59. all employees are required to maintain a record of attendance. |
| NHMRC-2016-2019.txt | 434 | overtime | working overtime.
61 . where an employee is required to undertake official travel , the time spent travelling , excluding the usual time
taken for the employee to travel to and from their regular place of work, will be recorded as ordinary work
hours.
62. employees donating blood during working hours are not required to complete a leave application or to take flex
leave, but are regarded as being on duty for the period of their absence.
full time employees
63 . the ordinary hours of duty for full time employees are 150 hours over a four (4) week settlement period .
part time employees
64 . a part time employee is an employee whose ordinary hours are less than 150 hours in a four (4) week
settlement period .
65. a full time employee will not be required to convert to part time hours (or vice-versa) without the employee's
agreement.
66 . if a full time employee initiates part time work, the employee will have the right to revert to full time employment
at the expiry of the agreed period. a new agreement to continue part time work arrangements or a reversion to
full time hours before the expiry of the agreed period , will be considered having regards to operational
requirements.
67. the part time hours and days of work will be determined by the manager in consultation with the employee. an
employee , with the agreement of their manager, may vary the agreed hours of work.
68 . remuneration and other employment benefits that are not expense related will be calculated on a pro rata
basis for part time employees .
flextime
69 . flextime is available to all employees below executive level 1.
70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours
may be varied from time to time by either the manager or employee to accommodate operational or personal
requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a
standard day. |
| NHMRC-2016-2019.txt | 435 | travel | 61 . where an employee is required to undertake official travel , the time spent travelling , excluding the usual time
taken for the employee to travel to and from their regular place of work, will be recorded as ordinary work
hours.
62. employees donating blood during working hours are not required to complete a leave application or to take flex
leave, but are regarded as being on duty for the period of their absence.
full time employees
63 . the ordinary hours of duty for full time employees are 150 hours over a four (4) week settlement period .
part time employees
64 . a part time employee is an employee whose ordinary hours are less than 150 hours in a four (4) week
settlement period .
65. a full time employee will not be required to convert to part time hours (or vice-versa) without the employee's
agreement.
66 . if a full time employee initiates part time work, the employee will have the right to revert to full time employment
at the expiry of the agreed period. a new agreement to continue part time work arrangements or a reversion to
full time hours before the expiry of the agreed period , will be considered having regards to operational
requirements.
67. the part time hours and days of work will be determined by the manager in consultation with the employee. an
employee , with the agreement of their manager, may vary the agreed hours of work.
68 . remuneration and other employment benefits that are not expense related will be calculated on a pro rata
basis for part time employees .
flextime
69 . flextime is available to all employees below executive level 1.
70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours
may be varied from time to time by either the manager or employee to accommodate operational or personal
requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a
standard day.
71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may |
| NHMRC-2016-2019.txt | 436 | travel | taken for the employee to travel to and from their regular place of work, will be recorded as ordinary work
hours.
62. employees donating blood during working hours are not required to complete a leave application or to take flex
leave, but are regarded as being on duty for the period of their absence.
full time employees
63 . the ordinary hours of duty for full time employees are 150 hours over a four (4) week settlement period .
part time employees
64 . a part time employee is an employee whose ordinary hours are less than 150 hours in a four (4) week
settlement period .
65. a full time employee will not be required to convert to part time hours (or vice-versa) without the employee's
agreement.
66 . if a full time employee initiates part time work, the employee will have the right to revert to full time employment
at the expiry of the agreed period. a new agreement to continue part time work arrangements or a reversion to
full time hours before the expiry of the agreed period , will be considered having regards to operational
requirements.
67. the part time hours and days of work will be determined by the manager in consultation with the employee. an
employee , with the agreement of their manager, may vary the agreed hours of work.
68 . remuneration and other employment benefits that are not expense related will be calculated on a pro rata
basis for part time employees .
flextime
69 . flextime is available to all employees below executive level 1.
70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours
may be varied from time to time by either the manager or employee to accommodate operational or personal
requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a
standard day.
71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may
only carry over more than 37.5 hours flextime credit into the next settlement period , where the manager |
| NHMRC-2016-2019.txt | 438 | donating blood | 62. employees donating blood during working hours are not required to complete a leave application or to take flex
leave, but are regarded as being on duty for the period of their absence.
full time employees
63 . the ordinary hours of duty for full time employees are 150 hours over a four (4) week settlement period .
part time employees
64 . a part time employee is an employee whose ordinary hours are less than 150 hours in a four (4) week
settlement period .
65. a full time employee will not be required to convert to part time hours (or vice-versa) without the employee's
agreement.
66 . if a full time employee initiates part time work, the employee will have the right to revert to full time employment
at the expiry of the agreed period. a new agreement to continue part time work arrangements or a reversion to
full time hours before the expiry of the agreed period , will be considered having regards to operational
requirements.
67. the part time hours and days of work will be determined by the manager in consultation with the employee. an
employee , with the agreement of their manager, may vary the agreed hours of work.
68 . remuneration and other employment benefits that are not expense related will be calculated on a pro rata
basis for part time employees .
flextime
69 . flextime is available to all employees below executive level 1.
70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours
may be varied from time to time by either the manager or employee to accommodate operational or personal
requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a
standard day.
71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may
only carry over more than 37.5 hours flextime credit into the next settlement period , where the manager
expressly agreed to the additional hours being worked to achieve operations .
72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the |
| NHMRC-2016-2019.txt | 458 | flextime | flextime
69 . flextime is available to all employees below executive level 1.
70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours
may be varied from time to time by either the manager or employee to accommodate operational or personal
requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a
standard day.
71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may
only carry over more than 37.5 hours flextime credit into the next settlement period , where the manager
expressly agreed to the additional hours being worked to achieve operations .
72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the
employee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the
end of the settlement period.
73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee
exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount
of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or
accessing annual leave.
74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at
ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination
payment.
10
75 . the manager may direct that flextime does not apply to an employee or a team :
•
where there is insufficient work;
•
no mutual agreement between the parties can be reached on the flextime arrangement; |
| NHMRC-2016-2019.txt | 459 | flextime | 69 . flextime is available to all employees below executive level 1.
70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours
may be varied from time to time by either the manager or employee to accommodate operational or personal
requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a
standard day.
71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may
only carry over more than 37.5 hours flextime credit into the next settlement period , where the manager
expressly agreed to the additional hours being worked to achieve operations .
72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the
employee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the
end of the settlement period.
73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee
exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount
of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or
accessing annual leave.
74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at
ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination
payment.
10
75 . the manager may direct that flextime does not apply to an employee or a team :
•
where there is insufficient work;
•
no mutual agreement between the parties can be reached on the flextime arrangement;
|
| NHMRC-2016-2019.txt | 464 | flextime | 71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may
only carry over more than 37.5 hours flextime credit into the next settlement period , where the manager
expressly agreed to the additional hours being worked to achieve operations .
72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the
employee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the
end of the settlement period.
73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee
exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount
of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or
accessing annual leave.
74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at
ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination
payment.
10
75 . the manager may direct that flextime does not apply to an employee or a team :
•
where there is insufficient work;
•
no mutual agreement between the parties can be reached on the flextime arrangement;
•
due to operational requirements ;
• |
| NHMRC-2016-2019.txt | 465 | flextime | only carry over more than 37.5 hours flextime credit into the next settlement period , where the manager
expressly agreed to the additional hours being worked to achieve operations .
72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the
employee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the
end of the settlement period.
73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee
exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount
of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or
accessing annual leave.
74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at
ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination
payment.
10
75 . the manager may direct that flextime does not apply to an employee or a team :
•
where there is insufficient work;
•
no mutual agreement between the parties can be reached on the flextime arrangement;
•
due to operational requirements ;
•
|
| NHMRC-2016-2019.txt | 467 | flextime | 72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the
employee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the
end of the settlement period.
73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee
exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount
of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or
accessing annual leave.
74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at
ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination
payment.
10
75 . the manager may direct that flextime does not apply to an employee or a team :
•
where there is insufficient work;
•
no mutual agreement between the parties can be reached on the flextime arrangement;
•
due to operational requirements ;
•
where an employee does not adhere to the flextime requirements ; or
|
| NHMRC-2016-2019.txt | 468 | flextime | employee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the
end of the settlement period.
73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee
exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount
of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or
accessing annual leave.
74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at
ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination
payment.
10
75 . the manager may direct that flextime does not apply to an employee or a team :
•
where there is insufficient work;
•
no mutual agreement between the parties can be reached on the flextime arrangement;
•
due to operational requirements ;
•
where an employee does not adhere to the flextime requirements ; or
• |
| NHMRC-2016-2019.txt | 470 | flextime | 73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee
exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount
of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or
accessing annual leave.
74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at
ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination
payment.
10
75 . the manager may direct that flextime does not apply to an employee or a team :
•
where there is insufficient work;
•
no mutual agreement between the parties can be reached on the flextime arrangement;
•
due to operational requirements ;
•
where an employee does not adhere to the flextime requirements ; or
•
where the employee's manager reasonably considers the employee's attendance is unsatisfactory. |
| NHMRC-2016-2019.txt | 471 | flextime | exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount
of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or
accessing annual leave.
74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at
ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination
payment.
10
75 . the manager may direct that flextime does not apply to an employee or a team :
•
where there is insufficient work;
•
no mutual agreement between the parties can be reached on the flextime arrangement;
•
due to operational requirements ;
•
where an employee does not adhere to the flextime requirements ; or
•
where the employee's manager reasonably considers the employee's attendance is unsatisfactory.
|
| NHMRC-2016-2019.txt | 472 | flextime | of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or
accessing annual leave.
74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at
ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination
payment.
10
75 . the manager may direct that flextime does not apply to an employee or a team :
•
where there is insufficient work;
•
no mutual agreement between the parties can be reached on the flextime arrangement;
•
due to operational requirements ;
•
where an employee does not adhere to the flextime requirements ; or
•
where the employee's manager reasonably considers the employee's attendance is unsatisfactory.
executive level employees - flexible working hours |
| NHMRC-2016-2019.txt | 480 | flextime | 75 . the manager may direct that flextime does not apply to an employee or a team :
•
where there is insufficient work;
•
no mutual agreement between the parties can be reached on the flextime arrangement;
•
due to operational requirements ;
•
where an employee does not adhere to the flextime requirements ; or
•
where the employee's manager reasonably considers the employee's attendance is unsatisfactory.
executive level employees - flexible working hours
76. it is recognised that executive level employees (and their equivalents) will be required to work reasonable
additional hours from time to time, and do not have access to the flex-time scheme. instead, executive level
employees may be entitled to time off work for additional hours worked which may be used with their
manager's approval , subject to operational requirements . flexible working arrangements may also be used to
vary usual work patterns through an agreed work pattern or for part-day absences in lieu of other leave types .
overtime
77 . overtime is work performed by an aps6 or below employee at the direction of their manager that is: |
| NHMRC-2016-2019.txt | 487 | flextime | no mutual agreement between the parties can be reached on the flextime arrangement;
•
due to operational requirements ;
•
where an employee does not adhere to the flextime requirements ; or
•
where the employee's manager reasonably considers the employee's attendance is unsatisfactory.
executive level employees - flexible working hours
76. it is recognised that executive level employees (and their equivalents) will be required to work reasonable
additional hours from time to time, and do not have access to the flex-time scheme. instead, executive level
employees may be entitled to time off work for additional hours worked which may be used with their
manager's approval , subject to operational requirements . flexible working arrangements may also be used to
vary usual work patterns through an agreed work pattern or for part-day absences in lieu of other leave types .
overtime
77 . overtime is work performed by an aps6 or below employee at the direction of their manager that is:
•
on a weekend or public holiday; or
•
on any one normal working day that is outside the bandwidth , 7am to 7pm , or in excess of 9 hours 30 |
| NHMRC-2016-2019.txt | 495 | flextime | where an employee does not adhere to the flextime requirements ; or
•
where the employee's manager reasonably considers the employee's attendance is unsatisfactory.
executive level employees - flexible working hours
76. it is recognised that executive level employees (and their equivalents) will be required to work reasonable
additional hours from time to time, and do not have access to the flex-time scheme. instead, executive level
employees may be entitled to time off work for additional hours worked which may be used with their
manager's approval , subject to operational requirements . flexible working arrangements may also be used to
vary usual work patterns through an agreed work pattern or for part-day absences in lieu of other leave types .
overtime
77 . overtime is work performed by an aps6 or below employee at the direction of their manager that is:
•
on a weekend or public holiday; or
•
on any one normal working day that is outside the bandwidth , 7am to 7pm , or in excess of 9 hours 30
minutes within the bandwidth .
78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu
will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of
a meal break is not regarded as breaking continuity.
79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment
for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the
overtime having been performed , or where the employee requests payment to meet costs incurred as a result |
| NHMRC-2016-2019.txt | 508 | overtime | overtime
77 . overtime is work performed by an aps6 or below employee at the direction of their manager that is:
•
on a weekend or public holiday; or
•
on any one normal working day that is outside the bandwidth , 7am to 7pm , or in excess of 9 hours 30
minutes within the bandwidth .
78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu
will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of
a meal break is not regarded as breaking continuity.
79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment
for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the
overtime having been performed , or where the employee requests payment to meet costs incurred as a result
of having performed the overtime .
80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further
information can be found in nhmrc 's policies and guidelines.
81. toil or payment is calculated as follows :
•
monday to saturday - one and a half times the hourly rate ;
•
sunday - double the hourly rate;
• |
| NHMRC-2016-2019.txt | 509 | overtime | 77 . overtime is work performed by an aps6 or below employee at the direction of their manager that is:
•
on a weekend or public holiday; or
•
on any one normal working day that is outside the bandwidth , 7am to 7pm , or in excess of 9 hours 30
minutes within the bandwidth .
78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu
will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of
a meal break is not regarded as breaking continuity.
79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment
for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the
overtime having been performed , or where the employee requests payment to meet costs incurred as a result
of having performed the overtime .
80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further
information can be found in nhmrc 's policies and guidelines.
81. toil or payment is calculated as follows :
•
monday to saturday - one and a half times the hourly rate ;
•
sunday - double the hourly rate;
•
|
| NHMRC-2016-2019.txt | 516 | bandwidth | on any one normal working day that is outside the bandwidth , 7am to 7pm , or in excess of 9 hours 30
minutes within the bandwidth .
78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu
will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of
a meal break is not regarded as breaking continuity.
79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment
for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the
overtime having been performed , or where the employee requests payment to meet costs incurred as a result
of having performed the overtime .
80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further
information can be found in nhmrc 's policies and guidelines.
81. toil or payment is calculated as follows :
•
monday to saturday - one and a half times the hourly rate ;
•
sunday - double the hourly rate;
•
public holiday - at the hourly rate for work performed within standard hours (where an employee has
already received ordinary time for the public holiday) and double the hourly rate for work performed
outside standard hours ; and
•
annual closedown - one and a half times the hourly rate. |
| NHMRC-2016-2019.txt | 517 | bandwidth | minutes within the bandwidth .
78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu
will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of
a meal break is not regarded as breaking continuity.
79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment
for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the
overtime having been performed , or where the employee requests payment to meet costs incurred as a result
of having performed the overtime .
80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further
information can be found in nhmrc 's policies and guidelines.
81. toil or payment is calculated as follows :
•
monday to saturday - one and a half times the hourly rate ;
•
sunday - double the hourly rate;
•
public holiday - at the hourly rate for work performed within standard hours (where an employee has
already received ordinary time for the public holiday) and double the hourly rate for work performed
outside standard hours ; and
•
annual closedown - one and a half times the hourly rate.
|
| NHMRC-2016-2019.txt | 519 | overtime | 78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu
will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of
a meal break is not regarded as breaking continuity.
79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment
for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the
overtime having been performed , or where the employee requests payment to meet costs incurred as a result
of having performed the overtime .
80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further
information can be found in nhmrc 's policies and guidelines.
81. toil or payment is calculated as follows :
•
monday to saturday - one and a half times the hourly rate ;
•
sunday - double the hourly rate;
•
public holiday - at the hourly rate for work performed within standard hours (where an employee has
already received ordinary time for the public holiday) and double the hourly rate for work performed
outside standard hours ; and
•
annual closedown - one and a half times the hourly rate.
recall to work
82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with |
| NHMRC-2016-2019.txt | 522 | overtime | 79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment
for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the
overtime having been performed , or where the employee requests payment to meet costs incurred as a result
of having performed the overtime .
80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further
information can be found in nhmrc 's policies and guidelines.
81. toil or payment is calculated as follows :
•
monday to saturday - one and a half times the hourly rate ;
•
sunday - double the hourly rate;
•
public holiday - at the hourly rate for work performed within standard hours (where an employee has
already received ordinary time for the public holiday) and double the hourly rate for work performed
outside standard hours ; and
•
annual closedown - one and a half times the hourly rate.
recall to work
82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with
the rates set out in clause 80:
•
|
| NHMRC-2016-2019.txt | 523 | overtime | for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the
overtime having been performed , or where the employee requests payment to meet costs incurred as a result
of having performed the overtime .
80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further
information can be found in nhmrc 's policies and guidelines.
81. toil or payment is calculated as follows :
•
monday to saturday - one and a half times the hourly rate ;
•
sunday - double the hourly rate;
•
public holiday - at the hourly rate for work performed within standard hours (where an employee has
already received ordinary time for the public holiday) and double the hourly rate for work performed
outside standard hours ; and
•
annual closedown - one and a half times the hourly rate.
recall to work
82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with
the rates set out in clause 80:
•
for a minimum of one (1) hour where the employee performs duties but is not required to travel to the |
| NHMRC-2016-2019.txt | 524 | overtime | overtime having been performed , or where the employee requests payment to meet costs incurred as a result
of having performed the overtime .
80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further
information can be found in nhmrc 's policies and guidelines.
81. toil or payment is calculated as follows :
•
monday to saturday - one and a half times the hourly rate ;
•
sunday - double the hourly rate;
•
public holiday - at the hourly rate for work performed within standard hours (where an employee has
already received ordinary time for the public holiday) and double the hourly rate for work performed
outside standard hours ; and
•
annual closedown - one and a half times the hourly rate.
recall to work
82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with
the rates set out in clause 80:
•
for a minimum of one (1) hour where the employee performs duties but is not required to travel to the
workplace; or |
| NHMRC-2016-2019.txt | 525 | overtime | of having performed the overtime .
80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further
information can be found in nhmrc 's policies and guidelines.
81. toil or payment is calculated as follows :
•
monday to saturday - one and a half times the hourly rate ;
•
sunday - double the hourly rate;
•
public holiday - at the hourly rate for work performed within standard hours (where an employee has
already received ordinary time for the public holiday) and double the hourly rate for work performed
outside standard hours ; and
•
annual closedown - one and a half times the hourly rate.
recall to work
82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with
the rates set out in clause 80:
•
for a minimum of one (1) hour where the employee performs duties but is not required to travel to the
workplace; or
|
| NHMRC-2016-2019.txt | 548 | overtime | 82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with
the rates set out in clause 80:
•
for a minimum of one (1) hour where the employee performs duties but is not required to travel to the
workplace; or
•
for a minimum of three (3) hours , including travel time, where the employee is required to perform duties
at the workplace .
this provision should only be used in emergencies or as a last resort.
11
public holidays
83 . employees are entitled to the following public holidays :
•
new year's day (1 january) ;
•
australia day (26 january);
•
good friday;
|
| NHMRC-2016-2019.txt | 552 | travel | for a minimum of one (1) hour where the employee performs duties but is not required to travel to the
workplace; or
•
for a minimum of three (3) hours , including travel time, where the employee is required to perform duties
at the workplace .
this provision should only be used in emergencies or as a last resort.
11
public holidays
83 . employees are entitled to the following public holidays :
•
new year's day (1 january) ;
•
australia day (26 january);
•
good friday;
•
easter monday;
|
| NHMRC-2016-2019.txt | 557 | travel | for a minimum of three (3) hours , including travel time, where the employee is required to perform duties
at the workplace .
this provision should only be used in emergencies or as a last resort.
11
public holidays
83 . employees are entitled to the following public holidays :
•
new year's day (1 january) ;
•
australia day (26 january);
•
good friday;
•
easter monday;
•
anzac day (25 april) ;
• |
| NHMRC-2016-2019.txt | 615 | long service leave | in accordance with the entitlement for that form of leave (e.g . if on long service leave half pay, payment is at
half pay).
annual closedown
88 . the nhmrc will close its normal operation from the close of business on the last working day before
christmas , with business resuming on the first working day after new year's day ('annual closedown').
89. employees are entitled to be absent with pay for the working days during annual closedown .
90 . payment for absences on working days during annual closedown will be made in accordance with an
employee's usual ordinary hours of work for that day or days per week. however, where an employee would
otherwise be absent on leave on that day, the rate of payment will be in accordance with the payment for that
leave entitlement, e.g. if the employee is absent on long service leave at half pay, payment for the day will also
be at half pay.
part e - leave
portability of leave
91 . where an employee moves into the nhmrc (including on promotion or for an agreed period) from another
agency where they were an ongoing aps employee, the employee's unused accrued annual leave and
personal leave (however described) will be transferred, provided there is no break in continuity of service .
92 . where an employee is engaged in the nhmrc immediately following a period of ongoing employment in the
parliamentary service or the act government service, the employee's unused accrued annual leave and
personal leave (however described) will be recognised unless the employee received payment in lieu of those
entitlements on termination of employment.
12
93. for the purposes of clauses 90 and 91 :
•
'aps employee' has the same meaning as the public service act 1999.
|
| NHMRC-2016-2019.txt | 625 | long service leave | leave entitlement, e.g. if the employee is absent on long service leave at half pay, payment for the day will also
be at half pay.
part e - leave
portability of leave
91 . where an employee moves into the nhmrc (including on promotion or for an agreed period) from another
agency where they were an ongoing aps employee, the employee's unused accrued annual leave and
personal leave (however described) will be transferred, provided there is no break in continuity of service .
92 . where an employee is engaged in the nhmrc immediately following a period of ongoing employment in the
parliamentary service or the act government service, the employee's unused accrued annual leave and
personal leave (however described) will be recognised unless the employee received payment in lieu of those
entitlements on termination of employment.
12
93. for the purposes of clauses 90 and 91 :
•
'aps employee' has the same meaning as the public service act 1999.
•
'parliamentary service' refers to engagement under the parliamentary services act 1999.
94. where a person is engaged as an ongoing employee in the nhmrc , and immediately prior to the engagement
the person was employed as a non-ongoing aps employee (whether in the nhmrc or another agency) the
ceo may, at the employee's request, recognise any unused, accrued annual leave (excluding accrued leave
paid out on termination of employment) and personal leave (however described).
annual leave |
| NHMRC-2016-2019.txt | 663 | travel | 98 . employees recalled to work whilst on annual leave will have that period of work, including reasonable travel
time as determined by the ceo required to undertake the work, re-credited to their annual leave balance. any
reasonable expenses as determined by the ceo that the employee has incurred as a result of being recalled to
duty will be reimbursed where those expenses are not otherwise recoverable from other sources such as
refunds or travel insurance.
99. employees who have accrued an annual leave credit of 40 days or more on 1 january of any year may be
directed by the ceo to take an amount of leave to reduce the credit by not more than one quarter of the total
leave credit. this leave must be taken within 12 weeks of the direction or otherwise agreed.
cashing out of annual leave
1go .subject to clause 100, the ceo may approve a written application to cash out up to 10 days of accrued annual
leave provided they retain a minimum balance of 20 days . the employee will be paid the full amount that
would have been paid to the employee had the employee taken the leave that is cashed out.
101 .the ceo will not approve requests to cash out leave unless the employee takes a period of annual leave
equal to or greater than the period of leave the employee is applying to cash out at the same time as making
the request.
purchased leave
102.with the approval of the ceo, employees may elect to purchase an additional six (6) weeks leave once per 12
month period.
103.purchased leave will count as service for all purposes. the employee's salary for superannuation purposes is
their salary as if they had not purchased leave. further information can be found in nhmrc's policies and
guidelines.
personal leave
104.0n engagement ongoing employees will be credited with 18 days paid personal leave .
105.0ngoing and non-ongoing employees will accrue 18 days paid personal/carer's leave per year of service. this
leave accrues progressively leave per year.
106.employees must advise their manager, by phone call unless unable to do so or as otherwise agreed, as soon
as practicable of their absence or intention to be absent. |
| NHMRC-2016-2019.txt | 667 | travel | refunds or travel insurance.
99. employees who have accrued an annual leave credit of 40 days or more on 1 january of any year may be
directed by the ceo to take an amount of leave to reduce the credit by not more than one quarter of the total
leave credit. this leave must be taken within 12 weeks of the direction or otherwise agreed.
cashing out of annual leave
1go .subject to clause 100, the ceo may approve a written application to cash out up to 10 days of accrued annual
leave provided they retain a minimum balance of 20 days . the employee will be paid the full amount that
would have been paid to the employee had the employee taken the leave that is cashed out.
101 .the ceo will not approve requests to cash out leave unless the employee takes a period of annual leave
equal to or greater than the period of leave the employee is applying to cash out at the same time as making
the request.
purchased leave
102.with the approval of the ceo, employees may elect to purchase an additional six (6) weeks leave once per 12
month period.
103.purchased leave will count as service for all purposes. the employee's salary for superannuation purposes is
their salary as if they had not purchased leave. further information can be found in nhmrc's policies and
guidelines.
personal leave
104.0n engagement ongoing employees will be credited with 18 days paid personal leave .
105.0ngoing and non-ongoing employees will accrue 18 days paid personal/carer's leave per year of service. this
leave accrues progressively leave per year.
106.employees must advise their manager, by phone call unless unable to do so or as otherwise agreed, as soon
as practicable of their absence or intention to be absent.
107.personal leave will be granted to an employee in the following circumstances :
•
where the employee is ill or injured; |
| NHMRC-2016-2019.txt | 714 | long service leave | community service leave or war service sick leave while on annual leave or long service leave and who
produce satisfactory evidence may apply for that leave . annual leave and long service leave will be re-credited
to the extent of the period of alternative leave granted .
11 o.an employee is required to provide evidence to be entitled to paid personal leave where:
•
the employee is absent from work for a period exceeding four consecutive work days, and/or;
•
the employee has taken ten days or more paid personal leave without evidence in a calendar year, for
any absence taken during the remainder of that year.
111 .for the purposes of clause 108, evidence means:
•
a medical certificate ;
•
a statutory declaration , if it was not reasonably practicable for the employee to obtain a medical
certificate; and/or
•
with the prior agreement or direction the ceo another form of evidence, including no evidence.
112.if the employee provides a statutory declaration as evidence the statutory declaration must set out why the
employee is or was unable to attend work, and why it was not reasonably practicable for them to obtain a
medical certificate. |
| NHMRC-2016-2019.txt | 715 | long service leave | produce satisfactory evidence may apply for that leave . annual leave and long service leave will be re-credited
to the extent of the period of alternative leave granted .
11 o.an employee is required to provide evidence to be entitled to paid personal leave where:
•
the employee is absent from work for a period exceeding four consecutive work days, and/or;
•
the employee has taken ten days or more paid personal leave without evidence in a calendar year, for
any absence taken during the remainder of that year.
111 .for the purposes of clause 108, evidence means:
•
a medical certificate ;
•
a statutory declaration , if it was not reasonably practicable for the employee to obtain a medical
certificate; and/or
•
with the prior agreement or direction the ceo another form of evidence, including no evidence.
112.if the employee provides a statutory declaration as evidence the statutory declaration must set out why the
employee is or was unable to attend work, and why it was not reasonably practicable for them to obtain a
medical certificate.
113.the ceo may also , in writing , require an employee to provide evidence for personal leave in other |
| NHMRC-2016-2019.txt | 777 | long service leave | long service leave
119.an employee will be eligible for long service leave in accordance with the long service leave (commonwealth
employees) act 1976.
120.the minimum period for which long service leave will be granted is seven (7) calendar days at full pay or at
least fourteen ( 14) calendar days at half pay, per occasion . long service leave cannot be broken with other
periods of leave, a weekend or a public holiday except as otherwise provided by legislation .
community service leave
121 .an employee is entitled to leave for the purposes of engaging in community service activities, including jury
service and emergency management activities, as defined in division 8 of the fair work act 2009.
122.paid leave will be granted for the purposes of jury service and the ceo will determine whether any or all of
this leave granted for purposes other than jury service will be granted with or without pay.
123.participation in emergency management activities includes training, emergency service responses, reasonable
recovery time and ceremonial duties.
cultural leave
124.the ceo may grant miscellaneous leave to employees for ceremonial, religious and other cultural purposes
associated with their culture or ethnicity as follows:
•
up to two (2) days leave with pay each calendar year to attend or participate in activities or events; and
•
up to three (3) months unpaid leave each calendar year to fulfil cultural obligations . this leave will not
count as service for any purpose.
defence reserve leave
125.an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence
force (adf) reserve and continuous full time service (cfts) or cadet force obligations. |
| NHMRC-2016-2019.txt | 778 | long service leave | 119.an employee will be eligible for long service leave in accordance with the long service leave (commonwealth
employees) act 1976.
120.the minimum period for which long service leave will be granted is seven (7) calendar days at full pay or at
least fourteen ( 14) calendar days at half pay, per occasion . long service leave cannot be broken with other
periods of leave, a weekend or a public holiday except as otherwise provided by legislation .
community service leave
121 .an employee is entitled to leave for the purposes of engaging in community service activities, including jury
service and emergency management activities, as defined in division 8 of the fair work act 2009.
122.paid leave will be granted for the purposes of jury service and the ceo will determine whether any or all of
this leave granted for purposes other than jury service will be granted with or without pay.
123.participation in emergency management activities includes training, emergency service responses, reasonable
recovery time and ceremonial duties.
cultural leave
124.the ceo may grant miscellaneous leave to employees for ceremonial, religious and other cultural purposes
associated with their culture or ethnicity as follows:
•
up to two (2) days leave with pay each calendar year to attend or participate in activities or events; and
•
up to three (3) months unpaid leave each calendar year to fulfil cultural obligations . this leave will not
count as service for any purpose.
defence reserve leave
125.an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence
force (adf) reserve and continuous full time service (cfts) or cadet force obligations.
126.an employee is entitled to leave with pay, of up to four (4) weeks during each financial year, and an additional |
| NHMRC-2016-2019.txt | 780 | long service leave | 120.the minimum period for which long service leave will be granted is seven (7) calendar days at full pay or at
least fourteen ( 14) calendar days at half pay, per occasion . long service leave cannot be broken with other
periods of leave, a weekend or a public holiday except as otherwise provided by legislation .
community service leave
121 .an employee is entitled to leave for the purposes of engaging in community service activities, including jury
service and emergency management activities, as defined in division 8 of the fair work act 2009.
122.paid leave will be granted for the purposes of jury service and the ceo will determine whether any or all of
this leave granted for purposes other than jury service will be granted with or without pay.
123.participation in emergency management activities includes training, emergency service responses, reasonable
recovery time and ceremonial duties.
cultural leave
124.the ceo may grant miscellaneous leave to employees for ceremonial, religious and other cultural purposes
associated with their culture or ethnicity as follows:
•
up to two (2) days leave with pay each calendar year to attend or participate in activities or events; and
•
up to three (3) months unpaid leave each calendar year to fulfil cultural obligations . this leave will not
count as service for any purpose.
defence reserve leave
125.an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence
force (adf) reserve and continuous full time service (cfts) or cadet force obligations.
126.an employee is entitled to leave with pay, of up to four (4) weeks during each financial year, and an additional
two (2) weeks' paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the
adf reserve. |
| NHMRC-2016-2019.txt | 781 | long service leave | least fourteen ( 14) calendar days at half pay, per occasion . long service leave cannot be broken with other
periods of leave, a weekend or a public holiday except as otherwise provided by legislation .
community service leave
121 .an employee is entitled to leave for the purposes of engaging in community service activities, including jury
service and emergency management activities, as defined in division 8 of the fair work act 2009.
122.paid leave will be granted for the purposes of jury service and the ceo will determine whether any or all of
this leave granted for purposes other than jury service will be granted with or without pay.
123.participation in emergency management activities includes training, emergency service responses, reasonable
recovery time and ceremonial duties.
cultural leave
124.the ceo may grant miscellaneous leave to employees for ceremonial, religious and other cultural purposes
associated with their culture or ethnicity as follows:
•
up to two (2) days leave with pay each calendar year to attend or participate in activities or events; and
•
up to three (3) months unpaid leave each calendar year to fulfil cultural obligations . this leave will not
count as service for any purpose.
defence reserve leave
125.an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence
force (adf) reserve and continuous full time service (cfts) or cadet force obligations.
126.an employee is entitled to leave with pay, of up to four (4) weeks during each financial year, and an additional
two (2) weeks' paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the
adf reserve.
127.with the exception of the additional two (2) weeks in the first year of service, leave can be accumulated and |
| NHMRC-2016-2019.txt | 832 | parental leave | maternity and parental leave
133.employees who are pregnant, or have given birth , are covered by the provisions of the maternity leave
(commonwealth employees) act 1973 (the ml act).
134.employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of
paid leave, to be taken continuous with a period of paid leave provided by the ml act.
135.employees who adopt or permanently foster a child are entitled to up to 52 weeks of unpaid parental leave
commencing from the time of placement of the child . for employees who are the primary caregiver for that
child, up to 14 weeks of that leave will be paid leave , provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
136.employees are entitled to parental leave for adoption or permanent foster care when that child:
•
is under 16 years of age;
•
has not, or will not have, lived continuously with the employee for a period of six months or more as at the
day (or expected day) of placement; and
•
is not (otherwise than because of the adoption) a child of the employee or the employee's spouse/partner.
137.documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering
arrangements must be submitted when applying for parental leave for adoption or permanent foster carer
purposes .
138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave
spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over
a longer period , a maximum of 14 weeks of the leave period will count as service.
139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid |
| NHMRC-2016-2019.txt | 833 | maternity leave | 133.employees who are pregnant, or have given birth , are covered by the provisions of the maternity leave
(commonwealth employees) act 1973 (the ml act).
134.employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of
paid leave, to be taken continuous with a period of paid leave provided by the ml act.
135.employees who adopt or permanently foster a child are entitled to up to 52 weeks of unpaid parental leave
commencing from the time of placement of the child . for employees who are the primary caregiver for that
child, up to 14 weeks of that leave will be paid leave , provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
136.employees are entitled to parental leave for adoption or permanent foster care when that child:
•
is under 16 years of age;
•
has not, or will not have, lived continuously with the employee for a period of six months or more as at the
day (or expected day) of placement; and
•
is not (otherwise than because of the adoption) a child of the employee or the employee's spouse/partner.
137.documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering
arrangements must be submitted when applying for parental leave for adoption or permanent foster carer
purposes .
138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave
spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over
a longer period , a maximum of 14 weeks of the leave period will count as service.
139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid
parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence |
| NHMRC-2016-2019.txt | 837 | parental leave | 135.employees who adopt or permanently foster a child are entitled to up to 52 weeks of unpaid parental leave
commencing from the time of placement of the child . for employees who are the primary caregiver for that
child, up to 14 weeks of that leave will be paid leave , provided the employee satisfies the same qualifying
requirements as those required to receive paid leave in accordance with the ml act.
136.employees are entitled to parental leave for adoption or permanent foster care when that child:
•
is under 16 years of age;
•
has not, or will not have, lived continuously with the employee for a period of six months or more as at the
day (or expected day) of placement; and
•
is not (otherwise than because of the adoption) a child of the employee or the employee's spouse/partner.
137.documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering
arrangements must be submitted when applying for parental leave for adoption or permanent foster carer
purposes .
138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave
spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over
a longer period , a maximum of 14 weeks of the leave period will count as service.
139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid
parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence
immediately following the initial 52 week leave period .
140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken
during the first 12 weeks.
141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual |
| NHMRC-2016-2019.txt | 841 | parental leave | 136.employees are entitled to parental leave for adoption or permanent foster care when that child:
•
is under 16 years of age;
•
has not, or will not have, lived continuously with the employee for a period of six months or more as at the
day (or expected day) of placement; and
•
is not (otherwise than because of the adoption) a child of the employee or the employee's spouse/partner.
137.documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering
arrangements must be submitted when applying for parental leave for adoption or permanent foster carer
purposes .
138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave
spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over
a longer period , a maximum of 14 weeks of the leave period will count as service.
139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid
parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence
immediately following the initial 52 week leave period .
140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken
during the first 12 weeks.
141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual
closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental
leave, employees have the return to work guarantee and the right to request flexible working arrangements
provided by (or the equivalent to those provided by) the fair work act 2009.
142.an employee returning to duty from maternity or parental leave will be given access to part time employment if |
| NHMRC-2016-2019.txt | 856 | parental leave | arrangements must be submitted when applying for parental leave for adoption or permanent foster carer
purposes .
138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave
spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over
a longer period , a maximum of 14 weeks of the leave period will count as service.
139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid
parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence
immediately following the initial 52 week leave period .
140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken
during the first 12 weeks.
141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual
closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental
leave, employees have the return to work guarantee and the right to request flexible working arrangements
provided by (or the equivalent to those provided by) the fair work act 2009.
142.an employee returning to duty from maternity or parental leave will be given access to part time employment if
requested by the employee for the period up until the child reaches school age.
supporting partner/other primary caregiver leave
143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is
not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two
weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid
leave.
144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays ,
i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave
provided by this clause.
145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be
submitted when applying for supporting partner/other primary caregiver leave.
146.this paid leave will count as service for all purposes .
16
|
| NHMRC-2016-2019.txt | 858 | parental leave | 138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave
spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over
a longer period , a maximum of 14 weeks of the leave period will count as service.
139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid
parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence
immediately following the initial 52 week leave period .
140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken
during the first 12 weeks.
141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual
closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental
leave, employees have the return to work guarantee and the right to request flexible working arrangements
provided by (or the equivalent to those provided by) the fair work act 2009.
142.an employee returning to duty from maternity or parental leave will be given access to part time employment if
requested by the employee for the period up until the child reaches school age.
supporting partner/other primary caregiver leave
143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is
not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two
weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid
leave.
144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays ,
i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave
provided by this clause.
145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be
submitted when applying for supporting partner/other primary caregiver leave.
146.this paid leave will count as service for all purposes .
16
absence without approval
147.where an employee is absent from work without approval , e.g. without the express approval of their |
| NHMRC-2016-2019.txt | 861 | parental leave | 139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid
parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence
immediately following the initial 52 week leave period .
140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken
during the first 12 weeks.
141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual
closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental
leave, employees have the return to work guarantee and the right to request flexible working arrangements
provided by (or the equivalent to those provided by) the fair work act 2009.
142.an employee returning to duty from maternity or parental leave will be given access to part time employment if
requested by the employee for the period up until the child reaches school age.
supporting partner/other primary caregiver leave
143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is
not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two
weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid
leave.
144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays ,
i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave
provided by this clause.
145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be
submitted when applying for supporting partner/other primary caregiver leave.
146.this paid leave will count as service for all purposes .
16
absence without approval
147.where an employee is absent from work without approval , e.g. without the express approval of their
supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an
'unauthorised absence' and will not count as service for any purpose under this agreement, including
remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are |
| NHMRC-2016-2019.txt | 862 | parental leave | parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence
immediately following the initial 52 week leave period .
140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken
during the first 12 weeks.
141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual
closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental
leave, employees have the return to work guarantee and the right to request flexible working arrangements
provided by (or the equivalent to those provided by) the fair work act 2009.
142.an employee returning to duty from maternity or parental leave will be given access to part time employment if
requested by the employee for the period up until the child reaches school age.
supporting partner/other primary caregiver leave
143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is
not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two
weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid
leave.
144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays ,
i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave
provided by this clause.
145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be
submitted when applying for supporting partner/other primary caregiver leave.
146.this paid leave will count as service for all purposes .
16
absence without approval
147.where an employee is absent from work without approval , e.g. without the express approval of their
supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an
'unauthorised absence' and will not count as service for any purpose under this agreement, including
remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are
overpayments and the nhmrc will seek to recover those amounts . |
| NHMRC-2016-2019.txt | 864 | parental leave | 140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken
during the first 12 weeks.
141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual
closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental
leave, employees have the return to work guarantee and the right to request flexible working arrangements
provided by (or the equivalent to those provided by) the fair work act 2009.
142.an employee returning to duty from maternity or parental leave will be given access to part time employment if
requested by the employee for the period up until the child reaches school age.
supporting partner/other primary caregiver leave
143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is
not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two
weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid
leave.
144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays ,
i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave
provided by this clause.
145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be
submitted when applying for supporting partner/other primary caregiver leave.
146.this paid leave will count as service for all purposes .
16
absence without approval
147.where an employee is absent from work without approval , e.g. without the express approval of their
supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an
'unauthorised absence' and will not count as service for any purpose under this agreement, including
remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are
overpayments and the nhmrc will seek to recover those amounts .
part f - performance and development |
| NHMRC-2016-2019.txt | 867 | parental leave | closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental
leave, employees have the return to work guarantee and the right to request flexible working arrangements
provided by (or the equivalent to those provided by) the fair work act 2009.
142.an employee returning to duty from maternity or parental leave will be given access to part time employment if
requested by the employee for the period up until the child reaches school age.
supporting partner/other primary caregiver leave
143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is
not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two
weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid
leave.
144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays ,
i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave
provided by this clause.
145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be
submitted when applying for supporting partner/other primary caregiver leave.
146.this paid leave will count as service for all purposes .
16
absence without approval
147.where an employee is absent from work without approval , e.g. without the express approval of their
supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an
'unauthorised absence' and will not count as service for any purpose under this agreement, including
remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are
overpayments and the nhmrc will seek to recover those amounts .
part f - performance and development
performance partnerships program
148.employees must participate in the nhmrc's performance partnerships program (ppp) . the ppp cycle runs
from july to june each year. the ppp helps employees and their managers set performance goals , identify |
| NHMRC-2016-2019.txt | 870 | parental leave | 142.an employee returning to duty from maternity or parental leave will be given access to part time employment if
requested by the employee for the period up until the child reaches school age.
supporting partner/other primary caregiver leave
143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is
not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two
weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid
leave.
144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays ,
i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave
provided by this clause.
145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be
submitted when applying for supporting partner/other primary caregiver leave.
146.this paid leave will count as service for all purposes .
16
absence without approval
147.where an employee is absent from work without approval , e.g. without the express approval of their
supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an
'unauthorised absence' and will not count as service for any purpose under this agreement, including
remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are
overpayments and the nhmrc will seek to recover those amounts .
part f - performance and development
performance partnerships program
148.employees must participate in the nhmrc's performance partnerships program (ppp) . the ppp cycle runs
from july to june each year. the ppp helps employees and their managers set performance goals , identify
skills development opportunities to support employees to meet these goals and assess performance against
these goals. performance assessment and feedback is an ongoing process between the supervisor and the
employee with regular feedback and operates on a 'no surprises' principle. |
| NHMRC-2016-2019.txt | 874 | parental leave | not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two
weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid
leave.
144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays ,
i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave
provided by this clause.
145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be
submitted when applying for supporting partner/other primary caregiver leave.
146.this paid leave will count as service for all purposes .
16
absence without approval
147.where an employee is absent from work without approval , e.g. without the express approval of their
supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an
'unauthorised absence' and will not count as service for any purpose under this agreement, including
remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are
overpayments and the nhmrc will seek to recover those amounts .
part f - performance and development
performance partnerships program
148.employees must participate in the nhmrc's performance partnerships program (ppp) . the ppp cycle runs
from july to june each year. the ppp helps employees and their managers set performance goals , identify
skills development opportunities to support employees to meet these goals and assess performance against
these goals. performance assessment and feedback is an ongoing process between the supervisor and the
employee with regular feedback and operates on a 'no surprises' principle.
149.an employee will be given a minimum period of four (4) weeks , prior to the end of cycle assessment, to
improve their performance where it is below performance standards .
150.the performance partnerships program guideline sets out performance management processes, including the
responsibilities , rights and obligations of managers and employees in managing performance. |
| NHMRC-2016-2019.txt | 909 | study assistance | study assistance
152.an employee undertaking formal study may apply for studies assistance which may include paid leave, unpaid
leave and/or reimbursement of up to 50% of costs . further information is available in the nhrmc 's policies
and guidelines.
managing underperformance
153. where an employee's performance consistently falls below an acceptable level it may be necessary to
implement the procedures for managing poor performance . a structured performance assessment plan will be
developed .
154.the nhmrc's managing underperformance guidelines set out the framework for managing cases of
underperformance. further information is available in the nhrmc's policies and guidelines .
part g - workforce management
resignation
155.an employee should give the ceo at least two (2) weeks' notice in writing of their intention to resign or retire .
where an employee submits a resignation which takes effect on a public holiday or during the annual
closedown, the resignation will be deemed effective from close of business on the working day immediately
prior to the public holiday or annual closedown.
management of excess employees
156.the following provisions do not apply to an ongoing employee whose period of probation has not been
finalised or a non-ongoing employee .
17
157.an ongoing employee is excess if:
•
they are in a class of employee comprising a greater number of employees than is necessary for the
efficient and economical working of the nhmrc ; |
| NHMRC-2016-2019.txt | 977 | long service leave | amount payable as redundancy pay, payment in lieu of notice and accrued annual and long service leave
credits ;
•
amount of accumulated superannuation contributions ;
•
superannuation options ;
•
taxation rules applicable to the various payments; and
•
the availability of financial assistance, on a reimbursement basis , towards obtaining independent financial
advice and career counselling up to the value of $1,000 (inclusive of gst) .
163.where the employee agrees to be voluntarily retrenched , the ceo can term inate the employee's employment
under section 29 of the public service act 1999 on the grounds that the employee is excess to requirements of
the nhmrc. the period of notice will be four (4) weeks (or five (5) weeks for employees over 45 years of age
with at least five (5) years of continuous service) .
164.where an employee's employment is terminated at the beginning of, or within , the notice period he or she will
receive payment in lieu of notice for the unexpired portion of the period of notice .
165.an employee who agrees to be voluntarily retrenched, and is terminated by the ceo under section 29 of the
public service act 1999 is entitled to be paid a redundancy benefit of a sum equal to two (2) weeks' salary for
each completed year of continuous service, plus a pro rata payment for completed months of service since the
last completed year of service, subject to any minimum amount the employee is entitled to under the national |
| NHMRC-2016-2019.txt | 1023 | long service leave | government service as defined in section 10 of the long service leave (commonwealth employees) act
1976;
•
service with the australian defence forces ;
•
aps service immediately preceding deemed resignation under the repealed section 49 of the public
service act 1922, if the service has not previously been recognised for redundancy pay purposes;
•
service in another organisation where an employee was transferred from that organisation with a transfer
of function ; or an employee engaged by that organisation on work within a function is appointed as a
result of the transfer of that function to the aps and such service is recognised for long service leave
purposes.
168.periods of service that will not count as service for redundancy pay purposes are periods of service that
ceased by way of:
•
termination under section 29 of the public service act 1999; or
•
prior to the commencement of the public service act 1999, by way of redundancy, forfeiture of office,
retirement on the grounds of invalidity, inefficiency or loss of qualifications, dismissal or termination of
probationary appointment for reasons of unsatisfactory service; or |
| NHMRC-2016-2019.txt | 1039 | long service leave | result of the transfer of that function to the aps and such service is recognised for long service leave
purposes.
168.periods of service that will not count as service for redundancy pay purposes are periods of service that
ceased by way of:
•
termination under section 29 of the public service act 1999; or
•
prior to the commencement of the public service act 1999, by way of redundancy, forfeiture of office,
retirement on the grounds of invalidity, inefficiency or loss of qualifications, dismissal or termination of
probationary appointment for reasons of unsatisfactory service; or
•
voluntary retirement at or above the minimum retiring age applicable to the employee; or
•
payment of a redundancy benefit or similar payment or an employer-financed retirement benefit.
169.absences from work which do not count as service for any purpose will not count as service for redundancy
pay purposes.
170.the redundancy benefit will be calculated on a pro-rata basis for any periods where the employee has worked
part-time hours during their period of continuous service .
171 .for the purposes of calculating redundancy pay, salary will include:
•
|
| NHMRC-2016-2019.txt | 1106 | travel | 177.the excess employee may be granted assistance to meet reasonable travel costs and incidental expenses
incurred in seeking alternative employment where these expenses are not met by the prospective employer.
178.the origi nal retention period determined at clauses 168 to 170 will be extended by periods of leave for
personal illness or injury, where supported by acceptable medical evidence.
involuntary retrenchment
179.where the ceo is satisfied that there is insufficient productive work available for the employee within the
nhmrc during the remainder of the retention period and that there are no reasonable redeployment prospects
in the aps the ceo may terminate the employee's employment under section 29 of the public service act
1999.
180.upon term ination, the employee will be paid a lump sum comprising :
•
the balance of the retention period (as shortened for the national employment standards under clause
170). this payment will be taken to include payment in lieu of notice of termination of employment; plus
•
the employee 's national employment standards entitlement to redundancy pay.
181 .an excess employee will not be terminated involuntarily if they have not been invited to elect for voluntary
retrenchment, or if their election for voluntary retrenchment has been refused .
182.where an excess employee's employment is to be terminated the employee will be given four (4) weeks'
notice (or five (5) weeks ' notice for an employee over 45 years of age with at least five (5) years of continuous
service) . this period of notice will be served , as far as practicable, concurrently with the retention period .
part h - working together
consultation
183.this term applies if the nhmrc:
• |
| pmc-enterprise-agreement-2021-24.txt | 201 | long service leave | long service leave (commonwealth employees) act 1976.
manager
immediate manager, or next level manager where appropriate.
ml act
maternity leave (commonwealth employees) act 1973.
nes
national employment standards, as set out in the fw act.
non-ongoing
refers to the engagement of employees for either a specified term or for the duration of a
specified task; or for duties that are irregular or intermittent as provided in sections
22(2)(b) and (c) of the ps act.
ongoing
refers to the ongoing engagement of employees as provided in section 22(2)(a) of the
ps act.
pm&c
the department of the prime minister and cabinet.
ps act |
| pmc-enterprise-agreement-2021-24.txt | 209 | maternity leave | maternity leave (commonwealth employees) act 1973.
nes
national employment standards, as set out in the fw act.
non-ongoing
refers to the engagement of employees for either a specified term or for the duration of a
specified task; or for duties that are irregular or intermittent as provided in sections
22(2)(b) and (c) of the ps act.
ongoing
refers to the ongoing engagement of employees as provided in section 22(2)(a) of the
ps act.
pm&c
the department of the prime minister and cabinet.
ps act
public service act 1999.
ses employee
senior executive service employee and equivalent.
shift worker |
| pmc-enterprise-agreement-2021-24.txt | 285 | zone of discretion | zone of discretion.
pm&c enterprise agreement 2021–2024
5
section 1 – scope and operation
title and coverage
1.
this agreement is the department of the prime minister and cabinet enterprise agreement 2021-2024.
2.
this agreement is made under s172 of the fw act. it covers and applies to the secretary of pm&c (on
behalf of the commonwealth) and aps employees in pm&c, except for substantive ses employees and
ses-equivalents.
commencement and duration of this agreement
3.
this agreement will commence on 2 august 2021 or seven days after approval by the fair work
commission, whichever is the later, and will nominally expire three years from the commencement date.
consultation
4.
the consultation term on major change or changes to ordinary hours of work or rostered arrangements
for this agreement is set out in attachment a.
|
| pmc-enterprise-agreement-2021-24.txt | 376 | professional development | facilitate ongoing professional development.
18. all employees are required to participate in the performance framework. the performance framework
adopts a strengths-based approach and the principles of equity, transparency and procedural fairness.
19. if employees are not performing consistently at the required standard, in the first instance they will be
supported to improve and maintain their performance. where relevant, the employee’s fitness for duty
will be assessed and taken into account.
professional development
20. employees and managers are jointly responsible for identifying professional development needs and
opportunities. investment in professional development must align with pm&c priorities, individual and
team development needs.
professional memberships
21. employees will have professional memberships and/or accreditation fees paid where the delegate
determines they are an essential requirement of their role, or it aligns with pm&c priorities.
studies assistance
22. employees may, subject to delegate approval, access the following to undertake accredited study relevant
to pm&c and aps priorities:
• up to $7,000 per financial year for approved course fees, normally on a reimbursement basis,
and/or
• paid study leave of up to six hours per week during study periods.
23. aboriginal and torres strait islander employees may also:
• access up to an additional six hours paid study leave per week during study periods, and/or
• have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary
institution to pursue a tertiary qualification.
pm&c enterprise agreement 2021–2024
8
section 3 – flexibility and hours of work
flexible work |
| pmc-enterprise-agreement-2021-24.txt | 382 | professional development | professional development
20. employees and managers are jointly responsible for identifying professional development needs and
opportunities. investment in professional development must align with pm&c priorities, individual and
team development needs.
professional memberships
21. employees will have professional memberships and/or accreditation fees paid where the delegate
determines they are an essential requirement of their role, or it aligns with pm&c priorities.
studies assistance
22. employees may, subject to delegate approval, access the following to undertake accredited study relevant
to pm&c and aps priorities:
• up to $7,000 per financial year for approved course fees, normally on a reimbursement basis,
and/or
• paid study leave of up to six hours per week during study periods.
23. aboriginal and torres strait islander employees may also:
• access up to an additional six hours paid study leave per week during study periods, and/or
• have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary
institution to pursue a tertiary qualification.
pm&c enterprise agreement 2021–2024
8
section 3 – flexibility and hours of work
flexible work
24. pm&c supports and recognises the benefits of offering flexibility in how, when and where work is
performed.
25. flexible work options may include (but are not limited to) varied attendance patterns, part-time work, job
sharing, compressed hours and working remotely or from home. flex-time and toil are mechanisms that
can be used to facilitate flexible work, where appropriate.
26. all employees may seek, discuss and agree flexible work options with their manager and, where required, |
| pmc-enterprise-agreement-2021-24.txt | 383 | professional development | 20. employees and managers are jointly responsible for identifying professional development needs and
opportunities. investment in professional development must align with pm&c priorities, individual and
team development needs.
professional memberships
21. employees will have professional memberships and/or accreditation fees paid where the delegate
determines they are an essential requirement of their role, or it aligns with pm&c priorities.
studies assistance
22. employees may, subject to delegate approval, access the following to undertake accredited study relevant
to pm&c and aps priorities:
• up to $7,000 per financial year for approved course fees, normally on a reimbursement basis,
and/or
• paid study leave of up to six hours per week during study periods.
23. aboriginal and torres strait islander employees may also:
• access up to an additional six hours paid study leave per week during study periods, and/or
• have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary
institution to pursue a tertiary qualification.
pm&c enterprise agreement 2021–2024
8
section 3 – flexibility and hours of work
flexible work
24. pm&c supports and recognises the benefits of offering flexibility in how, when and where work is
performed.
25. flexible work options may include (but are not limited to) varied attendance patterns, part-time work, job
sharing, compressed hours and working remotely or from home. flex-time and toil are mechanisms that
can be used to facilitate flexible work, where appropriate.
26. all employees may seek, discuss and agree flexible work options with their manager and, where required,
must seek delegate approval. |
| pmc-enterprise-agreement-2021-24.txt | 384 | professional development | opportunities. investment in professional development must align with pm&c priorities, individual and
team development needs.
professional memberships
21. employees will have professional memberships and/or accreditation fees paid where the delegate
determines they are an essential requirement of their role, or it aligns with pm&c priorities.
studies assistance
22. employees may, subject to delegate approval, access the following to undertake accredited study relevant
to pm&c and aps priorities:
• up to $7,000 per financial year for approved course fees, normally on a reimbursement basis,
and/or
• paid study leave of up to six hours per week during study periods.
23. aboriginal and torres strait islander employees may also:
• access up to an additional six hours paid study leave per week during study periods, and/or
• have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary
institution to pursue a tertiary qualification.
pm&c enterprise agreement 2021–2024
8
section 3 – flexibility and hours of work
flexible work
24. pm&c supports and recognises the benefits of offering flexibility in how, when and where work is
performed.
25. flexible work options may include (but are not limited to) varied attendance patterns, part-time work, job
sharing, compressed hours and working remotely or from home. flex-time and toil are mechanisms that
can be used to facilitate flexible work, where appropriate.
26. all employees may seek, discuss and agree flexible work options with their manager and, where required,
must seek delegate approval.
27. managers and delegates will consider all requests for flexible work, taking into account operational |
| pmc-enterprise-agreement-2021-24.txt | 394 | study leave | • paid study leave of up to six hours per week during study periods.
23. aboriginal and torres strait islander employees may also:
• access up to an additional six hours paid study leave per week during study periods, and/or
• have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary
institution to pursue a tertiary qualification.
pm&c enterprise agreement 2021–2024
8
section 3 – flexibility and hours of work
flexible work
24. pm&c supports and recognises the benefits of offering flexibility in how, when and where work is
performed.
25. flexible work options may include (but are not limited to) varied attendance patterns, part-time work, job
sharing, compressed hours and working remotely or from home. flex-time and toil are mechanisms that
can be used to facilitate flexible work, where appropriate.
26. all employees may seek, discuss and agree flexible work options with their manager and, where required,
must seek delegate approval.
27. managers and delegates will consider all requests for flexible work, taking into account operational
requirements and the employee’s personal circumstances, and provide a response within 21 days. where
a request is declined, the reasons will be provided to the employee in writing.
28. employees returning from parental leave with care of a school age child or younger will have requests for
flexible work (including part-time work) approved unless the arrangements cannot be accommodated
under any operational circumstances.
29. all flexible work agreements must be reviewed at least annually or more regularly if business or personal
needs change.
30. short-term absences, including full days, may be facilitated through flexible work rather than leave.
31. employees with approval to work remotely or from home will be supplied with equipment and materials
required to perform their role. |
| pmc-enterprise-agreement-2021-24.txt | 396 | study leave | • access up to an additional six hours paid study leave per week during study periods, and/or
• have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary
institution to pursue a tertiary qualification.
pm&c enterprise agreement 2021–2024
8
section 3 – flexibility and hours of work
flexible work
24. pm&c supports and recognises the benefits of offering flexibility in how, when and where work is
performed.
25. flexible work options may include (but are not limited to) varied attendance patterns, part-time work, job
sharing, compressed hours and working remotely or from home. flex-time and toil are mechanisms that
can be used to facilitate flexible work, where appropriate.
26. all employees may seek, discuss and agree flexible work options with their manager and, where required,
must seek delegate approval.
27. managers and delegates will consider all requests for flexible work, taking into account operational
requirements and the employee’s personal circumstances, and provide a response within 21 days. where
a request is declined, the reasons will be provided to the employee in writing.
28. employees returning from parental leave with care of a school age child or younger will have requests for
flexible work (including part-time work) approved unless the arrangements cannot be accommodated
under any operational circumstances.
29. all flexible work agreements must be reviewed at least annually or more regularly if business or personal
needs change.
30. short-term absences, including full days, may be facilitated through flexible work rather than leave.
31. employees with approval to work remotely or from home will be supplied with equipment and materials
required to perform their role.
32. the flexible work provisions provided under this agreement do not reduce an employee’s entitlement to
formally request flexible work arrangements under the nes. |
| pmc-enterprise-agreement-2021-24.txt | 416 | parental leave | 28. employees returning from parental leave with care of a school age child or younger will have requests for
flexible work (including part-time work) approved unless the arrangements cannot be accommodated
under any operational circumstances.
29. all flexible work agreements must be reviewed at least annually or more regularly if business or personal
needs change.
30. short-term absences, including full days, may be facilitated through flexible work rather than leave.
31. employees with approval to work remotely or from home will be supplied with equipment and materials
required to perform their role.
32. the flexible work provisions provided under this agreement do not reduce an employee’s entitlement to
formally request flexible work arrangements under the nes.
part-time work
33. the delegate will consider requests for part-time work (and job-share) in the context of operational
requirements and the employee's individual circumstances, including whether the employee has caring
responsibilities.
34. the daily pattern of hours for employees with a part-time work agreement will be a minimum of three
continuous hours, unless otherwise agreed by the employee and delegate.
35. salary and allowances are calculated on a pro rata basis for employees with a part-time work agreement,
except for expense-related allowances or reimbursements.
36. payment of salary during leave for an employee with a part-time work agreement will be for their ordinary
hours, except for long service leave which is calculated in accordance with the lsl act.
37. where aps 1–6 level employees with a part-time work agreement are directed by the delegate to work
beyond their ordinary hours (within the span of hours) they will accrue flex-time or may elect to be paid
for these at their normal hourly rate.
38. if there is a need for regular or ongoing variations to an employee’s part-time working pattern, a revised
part-time work agreement is required.
39. employees with a part-time work agreement may revert to full-time at the end of the agreed period
(noting agreements must be reviewed at least annually), or earlier if full-time work is available and the
delegate agrees.
pm&c enterprise agreement 2021–2024 |
| pmc-enterprise-agreement-2021-24.txt | 425 | flexible work arrangements | formally request flexible work arrangements under the nes.
part-time work
33. the delegate will consider requests for part-time work (and job-share) in the context of operational
requirements and the employee's individual circumstances, including whether the employee has caring
responsibilities.
34. the daily pattern of hours for employees with a part-time work agreement will be a minimum of three
continuous hours, unless otherwise agreed by the employee and delegate.
35. salary and allowances are calculated on a pro rata basis for employees with a part-time work agreement,
except for expense-related allowances or reimbursements.
36. payment of salary during leave for an employee with a part-time work agreement will be for their ordinary
hours, except for long service leave which is calculated in accordance with the lsl act.
37. where aps 1–6 level employees with a part-time work agreement are directed by the delegate to work
beyond their ordinary hours (within the span of hours) they will accrue flex-time or may elect to be paid
for these at their normal hourly rate.
38. if there is a need for regular or ongoing variations to an employee’s part-time working pattern, a revised
part-time work agreement is required.
39. employees with a part-time work agreement may revert to full-time at the end of the agreed period
(noting agreements must be reviewed at least annually), or earlier if full-time work is available and the
delegate agrees.
pm&c enterprise agreement 2021–2024
9
hours of work
ordinary hours
40. ordinary hours of work are 7 hours and 36 minutes per day (38 hours per week) for full time employees,
or for employees with a part-time work agreement the hours set out in the agreement.
41. managers and employees are mutually responsible for discussing a regular pattern of hours and workload
requirements, to achieve organisational priorities and support individual and team wellbeing. |
| pmc-enterprise-agreement-2021-24.txt | 435 | long service leave | hours, except for long service leave which is calculated in accordance with the lsl act.
37. where aps 1–6 level employees with a part-time work agreement are directed by the delegate to work
beyond their ordinary hours (within the span of hours) they will accrue flex-time or may elect to be paid
for these at their normal hourly rate.
38. if there is a need for regular or ongoing variations to an employee’s part-time working pattern, a revised
part-time work agreement is required.
39. employees with a part-time work agreement may revert to full-time at the end of the agreed period
(noting agreements must be reviewed at least annually), or earlier if full-time work is available and the
delegate agrees.
pm&c enterprise agreement 2021–2024
9
hours of work
ordinary hours
40. ordinary hours of work are 7 hours and 36 minutes per day (38 hours per week) for full time employees,
or for employees with a part-time work agreement the hours set out in the agreement.
41. managers and employees are mutually responsible for discussing a regular pattern of hours and workload
requirements, to achieve organisational priorities and support individual and team wellbeing.
42. employees may vary their work pattern across the 7am to 7pm span of hours monday to friday, as agreed
with their manager.
43. the 7am to 7pm monday to friday span of hours may be formally varied to an alternative
12-hour period by agreement between the employee and delegate. work performed within the
alternative span of hours will not attract overtime or toil.
44. where agreement cannot be reached on a regular pattern of hours, or an employee’s attendance is
unsatisfactory, the delegate may require the employee to work standard hours. this does not reduce an
employee’s entitlement to request flexible work under the nes.
45. standard hours are 7 hours 36 minutes per day for full-time employees, worked from
8.30am–12.30pm and 1.30pm–5.06pm monday to friday; or for employees with a part-time work |
| pmc-enterprise-agreement-2021-24.txt | 459 | overtime | alternative span of hours will not attract overtime or toil.
44. where agreement cannot be reached on a regular pattern of hours, or an employee’s attendance is
unsatisfactory, the delegate may require the employee to work standard hours. this does not reduce an
employee’s entitlement to request flexible work under the nes.
45. standard hours are 7 hours 36 minutes per day for full-time employees, worked from
8.30am–12.30pm and 1.30pm–5.06pm monday to friday; or for employees with a part-time work
agreement the hours set out in the agreement.
46. employees who are going to be absent or later than usual must advise their manager as soon as
practicable, ideally within two hours of their usual starting time.
47. where the delegate determines an employee’s absence from work is unauthorised, the absence will be
unpaid and will not count as service for any purpose, unless otherwise required by law.
additional hours
48. employees are not expected to work for more than ten hours on a day, or five consecutive hours without
taking a break of at least 30 minutes, unless there are exceptional circumstances.
49. where employees are required to work for more than ten hours with limited notice, the delegate will
approve the reasonable cost or reimbursement of a meal. the preferred method of payment is
government credit card.
flex-time and recording attendance (aps 1–6 level employees)
50. aps 1–6 level employees must record their attendance in pm&c’s timekeeping system for manager
approval.
51. aps 1–6 level employees who work more or less than their ordinary hours within the
span of hours will incur a one-for-one flex credit or debit.
52. accrued flex credits should be taken as soon as practicable, subject to operational requirements and by
agreement between the employee and manager.
53. where an employee’s flex credit exceeds 38 hours (pro-rata for part-time), or they have a flex debit of 7
hours 36 minutes or more, they must agree a plan with their manager to return their balance within these
parameters over the next four weeks.
toil (executive level employees)
54. managers may grant executive level employees reasonable toil where they have:
• worked significant additional hours for sustained or intense periods, involving high-levels of |
| pmc-enterprise-agreement-2021-24.txt | 500 | overtime | overtime
57. aps 1-6 level employees will be paid overtime where they are directed by the delegate to undertake
work:
• outside the span of hours, or
• on public holidays or during christmas closedown, or
• without an eight-hour break between work days.
58. executive level employees are only eligible for overtime in exceptional circumstances, including where
they have been directed to undertake work without an eight-hour break or during christmas closedown,
or as otherwise determined by the delegate.
59. overtime is paid as follows:
a. monday to saturday – time and a half for the first three hours and double time for each hour
thereafter.
b. sunday – double time.
c. public holidays – within ordinary hours, normal salary plus time and a half
– outside ordinary hours, double time and a half.
except for an employee whose normal work location is south australia and it is a
public holiday solely because it is a sunday under the holidays act 1910 (sa).
60. the minimum overtime payment is one hour. after the first hour, if less than a whole hour is worked,
payment will be calculated up to the next full hour. where overtime is not continuous with an employee’s
normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is
required).
61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or
has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work.
eight-hour break
62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where
required), between working days. where the eight-hour break results in absence for part or all of their
next working day, the employee will not be required to make up those hours and their salary will be
unaffected.
63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable
travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they |
| pmc-enterprise-agreement-2021-24.txt | 501 | overtime | 57. aps 1-6 level employees will be paid overtime where they are directed by the delegate to undertake
work:
• outside the span of hours, or
• on public holidays or during christmas closedown, or
• without an eight-hour break between work days.
58. executive level employees are only eligible for overtime in exceptional circumstances, including where
they have been directed to undertake work without an eight-hour break or during christmas closedown,
or as otherwise determined by the delegate.
59. overtime is paid as follows:
a. monday to saturday – time and a half for the first three hours and double time for each hour
thereafter.
b. sunday – double time.
c. public holidays – within ordinary hours, normal salary plus time and a half
– outside ordinary hours, double time and a half.
except for an employee whose normal work location is south australia and it is a
public holiday solely because it is a sunday under the holidays act 1910 (sa).
60. the minimum overtime payment is one hour. after the first hour, if less than a whole hour is worked,
payment will be calculated up to the next full hour. where overtime is not continuous with an employee’s
normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is
required).
61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or
has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work.
eight-hour break
62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where
required), between working days. where the eight-hour break results in absence for part or all of their
next working day, the employee will not be required to make up those hours and their salary will be
unaffected.
63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable
travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
are able to take an eight-hour break. |
| pmc-enterprise-agreement-2021-24.txt | 506 | overtime | 58. executive level employees are only eligible for overtime in exceptional circumstances, including where
they have been directed to undertake work without an eight-hour break or during christmas closedown,
or as otherwise determined by the delegate.
59. overtime is paid as follows:
a. monday to saturday – time and a half for the first three hours and double time for each hour
thereafter.
b. sunday – double time.
c. public holidays – within ordinary hours, normal salary plus time and a half
– outside ordinary hours, double time and a half.
except for an employee whose normal work location is south australia and it is a
public holiday solely because it is a sunday under the holidays act 1910 (sa).
60. the minimum overtime payment is one hour. after the first hour, if less than a whole hour is worked,
payment will be calculated up to the next full hour. where overtime is not continuous with an employee’s
normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is
required).
61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or
has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work.
eight-hour break
62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where
required), between working days. where the eight-hour break results in absence for part or all of their
next working day, the employee will not be required to make up those hours and their salary will be
unaffected.
63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable
travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
are able to take an eight-hour break.
recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour |
| pmc-enterprise-agreement-2021-24.txt | 509 | overtime | 59. overtime is paid as follows:
a. monday to saturday – time and a half for the first three hours and double time for each hour
thereafter.
b. sunday – double time.
c. public holidays – within ordinary hours, normal salary plus time and a half
– outside ordinary hours, double time and a half.
except for an employee whose normal work location is south australia and it is a
public holiday solely because it is a sunday under the holidays act 1910 (sa).
60. the minimum overtime payment is one hour. after the first hour, if less than a whole hour is worked,
payment will be calculated up to the next full hour. where overtime is not continuous with an employee’s
normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is
required).
61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or
has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work.
eight-hour break
62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where
required), between working days. where the eight-hour break results in absence for part or all of their
next working day, the employee will not be required to make up those hours and their salary will be
unaffected.
63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable
travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
are able to take an eight-hour break.
recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024 |
| pmc-enterprise-agreement-2021-24.txt | 517 | overtime | 60. the minimum overtime payment is one hour. after the first hour, if less than a whole hour is worked,
payment will be calculated up to the next full hour. where overtime is not continuous with an employee’s
normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is
required).
61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or
has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work.
eight-hour break
62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where
required), between working days. where the eight-hour break results in absence for part or all of their
next working day, the employee will not be required to make up those hours and their salary will be
unaffected.
63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable
travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
are able to take an eight-hour break.
recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024
11
65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
|
| pmc-enterprise-agreement-2021-24.txt | 518 | overtime | payment will be calculated up to the next full hour. where overtime is not continuous with an employee’s
normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is
required).
61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or
has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work.
eight-hour break
62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where
required), between working days. where the eight-hour break results in absence for part or all of their
next working day, the employee will not be required to make up those hours and their salary will be
unaffected.
63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable
travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
are able to take an eight-hour break.
recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024
11
65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024 |
| pmc-enterprise-agreement-2021-24.txt | 519 | travel | normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is
required).
61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or
has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work.
eight-hour break
62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where
required), between working days. where the eight-hour break results in absence for part or all of their
next working day, the employee will not be required to make up those hours and their salary will be
unaffected.
63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable
travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
are able to take an eight-hour break.
recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024
11
65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
|
| pmc-enterprise-agreement-2021-24.txt | 519 | overtime | normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is
required).
61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or
has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work.
eight-hour break
62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where
required), between working days. where the eight-hour break results in absence for part or all of their
next working day, the employee will not be required to make up those hours and their salary will be
unaffected.
63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable
travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
are able to take an eight-hour break.
recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024
11
65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
|
| pmc-enterprise-agreement-2021-24.txt | 522 | overtime | has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work.
eight-hour break
62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where
required), between working days. where the eight-hour break results in absence for part or all of their
next working day, the employee will not be required to make up those hours and their salary will be
unaffected.
63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable
travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
are able to take an eight-hour break.
recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024
11
65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
12
section 4 – remuneration and classifications |
| pmc-enterprise-agreement-2021-24.txt | 524 | travel | 62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where
required), between working days. where the eight-hour break results in absence for part or all of their
next working day, the employee will not be required to make up those hours and their salary will be
unaffected.
63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable
travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
are able to take an eight-hour break.
recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024
11
65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
12
section 4 – remuneration and classifications
salary and annual adjustments
67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their |
| pmc-enterprise-agreement-2021-24.txt | 529 | travel | travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
are able to take an eight-hour break.
recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024
11
65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
12
section 4 – remuneration and classifications
salary and annual adjustments
67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their
choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided
by 313.
68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on:
a. the commencement date of this agreement
b. 12 months from the date of commencement, and |
| pmc-enterprise-agreement-2021-24.txt | 529 | overtime | travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
are able to take an eight-hour break.
recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024
11
65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
12
section 4 – remuneration and classifications
salary and annual adjustments
67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their
choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided
by 313.
68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on:
a. the commencement date of this agreement
b. 12 months from the date of commencement, and |
| pmc-enterprise-agreement-2021-24.txt | 531 | travel | recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024
11
65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
12
section 4 – remuneration and classifications
salary and annual adjustments
67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their
choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided
by 313.
68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on:
a. the commencement date of this agreement
b. 12 months from the date of commencement, and
c. 24 months from the date of commencement.
69. salary rates prior to commencement of this agreement are set out below. |
| pmc-enterprise-agreement-2021-24.txt | 531 | recognition of travel time | recognition of travel time
64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024
11
65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
12
section 4 – remuneration and classifications
salary and annual adjustments
67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their
choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided
by 313.
68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on:
a. the commencement date of this agreement
b. 12 months from the date of commencement, and
c. 24 months from the date of commencement.
69. salary rates prior to commencement of this agreement are set out below. |
| pmc-enterprise-agreement-2021-24.txt | 532 | travel | 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work)
will have the time spent in transit recognised as follows:
• aps 1-6 employees will accrue flex-time.
• executive level employees may be granted toil (noting toil is not claimed on an hour for hour
basis).
pm&c enterprise agreement 2021–2024
11
65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
12
section 4 – remuneration and classifications
salary and annual adjustments
67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their
choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided
by 313.
68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on:
a. the commencement date of this agreement
b. 12 months from the date of commencement, and
c. 24 months from the date of commencement.
69. salary rates prior to commencement of this agreement are set out below.
aps 1 |
| pmc-enterprise-agreement-2021-24.txt | 542 | travel | 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted
from the time spent in transit.
66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
12
section 4 – remuneration and classifications
salary and annual adjustments
67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their
choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided
by 313.
68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on:
a. the commencement date of this agreement
b. 12 months from the date of commencement, and
c. 24 months from the date of commencement.
69. salary rates prior to commencement of this agreement are set out below.
aps 1
aps 2
aps 3
aps 4
aps 5
aps 6 |
| pmc-enterprise-agreement-2021-24.txt | 544 | travel | 66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
12
section 4 – remuneration and classifications
salary and annual adjustments
67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their
choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided
by 313.
68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on:
a. the commencement date of this agreement
b. 12 months from the date of commencement, and
c. 24 months from the date of commencement.
69. salary rates prior to commencement of this agreement are set out below.
aps 1
aps 2
aps 3
aps 4
aps 5
aps 6
el 1 |
| pmc-enterprise-agreement-2021-24.txt | 544 | overtime | 66. overtime provisions only apply to employees undertaking official travel where they are directed by the
delegate to perform work during transit.
pm&c enterprise agreement 2021–2024
12
section 4 – remuneration and classifications
salary and annual adjustments
67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their
choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided
by 313.
68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on:
a. the commencement date of this agreement
b. 12 months from the date of commencement, and
c. 24 months from the date of commencement.
69. salary rates prior to commencement of this agreement are set out below.
aps 1
aps 2
aps 3
aps 4
aps 5
aps 6
el 1 |
| pmc-enterprise-agreement-2021-24.txt | 700 | zone of discretion | zone of discretion
73. the zod is a salary range above the maximum pay point for each of the aps 6–el 2 classifications. in
exceptional circumstances, the delegate may set a salary for an existing or prospective aps 6–el2
employee within the zod.
salary sacrifice
74. employees may sacrifice their salary for a range of non-cash benefits through agreed providers.
superannuation
75. pm&c will make compulsory employer superannuation contributions as required by applicable legislation
and fund requirements. contributions will be made to pm&c’s default fund unless the employee formally
elects a complying super choice fund.
76. the delegate may choose to limit superannuation choice to complying superannuation funds that allow
employee and/or employer contributions to be paid through fortnightly electronic funds transfer.
77. where employer contributions are paid to the public sector superannuation accumulation plan (pssap) or
a complying super choice fund the employer contribution will be 15.4 per cent of the
fortnightly contribution salary.
78. employer superannuation contributions will not be paid during periods of unpaid leave that do not count
as service, unless otherwise required by law.
79. employer contributions to superannuation will not be reduced by any other contributions to
superannuation made by the employee through salary sacrifice arrangements.
graduates
80. graduates are engaged in the graduate aps 3–5 broadband, normally at the first aps 3 pay point.
81. the broadband spans from the first pay point for the aps 3 classification to the maximum pay point for
the aps 5 classification. graduates progress through the broadband where the delegate determines the
requirements of the graduate program have been met.
trainees
82. trainees undertake an approved training course and are paid a percentage of the first pay point of the
aps 1 classification. the salary percentage will be determined by the delegate, with regard to hours of
work and time spent in training. the minimum salary percentage will be equivalent to the hours worked.
83. on successful completion of training, trainees will move to the full rate of the aps 1 first pay point, or at
the australian public service enterprise award 2015 aps 1 rate if that rate is higher. |
| pmc-enterprise-agreement-2021-24.txt | 769 | overtime | • aps 1-6 employees will be paid overtime and a minimum payment of one hour will apply.
• executive level employees will normally be granted toil, or paid overtime if the delegate
determines there are exceptional circumstances.
travel expenses
98. where employees are required to travel for work, the reasonable costs of travelling, accommodation,
meals and other incidental expenses will be covered by pm&c.
99. the preferred method of payment is government credit card. where this is not practicable an allowance
will be paid, normally in advance, at the rates set out by the australian taxation office.
pm&c enterprise agreement 2021–2024
15
100.the delegate may approve payment of airline lounge membership fees for employees who need access
for work purposes. employees may also purchase a membership at pm&c's discounted corporate rate.
motor vehicle allowance
101.employees may use a private vehicle for official travel where it is likely to result in greater efficiency or
less expense than other means of official travel and the delegate approves. motor vehicle allowance will
be paid at rates set by the australian taxation office.
relocation assistance
102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve
financial relocation assistance.
reimbursements
carer’s costs
103.where an employee is required to travel away from their normal work location, or is directed by their
manager to work outside their regular working pattern, the delegate may approve reimbursement of
reasonable, unavoidable, additional costs associated with the care of family members or dependants. the
employee must advise their manager in advance that costs may be incurred, unless it is impractical to do
so.
loss or damage to clothing and/or personal effects |
| pmc-enterprise-agreement-2021-24.txt | 770 | overtime | • executive level employees will normally be granted toil, or paid overtime if the delegate
determines there are exceptional circumstances.
travel expenses
98. where employees are required to travel for work, the reasonable costs of travelling, accommodation,
meals and other incidental expenses will be covered by pm&c.
99. the preferred method of payment is government credit card. where this is not practicable an allowance
will be paid, normally in advance, at the rates set out by the australian taxation office.
pm&c enterprise agreement 2021–2024
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100.the delegate may approve payment of airline lounge membership fees for employees who need access
for work purposes. employees may also purchase a membership at pm&c's discounted corporate rate.
motor vehicle allowance
101.employees may use a private vehicle for official travel where it is likely to result in greater efficiency or
less expense than other means of official travel and the delegate approves. motor vehicle allowance will
be paid at rates set by the australian taxation office.
relocation assistance
102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve
financial relocation assistance.
reimbursements
carer’s costs
103.where an employee is required to travel away from their normal work location, or is directed by their
manager to work outside their regular working pattern, the delegate may approve reimbursement of
reasonable, unavoidable, additional costs associated with the care of family members or dependants. the
employee must advise their manager in advance that costs may be incurred, unless it is impractical to do
so.
loss or damage to clothing and/or personal effects
104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects |
| pmc-enterprise-agreement-2021-24.txt | 772 | travel | travel expenses
98. where employees are required to travel for work, the reasonable costs of travelling, accommodation,
meals and other incidental expenses will be covered by pm&c.
99. the preferred method of payment is government credit card. where this is not practicable an allowance
will be paid, normally in advance, at the rates set out by the australian taxation office.
pm&c enterprise agreement 2021–2024
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100.the delegate may approve payment of airline lounge membership fees for employees who need access
for work purposes. employees may also purchase a membership at pm&c's discounted corporate rate.
motor vehicle allowance
101.employees may use a private vehicle for official travel where it is likely to result in greater efficiency or
less expense than other means of official travel and the delegate approves. motor vehicle allowance will
be paid at rates set by the australian taxation office.
relocation assistance
102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve
financial relocation assistance.
reimbursements
carer’s costs
103.where an employee is required to travel away from their normal work location, or is directed by their
manager to work outside their regular working pattern, the delegate may approve reimbursement of
reasonable, unavoidable, additional costs associated with the care of family members or dependants. the
employee must advise their manager in advance that costs may be incurred, unless it is impractical to do
so.
loss or damage to clothing and/or personal effects
104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects
occurring in the course of an employee’s work.
financial retirement advice |
| pmc-enterprise-agreement-2021-24.txt | 773 | travel | 98. where employees are required to travel for work, the reasonable costs of travelling, accommodation,
meals and other incidental expenses will be covered by pm&c.
99. the preferred method of payment is government credit card. where this is not practicable an allowance
will be paid, normally in advance, at the rates set out by the australian taxation office.
pm&c enterprise agreement 2021–2024
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100.the delegate may approve payment of airline lounge membership fees for employees who need access
for work purposes. employees may also purchase a membership at pm&c's discounted corporate rate.
motor vehicle allowance
101.employees may use a private vehicle for official travel where it is likely to result in greater efficiency or
less expense than other means of official travel and the delegate approves. motor vehicle allowance will
be paid at rates set by the australian taxation office.
relocation assistance
102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve
financial relocation assistance.
reimbursements
carer’s costs
103.where an employee is required to travel away from their normal work location, or is directed by their
manager to work outside their regular working pattern, the delegate may approve reimbursement of
reasonable, unavoidable, additional costs associated with the care of family members or dependants. the
employee must advise their manager in advance that costs may be incurred, unless it is impractical to do
so.
loss or damage to clothing and/or personal effects
104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects
occurring in the course of an employee’s work.
financial retirement advice
105.employees aged 54 years or older may receive a one-off reimbursement of up to $500 (plus gst) towards |
| pmc-enterprise-agreement-2021-24.txt | 785 | travel | 101.employees may use a private vehicle for official travel where it is likely to result in greater efficiency or
less expense than other means of official travel and the delegate approves. motor vehicle allowance will
be paid at rates set by the australian taxation office.
relocation assistance
102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve
financial relocation assistance.
reimbursements
carer’s costs
103.where an employee is required to travel away from their normal work location, or is directed by their
manager to work outside their regular working pattern, the delegate may approve reimbursement of
reasonable, unavoidable, additional costs associated with the care of family members or dependants. the
employee must advise their manager in advance that costs may be incurred, unless it is impractical to do
so.
loss or damage to clothing and/or personal effects
104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects
occurring in the course of an employee’s work.
financial retirement advice
105.employees aged 54 years or older may receive a one-off reimbursement of up to $500 (plus gst) towards
the cost of financial retirement advice.
pm&c enterprise agreement 2021–2024
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section 6 – leave
notice and approval of leave
106.employees taking personal/carer’s leave, community service leave, compassionate leave or parental leave
are required to give notice to the delegate as soon as practicable.
107.delegate approval of all other leave types is required prior to taking the leave, unless it is impractical to do
so. delegate approval is subject to operational requirements, with consideration given to individual |
| pmc-enterprise-agreement-2021-24.txt | 786 | travel | less expense than other means of official travel and the delegate approves. motor vehicle allowance will
be paid at rates set by the australian taxation office.
relocation assistance
102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve
financial relocation assistance.
reimbursements
carer’s costs
103.where an employee is required to travel away from their normal work location, or is directed by their
manager to work outside their regular working pattern, the delegate may approve reimbursement of
reasonable, unavoidable, additional costs associated with the care of family members or dependants. the
employee must advise their manager in advance that costs may be incurred, unless it is impractical to do
so.
loss or damage to clothing and/or personal effects
104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects
occurring in the course of an employee’s work.
financial retirement advice
105.employees aged 54 years or older may receive a one-off reimbursement of up to $500 (plus gst) towards
the cost of financial retirement advice.
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section 6 – leave
notice and approval of leave
106.employees taking personal/carer’s leave, community service leave, compassionate leave or parental leave
are required to give notice to the delegate as soon as practicable.
107.delegate approval of all other leave types is required prior to taking the leave, unless it is impractical to do
so. delegate approval is subject to operational requirements, with consideration given to individual
circumstances. |
| pmc-enterprise-agreement-2021-24.txt | 793 | travel | 103.where an employee is required to travel away from their normal work location, or is directed by their
manager to work outside their regular working pattern, the delegate may approve reimbursement of
reasonable, unavoidable, additional costs associated with the care of family members or dependants. the
employee must advise their manager in advance that costs may be incurred, unless it is impractical to do
so.
loss or damage to clothing and/or personal effects
104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects
occurring in the course of an employee’s work.
financial retirement advice
105.employees aged 54 years or older may receive a one-off reimbursement of up to $500 (plus gst) towards
the cost of financial retirement advice.
pm&c enterprise agreement 2021–2024
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section 6 – leave
notice and approval of leave
106.employees taking personal/carer’s leave, community service leave, compassionate leave or parental leave
are required to give notice to the delegate as soon as practicable.
107.delegate approval of all other leave types is required prior to taking the leave, unless it is impractical to do
so. delegate approval is subject to operational requirements, with consideration given to individual
circumstances.
leave counting and not counting for service
108.unless otherwise stated in this agreement or required by law, all leave with pay counts as service for all
purposes, and all leave without pay does not count as service for any purpose.
109.periods of leave that do not count as service do not break an employee’s continuous service.
recall to duty or cancellation of leave
110.employees may have annual, purchased or miscellaneous leave cancelled, or be recalled to duty from
these leave types, where the delegate determines there are exceptional or emergency circumstances and |
| pmc-enterprise-agreement-2021-24.txt | 811 | parental leave | 106.employees taking personal/carer’s leave, community service leave, compassionate leave or parental leave
are required to give notice to the delegate as soon as practicable.
107.delegate approval of all other leave types is required prior to taking the leave, unless it is impractical to do
so. delegate approval is subject to operational requirements, with consideration given to individual
circumstances.
leave counting and not counting for service
108.unless otherwise stated in this agreement or required by law, all leave with pay counts as service for all
purposes, and all leave without pay does not count as service for any purpose.
109.periods of leave that do not count as service do not break an employee’s continuous service.
recall to duty or cancellation of leave
110.employees may have annual, purchased or miscellaneous leave cancelled, or be recalled to duty from
these leave types, where the delegate determines there are exceptional or emergency circumstances and
it is reasonable to do so.
111.the delegate will approve reimbursement of any reasonable and/or unrecoverable costs incurred as a
result of leave being cancelled or employees being recalled to work, in line with supporting evidence.
annual leave
112.employees receive four weeks paid annual leave for each year of service (pro-rata for part-time), accrued
daily.
113.employees with a balance of eight weeks or less annual leave may take the annual leave at half pay.
excess annual leave
114.an annual leave balance is excess if an employee has more than 40 days credit.
115.where employees have excess annual leave, they must agree a plan with their manager to take
reasonable breaks from work and reduce the excess balance to 40 days or below.
116.if agreement cannot be reached, the delegate may direct an employee to take one or more periods of
annual leave to reduce the balance to 40 days or below within the next 12 months. the direction will be in
writing and provide at least 30 calendar days’ notice.
annual leave cash-out
117.employees may cash out some of their annual leave, provided they have taken at least five days annual
leave in the preceding 12 months and will have a balance of at least four weeks remaining.
118.each cashing out of a particular amount of annual leave must be by separate agreement in writing |
| pmc-enterprise-agreement-2021-24.txt | 858 | overtime | closedown. where this occurs aps 1-6 employees will be paid overtime. executive level employees may
be paid overtime in recognition of the exceptional circumstances or receive toil at a rate equivalent to
the overtime multiplier.
public holidays
124.employees will not normally be required to work on public holidays provided by the fw act for the
relevant state/territory in their normal work location, and will be paid for their ordinary hours.
125.employees may refuse a request to work on a public holiday on reasonable grounds.
126.if under a state or territory law, a day or part day is substituted for a public holiday, then the substituted
day or part day is the public holiday.
127.managers and employees may agree to substitute a public holiday for a cultural or religious day of
significance to the employee.
128.where a public holiday falls during a period of paid personal/carer’s leave or annual leave, employees are
paid for their ordinary hours and no leave deductions will be made.
129.where a public holiday falls during long service leave or paid parental leave, payment will be in
accordance with the entitlement for that form of leave (e.g. if leave is at half pay, payment is on half pay).
there is no entitlement to receive payment as a public holiday.
personal/carer's leave
130.ongoing employees are credited 18 days paid personal/carer’s leave in advance for each year of service
(pro rata for part-time):
• new ongoing aps employees receive their credit on their pm&c start date, then a further 18 days
on each subsequent anniversary of that date.
• existing ongoing aps employees moving to pm&c receive a pro rata credit in advance for the period
between their pm&c start date and their next aps anniversary date, then a further 18 days on
each subsequent aps anniversary date.
131.non-ongoing employees accrue 18 days of paid personal/carer’s leave progressively for each year of
service, credited daily (pro rata for part-time).
132.where employees have more than 30 days that do not count as service in a year of service, their accrual
of personal/carer’s leave will be reduced proportionately.
year of service means the period of 365 days (or 366 days in a leap year) starting on the employee’s aps
anniversary date and concluding the day before the next aps anniversary date. |
| pmc-enterprise-agreement-2021-24.txt | 859 | overtime | be paid overtime in recognition of the exceptional circumstances or receive toil at a rate equivalent to
the overtime multiplier.
public holidays
124.employees will not normally be required to work on public holidays provided by the fw act for the
relevant state/territory in their normal work location, and will be paid for their ordinary hours.
125.employees may refuse a request to work on a public holiday on reasonable grounds.
126.if under a state or territory law, a day or part day is substituted for a public holiday, then the substituted
day or part day is the public holiday.
127.managers and employees may agree to substitute a public holiday for a cultural or religious day of
significance to the employee.
128.where a public holiday falls during a period of paid personal/carer’s leave or annual leave, employees are
paid for their ordinary hours and no leave deductions will be made.
129.where a public holiday falls during long service leave or paid parental leave, payment will be in
accordance with the entitlement for that form of leave (e.g. if leave is at half pay, payment is on half pay).
there is no entitlement to receive payment as a public holiday.
personal/carer's leave
130.ongoing employees are credited 18 days paid personal/carer’s leave in advance for each year of service
(pro rata for part-time):
• new ongoing aps employees receive their credit on their pm&c start date, then a further 18 days
on each subsequent anniversary of that date.
• existing ongoing aps employees moving to pm&c receive a pro rata credit in advance for the period
between their pm&c start date and their next aps anniversary date, then a further 18 days on
each subsequent aps anniversary date.
131.non-ongoing employees accrue 18 days of paid personal/carer’s leave progressively for each year of
service, credited daily (pro rata for part-time).
132.where employees have more than 30 days that do not count as service in a year of service, their accrual
of personal/carer’s leave will be reduced proportionately.
year of service means the period of 365 days (or 366 days in a leap year) starting on the employee’s aps
anniversary date and concluding the day before the next aps anniversary date.
aps anniversary date means the anniversary of the date the employee commenced in the aps. |
| pmc-enterprise-agreement-2021-24.txt | 860 | overtime | the overtime multiplier.
public holidays
124.employees will not normally be required to work on public holidays provided by the fw act for the
relevant state/territory in their normal work location, and will be paid for their ordinary hours.
125.employees may refuse a request to work on a public holiday on reasonable grounds.
126.if under a state or territory law, a day or part day is substituted for a public holiday, then the substituted
day or part day is the public holiday.
127.managers and employees may agree to substitute a public holiday for a cultural or religious day of
significance to the employee.
128.where a public holiday falls during a period of paid personal/carer’s leave or annual leave, employees are
paid for their ordinary hours and no leave deductions will be made.
129.where a public holiday falls during long service leave or paid parental leave, payment will be in
accordance with the entitlement for that form of leave (e.g. if leave is at half pay, payment is on half pay).
there is no entitlement to receive payment as a public holiday.
personal/carer's leave
130.ongoing employees are credited 18 days paid personal/carer’s leave in advance for each year of service
(pro rata for part-time):
• new ongoing aps employees receive their credit on their pm&c start date, then a further 18 days
on each subsequent anniversary of that date.
• existing ongoing aps employees moving to pm&c receive a pro rata credit in advance for the period
between their pm&c start date and their next aps anniversary date, then a further 18 days on
each subsequent aps anniversary date.
131.non-ongoing employees accrue 18 days of paid personal/carer’s leave progressively for each year of
service, credited daily (pro rata for part-time).
132.where employees have more than 30 days that do not count as service in a year of service, their accrual
of personal/carer’s leave will be reduced proportionately.
year of service means the period of 365 days (or 366 days in a leap year) starting on the employee’s aps
anniversary date and concluding the day before the next aps anniversary date.
aps anniversary date means the anniversary of the date the employee commenced in the aps.
133.employees are entitled to take personal/carer’s leave where they are: |
| pmc-enterprise-agreement-2021-24.txt | 871 | parental leave | 129.where a public holiday falls during long service leave or paid parental leave, payment will be in
accordance with the entitlement for that form of leave (e.g. if leave is at half pay, payment is on half pay).
there is no entitlement to receive payment as a public holiday.
personal/carer's leave
130.ongoing employees are credited 18 days paid personal/carer’s leave in advance for each year of service
(pro rata for part-time):
• new ongoing aps employees receive their credit on their pm&c start date, then a further 18 days
on each subsequent anniversary of that date.
• existing ongoing aps employees moving to pm&c receive a pro rata credit in advance for the period
between their pm&c start date and their next aps anniversary date, then a further 18 days on
each subsequent aps anniversary date.
131.non-ongoing employees accrue 18 days of paid personal/carer’s leave progressively for each year of
service, credited daily (pro rata for part-time).
132.where employees have more than 30 days that do not count as service in a year of service, their accrual
of personal/carer’s leave will be reduced proportionately.
year of service means the period of 365 days (or 366 days in a leap year) starting on the employee’s aps
anniversary date and concluding the day before the next aps anniversary date.
aps anniversary date means the anniversary of the date the employee commenced in the aps.
133.employees are entitled to take personal/carer’s leave where they are:
• ill or injured, or
• required to provide care or support for members of the employee’s family or household because of
a personal illness or injury of the member or an unexpected emergency affecting the member.
pm&c enterprise agreement 2021–2024
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134.employees must provide a medical certificate or, where this is not practical a statutory declaration or
other supporting evidence acceptable to the delegate, in the following circumstances:
• personal/carer’s leave absence of three or more consecutive working days, unless the delegate |
| pmc-enterprise-agreement-2021-24.txt | 871 | long service leave | 129.where a public holiday falls during long service leave or paid parental leave, payment will be in
accordance with the entitlement for that form of leave (e.g. if leave is at half pay, payment is on half pay).
there is no entitlement to receive payment as a public holiday.
personal/carer's leave
130.ongoing employees are credited 18 days paid personal/carer’s leave in advance for each year of service
(pro rata for part-time):
• new ongoing aps employees receive their credit on their pm&c start date, then a further 18 days
on each subsequent anniversary of that date.
• existing ongoing aps employees moving to pm&c receive a pro rata credit in advance for the period
between their pm&c start date and their next aps anniversary date, then a further 18 days on
each subsequent aps anniversary date.
131.non-ongoing employees accrue 18 days of paid personal/carer’s leave progressively for each year of
service, credited daily (pro rata for part-time).
132.where employees have more than 30 days that do not count as service in a year of service, their accrual
of personal/carer’s leave will be reduced proportionately.
year of service means the period of 365 days (or 366 days in a leap year) starting on the employee’s aps
anniversary date and concluding the day before the next aps anniversary date.
aps anniversary date means the anniversary of the date the employee commenced in the aps.
133.employees are entitled to take personal/carer’s leave where they are:
• ill or injured, or
• required to provide care or support for members of the employee’s family or household because of
a personal illness or injury of the member or an unexpected emergency affecting the member.
pm&c enterprise agreement 2021–2024
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134.employees must provide a medical certificate or, where this is not practical a statutory declaration or
other supporting evidence acceptable to the delegate, in the following circumstances:
• personal/carer’s leave absence of three or more consecutive working days, unless the delegate |
| pmc-enterprise-agreement-2021-24.txt | 924 | parental leave | parental leave
eligibility for parental leave (paid and unpaid)
143.employees with at least 12 months continuous qualifying service (as defined in section 6 of the ml act)
may be eligible for the relevant paid parental leave type set out below.
144.employees who have not completed 12 months continuous qualifying service when their parental leave
commences are eligible for unpaid parental leave.
145.employees who complete 12 months continuous qualifying service during the first 14 weeks (or seven
weeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for
the balance of the 14 weeks (or seven weeks for supporting partner leave).
146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or
unpaid). parental leave for non-ongoing employees will be granted up to the end date of their
employment.
general parental leave provisions
147.all paid parental leave types will count as service for all purposes.
pm&c enterprise agreement 2021–2024
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148.unpaid parental leave types will not count as service, except for employees without 12 months
continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster,
permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for
service.
149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks |
| pmc-enterprise-agreement-2021-24.txt | 925 | parental leave | eligibility for parental leave (paid and unpaid)
143.employees with at least 12 months continuous qualifying service (as defined in section 6 of the ml act)
may be eligible for the relevant paid parental leave type set out below.
144.employees who have not completed 12 months continuous qualifying service when their parental leave
commences are eligible for unpaid parental leave.
145.employees who complete 12 months continuous qualifying service during the first 14 weeks (or seven
weeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for
the balance of the 14 weeks (or seven weeks for supporting partner leave).
146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or
unpaid). parental leave for non-ongoing employees will be granted up to the end date of their
employment.
general parental leave provisions
147.all paid parental leave types will count as service for all purposes.
pm&c enterprise agreement 2021–2024
19
148.unpaid parental leave types will not count as service, except for employees without 12 months
continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster,
permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for
service.
149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity |
| pmc-enterprise-agreement-2021-24.txt | 927 | parental leave | may be eligible for the relevant paid parental leave type set out below.
144.employees who have not completed 12 months continuous qualifying service when their parental leave
commences are eligible for unpaid parental leave.
145.employees who complete 12 months continuous qualifying service during the first 14 weeks (or seven
weeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for
the balance of the 14 weeks (or seven weeks for supporting partner leave).
146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or
unpaid). parental leave for non-ongoing employees will be granted up to the end date of their
employment.
general parental leave provisions
147.all paid parental leave types will count as service for all purposes.
pm&c enterprise agreement 2021–2024
19
148.unpaid parental leave types will not count as service, except for employees without 12 months
continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster,
permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for
service.
149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid |
| pmc-enterprise-agreement-2021-24.txt | 928 | parental leave | 144.employees who have not completed 12 months continuous qualifying service when their parental leave
commences are eligible for unpaid parental leave.
145.employees who complete 12 months continuous qualifying service during the first 14 weeks (or seven
weeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for
the balance of the 14 weeks (or seven weeks for supporting partner leave).
146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or
unpaid). parental leave for non-ongoing employees will be granted up to the end date of their
employment.
general parental leave provisions
147.all paid parental leave types will count as service for all purposes.
pm&c enterprise agreement 2021–2024
19
148.unpaid parental leave types will not count as service, except for employees without 12 months
continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster,
permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for
service.
149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of |
| pmc-enterprise-agreement-2021-24.txt | 929 | parental leave | commences are eligible for unpaid parental leave.
145.employees who complete 12 months continuous qualifying service during the first 14 weeks (or seven
weeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for
the balance of the 14 weeks (or seven weeks for supporting partner leave).
146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or
unpaid). parental leave for non-ongoing employees will be granted up to the end date of their
employment.
general parental leave provisions
147.all paid parental leave types will count as service for all purposes.
pm&c enterprise agreement 2021–2024
19
148.unpaid parental leave types will not count as service, except for employees without 12 months
continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster,
permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for
service.
149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier. |
| pmc-enterprise-agreement-2021-24.txt | 931 | parental leave | weeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for
the balance of the 14 weeks (or seven weeks for supporting partner leave).
146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or
unpaid). parental leave for non-ongoing employees will be granted up to the end date of their
employment.
general parental leave provisions
147.all paid parental leave types will count as service for all purposes.
pm&c enterprise agreement 2021–2024
19
148.unpaid parental leave types will not count as service, except for employees without 12 months
continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster,
permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for
service.
149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: |
| pmc-enterprise-agreement-2021-24.txt | 933 | parental leave | 146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or
unpaid). parental leave for non-ongoing employees will be granted up to the end date of their
employment.
general parental leave provisions
147.all paid parental leave types will count as service for all purposes.
pm&c enterprise agreement 2021–2024
19
148.unpaid parental leave types will not count as service, except for employees without 12 months
continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster,
permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for
service.
149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or |
| pmc-enterprise-agreement-2021-24.txt | 934 | parental leave | unpaid). parental leave for non-ongoing employees will be granted up to the end date of their
employment.
general parental leave provisions
147.all paid parental leave types will count as service for all purposes.
pm&c enterprise agreement 2021–2024
19
148.unpaid parental leave types will not count as service, except for employees without 12 months
continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster,
permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for
service.
149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order. |
| pmc-enterprise-agreement-2021-24.txt | 936 | parental leave | general parental leave provisions
147.all paid parental leave types will count as service for all purposes.
pm&c enterprise agreement 2021–2024
19
148.unpaid parental leave types will not count as service, except for employees without 12 months
continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster,
permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for
service.
149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster |
| pmc-enterprise-agreement-2021-24.txt | 937 | parental leave | 147.all paid parental leave types will count as service for all purposes.
pm&c enterprise agreement 2021–2024
19
148.unpaid parental leave types will not count as service, except for employees without 12 months
continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster,
permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for
service.
149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
or permanent care order leave taken. |
| pmc-enterprise-agreement-2021-24.txt | 943 | parental leave | 148.unpaid parental leave types will not count as service, except for employees without 12 months
continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster,
permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for
service.
149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
or permanent care order leave taken.
157.the leave will commence from the date of placement of the child.
158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait
islander employees.
159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to
obtain approval to adopt a child, where their paid leave credits are insufficient.
primary carer’s leave |
| pmc-enterprise-agreement-2021-24.txt | 947 | parental leave | 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay
equivalent period). when paid over a longer period, only the full pay equivalent period will count as
service.
150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
or permanent care order leave taken.
157.the leave will commence from the date of placement of the child.
158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait
islander employees.
159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to
obtain approval to adopt a child, where their paid leave credits are insufficient.
primary carer’s leave
160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster
or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following
the birth of a child.
161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken. |
| pmc-enterprise-agreement-2021-24.txt | 950 | parental leave | 150.parental leave can be used in conjunction with other forms of leave.
151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
or permanent care order leave taken.
157.the leave will commence from the date of placement of the child.
158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait
islander employees.
159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to
obtain approval to adopt a child, where their paid leave credits are insufficient.
primary carer’s leave
160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster
or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following
the birth of a child.
161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken.
supporting partner leave
162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting
partner leave, to be taken within 12 months of the birth or placement of their dependent child. |
| pmc-enterprise-agreement-2021-24.txt | 951 | parental leave | 151.a period of parental leave is not broken or extended by public holidays or christmas closedown.
maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
or permanent care order leave taken.
157.the leave will commence from the date of placement of the child.
158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait
islander employees.
159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to
obtain approval to adopt a child, where their paid leave credits are insufficient.
primary carer’s leave
160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster
or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following
the birth of a child.
161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken.
supporting partner leave
162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting
partner leave, to be taken within 12 months of the birth or placement of their dependent child.
163.employees are not eligible for supporting partner leave where they have accessed another paid parental |
| pmc-enterprise-agreement-2021-24.txt | 952 | maternity leave | maternity leave
152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
or permanent care order leave taken.
157.the leave will commence from the date of placement of the child.
158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait
islander employees.
159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to
obtain approval to adopt a child, where their paid leave credits are insufficient.
primary carer’s leave
160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster
or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following
the birth of a child.
161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken.
supporting partner leave
162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting
partner leave, to be taken within 12 months of the birth or placement of their dependent child.
163.employees are not eligible for supporting partner leave where they have accessed another paid parental
leave type following birth or placement. |
| pmc-enterprise-agreement-2021-24.txt | 953 | maternity leave | 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
or permanent care order leave taken.
157.the leave will commence from the date of placement of the child.
158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait
islander employees.
159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to
obtain approval to adopt a child, where their paid leave credits are insufficient.
primary carer’s leave
160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster
or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following
the birth of a child.
161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken.
supporting partner leave
162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting
partner leave, to be taken within 12 months of the birth or placement of their dependent child.
163.employees are not eligible for supporting partner leave where they have accessed another paid parental
leave type following birth or placement.
additional unpaid parental leave beyond the first 12 months |
| pmc-enterprise-agreement-2021-24.txt | 954 | maternity leave | paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
purposes. the additional two weeks must immediately follow the first 12 weeks.
153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
or permanent care order leave taken.
157.the leave will commence from the date of placement of the child.
158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait
islander employees.
159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to
obtain approval to adopt a child, where their paid leave credits are insufficient.
primary carer’s leave
160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster
or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following
the birth of a child.
161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken.
supporting partner leave
162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting
partner leave, to be taken within 12 months of the birth or placement of their dependent child.
163.employees are not eligible for supporting partner leave where they have accessed another paid parental
leave type following birth or placement.
additional unpaid parental leave beyond the first 12 months
164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately |
| pmc-enterprise-agreement-2021-24.txt | 956 | maternity leave | 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
or permanent care order leave taken.
157.the leave will commence from the date of placement of the child.
158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait
islander employees.
159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to
obtain approval to adopt a child, where their paid leave credits are insufficient.
primary carer’s leave
160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster
or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following
the birth of a child.
161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken.
supporting partner leave
162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting
partner leave, to be taken within 12 months of the birth or placement of their dependent child.
163.employees are not eligible for supporting partner leave where they have accessed another paid parental
leave type following birth or placement.
additional unpaid parental leave beyond the first 12 months
164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately
following the end of the initial 12 month or 52 week period, totalling 24 months of leave.
|
| pmc-enterprise-agreement-2021-24.txt | 957 | maternity leave | maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
or permanent care order leave taken.
157.the leave will commence from the date of placement of the child.
158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait
islander employees.
159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to
obtain approval to adopt a child, where their paid leave credits are insufficient.
primary carer’s leave
160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster
or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following
the birth of a child.
161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken.
supporting partner leave
162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting
partner leave, to be taken within 12 months of the birth or placement of their dependent child.
163.employees are not eligible for supporting partner leave where they have accessed another paid parental
leave type following birth or placement.
additional unpaid parental leave beyond the first 12 months
164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately
following the end of the initial 12 month or 52 week period, totalling 24 months of leave.
pm&c enterprise agreement 2021–2024 |
| pmc-enterprise-agreement-2021-24.txt | 958 | maternity leave | the maternity leave or the birth of the child, whichever is earlier.
adoption, foster and permanent care order leave
154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
• are the adoptive parent of a newly-adopted child, or
• enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
• are granted custody and guardianship of a child, as a result of a permanent care order.
155.to be eligible the child must be under 16 years of age at the date of placement.
156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
or permanent care order leave taken.
157.the leave will commence from the date of placement of the child.
158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait
islander employees.
159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to
obtain approval to adopt a child, where their paid leave credits are insufficient.
primary carer’s leave
160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster
or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following
the birth of a child.
161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken.
supporting partner leave
162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting
partner leave, to be taken within 12 months of the birth or placement of their dependent child.
163.employees are not eligible for supporting partner leave where they have accessed another paid parental
leave type following birth or placement.
additional unpaid parental leave beyond the first 12 months
164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately
following the end of the initial 12 month or 52 week period, totalling 24 months of leave.
pm&c enterprise agreement 2021–2024
|
| pmc-enterprise-agreement-2021-24.txt | 982 | parental leave | additional unpaid parental leave beyond the first 12 months
164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately
following the end of the initial 12 month or 52 week period, totalling 24 months of leave.
pm&c enterprise agreement 2021–2024
20
165.this additional period is not extended by periods of paid leave taken within the period.
return from parental leave
166.employees are entitled to return to their pre-parental leave position after a period of parental leave.
where this position no longer exists, they will return to a position at their substantive classification for
which they are qualified and suited.
long service leave
167.employees may become eligible for lsl, in accordance with the lsl act.
168.lsl may be taken at full and half pay.
169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or
14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise
provided by legislation.
cultural and ceremonial leave
170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to
recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate
in cultural and ceremonial activities:
• up to three days leave with pay (pro rata for part-time) each financial year to participate in
activities associated with their culture or ethnicity.
• up to one full day leave with pay each financial year to participate in naidoc week celebrations.
• up to a total of two months leave without pay each financial year to fulfil cultural obligations.
community service leave
171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency
management or jury service). with the exception of jury duty, community service leave is normally |
| pmc-enterprise-agreement-2021-24.txt | 983 | parental leave | 164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately
following the end of the initial 12 month or 52 week period, totalling 24 months of leave.
pm&c enterprise agreement 2021–2024
20
165.this additional period is not extended by periods of paid leave taken within the period.
return from parental leave
166.employees are entitled to return to their pre-parental leave position after a period of parental leave.
where this position no longer exists, they will return to a position at their substantive classification for
which they are qualified and suited.
long service leave
167.employees may become eligible for lsl, in accordance with the lsl act.
168.lsl may be taken at full and half pay.
169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or
14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise
provided by legislation.
cultural and ceremonial leave
170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to
recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate
in cultural and ceremonial activities:
• up to three days leave with pay (pro rata for part-time) each financial year to participate in
activities associated with their culture or ethnicity.
• up to one full day leave with pay each financial year to participate in naidoc week celebrations.
• up to a total of two months leave without pay each financial year to fulfil cultural obligations.
community service leave
171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency
management or jury service). with the exception of jury duty, community service leave is normally
unpaid. miscellaneous leave with pay may be granted for emergency or crisis response. |
| pmc-enterprise-agreement-2021-24.txt | 991 | parental leave | return from parental leave
166.employees are entitled to return to their pre-parental leave position after a period of parental leave.
where this position no longer exists, they will return to a position at their substantive classification for
which they are qualified and suited.
long service leave
167.employees may become eligible for lsl, in accordance with the lsl act.
168.lsl may be taken at full and half pay.
169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or
14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise
provided by legislation.
cultural and ceremonial leave
170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to
recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate
in cultural and ceremonial activities:
• up to three days leave with pay (pro rata for part-time) each financial year to participate in
activities associated with their culture or ethnicity.
• up to one full day leave with pay each financial year to participate in naidoc week celebrations.
• up to a total of two months leave without pay each financial year to fulfil cultural obligations.
community service leave
171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency
management or jury service). with the exception of jury duty, community service leave is normally
unpaid. miscellaneous leave with pay may be granted for emergency or crisis response.
172.employees required to attend jury service will be paid for their ordinary hours. where employees receive
jury service pay, the full amount must be repaid to pm&c.
173.where employees engage in a voluntary emergency management activity, including training and
ceremonial duties, the period of leave consists of the time spent undertaking the activity plus any
reasonable travel and recovery time.
174.paid community service leave counts as service.
175.unpaid community service leave counts as service except for long service leave purposes. the delegate
may determine that it does count for long service leave purposes on a case-by-case basis. |
| pmc-enterprise-agreement-2021-24.txt | 992 | parental leave | 166.employees are entitled to return to their pre-parental leave position after a period of parental leave.
where this position no longer exists, they will return to a position at their substantive classification for
which they are qualified and suited.
long service leave
167.employees may become eligible for lsl, in accordance with the lsl act.
168.lsl may be taken at full and half pay.
169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or
14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise
provided by legislation.
cultural and ceremonial leave
170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to
recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate
in cultural and ceremonial activities:
• up to three days leave with pay (pro rata for part-time) each financial year to participate in
activities associated with their culture or ethnicity.
• up to one full day leave with pay each financial year to participate in naidoc week celebrations.
• up to a total of two months leave without pay each financial year to fulfil cultural obligations.
community service leave
171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency
management or jury service). with the exception of jury duty, community service leave is normally
unpaid. miscellaneous leave with pay may be granted for emergency or crisis response.
172.employees required to attend jury service will be paid for their ordinary hours. where employees receive
jury service pay, the full amount must be repaid to pm&c.
173.where employees engage in a voluntary emergency management activity, including training and
ceremonial duties, the period of leave consists of the time spent undertaking the activity plus any
reasonable travel and recovery time.
174.paid community service leave counts as service.
175.unpaid community service leave counts as service except for long service leave purposes. the delegate
may determine that it does count for long service leave purposes on a case-by-case basis.
176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and |
| pmc-enterprise-agreement-2021-24.txt | 995 | long service leave | long service leave
167.employees may become eligible for lsl, in accordance with the lsl act.
168.lsl may be taken at full and half pay.
169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or
14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise
provided by legislation.
cultural and ceremonial leave
170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to
recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate
in cultural and ceremonial activities:
• up to three days leave with pay (pro rata for part-time) each financial year to participate in
activities associated with their culture or ethnicity.
• up to one full day leave with pay each financial year to participate in naidoc week celebrations.
• up to a total of two months leave without pay each financial year to fulfil cultural obligations.
community service leave
171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency
management or jury service). with the exception of jury duty, community service leave is normally
unpaid. miscellaneous leave with pay may be granted for emergency or crisis response.
172.employees required to attend jury service will be paid for their ordinary hours. where employees receive
jury service pay, the full amount must be repaid to pm&c.
173.where employees engage in a voluntary emergency management activity, including training and
ceremonial duties, the period of leave consists of the time spent undertaking the activity plus any
reasonable travel and recovery time.
174.paid community service leave counts as service.
175.unpaid community service leave counts as service except for long service leave purposes. the delegate
may determine that it does count for long service leave purposes on a case-by-case basis.
176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and
crisis response.
defence related leave
defence reserve leave |
| pmc-enterprise-agreement-2021-24.txt | 998 | long service leave | 169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or
14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise
provided by legislation.
cultural and ceremonial leave
170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to
recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate
in cultural and ceremonial activities:
• up to three days leave with pay (pro rata for part-time) each financial year to participate in
activities associated with their culture or ethnicity.
• up to one full day leave with pay each financial year to participate in naidoc week celebrations.
• up to a total of two months leave without pay each financial year to fulfil cultural obligations.
community service leave
171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency
management or jury service). with the exception of jury duty, community service leave is normally
unpaid. miscellaneous leave with pay may be granted for emergency or crisis response.
172.employees required to attend jury service will be paid for their ordinary hours. where employees receive
jury service pay, the full amount must be repaid to pm&c.
173.where employees engage in a voluntary emergency management activity, including training and
ceremonial duties, the period of leave consists of the time spent undertaking the activity plus any
reasonable travel and recovery time.
174.paid community service leave counts as service.
175.unpaid community service leave counts as service except for long service leave purposes. the delegate
may determine that it does count for long service leave purposes on a case-by-case basis.
176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and
crisis response.
defence related leave
defence reserve leave
177.employees will be granted leave to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
178.employees are entitled to leave with pay, of up to four weeks during each financial year, and an additional |
| pmc-enterprise-agreement-2021-24.txt | 999 | long service leave | 14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise
provided by legislation.
cultural and ceremonial leave
170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to
recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate
in cultural and ceremonial activities:
• up to three days leave with pay (pro rata for part-time) each financial year to participate in
activities associated with their culture or ethnicity.
• up to one full day leave with pay each financial year to participate in naidoc week celebrations.
• up to a total of two months leave without pay each financial year to fulfil cultural obligations.
community service leave
171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency
management or jury service). with the exception of jury duty, community service leave is normally
unpaid. miscellaneous leave with pay may be granted for emergency or crisis response.
172.employees required to attend jury service will be paid for their ordinary hours. where employees receive
jury service pay, the full amount must be repaid to pm&c.
173.where employees engage in a voluntary emergency management activity, including training and
ceremonial duties, the period of leave consists of the time spent undertaking the activity plus any
reasonable travel and recovery time.
174.paid community service leave counts as service.
175.unpaid community service leave counts as service except for long service leave purposes. the delegate
may determine that it does count for long service leave purposes on a case-by-case basis.
176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and
crisis response.
defence related leave
defence reserve leave
177.employees will be granted leave to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
178.employees are entitled to leave with pay, of up to four weeks during each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the |
| pmc-enterprise-agreement-2021-24.txt | 1017 | travel | reasonable travel and recovery time.
174.paid community service leave counts as service.
175.unpaid community service leave counts as service except for long service leave purposes. the delegate
may determine that it does count for long service leave purposes on a case-by-case basis.
176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and
crisis response.
defence related leave
defence reserve leave
177.employees will be granted leave to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
178.employees are entitled to leave with pay, of up to four weeks during each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the
adf reserve.
pm&c enterprise agreement 2021–2024
21
179.with the exception of the additional two weeks in the first year of service, leave can be accumulated and
taken over a period of two years.
180.defence reserve leave counts as service for all purposes, except for unpaid leave to undertake continuous
full time service (cfts). unpaid leave for the purpose of cfts counts as service for all purposes except
annual leave.
181.employees are not required to pay their tax-free adf reserve salary to pm&c.
182.pm&c will adopt aps-wide arrangements relating to reservists called out for emergency and crisis
response.
defence service sick leave
183.employees who are unfit for duty due to a war-caused or defence-caused condition are entitled to
defence service sick leave of nine weeks on commencement in the aps and an annual credit of three
weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. |
| pmc-enterprise-agreement-2021-24.txt | 1019 | long service leave | 175.unpaid community service leave counts as service except for long service leave purposes. the delegate
may determine that it does count for long service leave purposes on a case-by-case basis.
176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and
crisis response.
defence related leave
defence reserve leave
177.employees will be granted leave to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
178.employees are entitled to leave with pay, of up to four weeks during each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the
adf reserve.
pm&c enterprise agreement 2021–2024
21
179.with the exception of the additional two weeks in the first year of service, leave can be accumulated and
taken over a period of two years.
180.defence reserve leave counts as service for all purposes, except for unpaid leave to undertake continuous
full time service (cfts). unpaid leave for the purpose of cfts counts as service for all purposes except
annual leave.
181.employees are not required to pay their tax-free adf reserve salary to pm&c.
182.pm&c will adopt aps-wide arrangements relating to reservists called out for emergency and crisis
response.
defence service sick leave
183.employees who are unfit for duty due to a war-caused or defence-caused condition are entitled to
defence service sick leave of nine weeks on commencement in the aps and an annual credit of three
weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks.
184.delegate approval is subject to the provision of a letter from the department of veterans’ affairs
confirming the condition is war-caused or defence-caused within the meaning of relevant legislation. |
| pmc-enterprise-agreement-2021-24.txt | 1020 | long service leave | may determine that it does count for long service leave purposes on a case-by-case basis.
176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and
crisis response.
defence related leave
defence reserve leave
177.employees will be granted leave to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
178.employees are entitled to leave with pay, of up to four weeks during each financial year, and an additional
two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the
adf reserve.
pm&c enterprise agreement 2021–2024
21
179.with the exception of the additional two weeks in the first year of service, leave can be accumulated and
taken over a period of two years.
180.defence reserve leave counts as service for all purposes, except for unpaid leave to undertake continuous
full time service (cfts). unpaid leave for the purpose of cfts counts as service for all purposes except
annual leave.
181.employees are not required to pay their tax-free adf reserve salary to pm&c.
182.pm&c will adopt aps-wide arrangements relating to reservists called out for emergency and crisis
response.
defence service sick leave
183.employees who are unfit for duty due to a war-caused or defence-caused condition are entitled to
defence service sick leave of nine weeks on commencement in the aps and an annual credit of three
weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks.
184.delegate approval is subject to the provision of a letter from the department of veterans’ affairs
confirming the condition is war-caused or defence-caused within the meaning of relevant legislation.
miscellaneous leave |
| pmc-enterprise-agreement-2021-24.txt | 1085 | long service leave | be paid a loading of 20% in lieu of paid leave entitlements (other than long service leave), public holidays
not worked, notice of termination of employment, and redundancy benefits, in addition to their hourly
rate of salary.
194.casual employees are ineligible for flex-time, toil and annual pay point advancement.
195.overtime for casual employees is paid for work performed beyond the agreed daily working hours, or in
excess of 38 hours in a week. casual loading is not paid during periods of overtime.
196.casual employees may access two days unpaid personal/carer’s leave for each occasion when an
immediate family member or household member of the employee needs care and support because of
illness, injury or an unexpected emergency.
197.casual employees are entitled to three days unpaid compassionate leave on each occasion where a
member of the employee’s immediate family or household contracts or develops an illness or injury that
poses a serious threat to their life, or dies.
shift workers
198.employees defined as shift workers will be paid the applicable salary rate for their classification under this
agreement and receive paid penalty rates as set out in the australian public service enterprise award
2015.
199.where a shift worker performs ordinary duties outside of the span of hours and on at least one day on
saturday or sunday for an ongoing or fixed period, they are entitled to an additional week of annual leave
for each year of service.
resignation
200.employees may resign from their employment by giving a minimum of two weeks notice in writing to their
manager, unless the manager agrees to a shorter period. employees will receive final monies on cessation
of employment.
payment upon death of an employee
201.where an employee dies, or the delegate determines that the employee is assumed to have died on a
particular date, the delegate will authorise payment of all leave entitlements otherwise payable on
resignation or age retirement to their next of kin, subject to any legal requirements. where the employee
has not nominated a next of kin, payment will be made to the employee’s legal representative.
pm&c enterprise agreement 2021–2024 |
| pmc-enterprise-agreement-2021-24.txt | 1089 | overtime | 195.overtime for casual employees is paid for work performed beyond the agreed daily working hours, or in
excess of 38 hours in a week. casual loading is not paid during periods of overtime.
196.casual employees may access two days unpaid personal/carer’s leave for each occasion when an
immediate family member or household member of the employee needs care and support because of
illness, injury or an unexpected emergency.
197.casual employees are entitled to three days unpaid compassionate leave on each occasion where a
member of the employee’s immediate family or household contracts or develops an illness or injury that
poses a serious threat to their life, or dies.
shift workers
198.employees defined as shift workers will be paid the applicable salary rate for their classification under this
agreement and receive paid penalty rates as set out in the australian public service enterprise award
2015.
199.where a shift worker performs ordinary duties outside of the span of hours and on at least one day on
saturday or sunday for an ongoing or fixed period, they are entitled to an additional week of annual leave
for each year of service.
resignation
200.employees may resign from their employment by giving a minimum of two weeks notice in writing to their
manager, unless the manager agrees to a shorter period. employees will receive final monies on cessation
of employment.
payment upon death of an employee
201.where an employee dies, or the delegate determines that the employee is assumed to have died on a
particular date, the delegate will authorise payment of all leave entitlements otherwise payable on
resignation or age retirement to their next of kin, subject to any legal requirements. where the employee
has not nominated a next of kin, payment will be made to the employee’s legal representative.
pm&c enterprise agreement 2021–2024
23
section 8 – management of excess employees |
| pmc-enterprise-agreement-2021-24.txt | 1090 | overtime | excess of 38 hours in a week. casual loading is not paid during periods of overtime.
196.casual employees may access two days unpaid personal/carer’s leave for each occasion when an
immediate family member or household member of the employee needs care and support because of
illness, injury or an unexpected emergency.
197.casual employees are entitled to three days unpaid compassionate leave on each occasion where a
member of the employee’s immediate family or household contracts or develops an illness or injury that
poses a serious threat to their life, or dies.
shift workers
198.employees defined as shift workers will be paid the applicable salary rate for their classification under this
agreement and receive paid penalty rates as set out in the australian public service enterprise award
2015.
199.where a shift worker performs ordinary duties outside of the span of hours and on at least one day on
saturday or sunday for an ongoing or fixed period, they are entitled to an additional week of annual leave
for each year of service.
resignation
200.employees may resign from their employment by giving a minimum of two weeks notice in writing to their
manager, unless the manager agrees to a shorter period. employees will receive final monies on cessation
of employment.
payment upon death of an employee
201.where an employee dies, or the delegate determines that the employee is assumed to have died on a
particular date, the delegate will authorise payment of all leave entitlements otherwise payable on
resignation or age retirement to their next of kin, subject to any legal requirements. where the employee
has not nominated a next of kin, payment will be made to the employee’s legal representative.
pm&c enterprise agreement 2021–2024
23
section 8 – management of excess employees
202.the management of excess employee provisions do not apply to non-ongoing employees or employees on |
| pmc-enterprise-agreement-2021-24.txt | 1163 | travel | 213.the delegate may approve the cost of reasonable travel and incidental expenses incurred by an excess
employee in seeking alternative employment, where these are not met by a prospective employer.
retention period
214.an excess employee will commence a retention period of seven months on the day the employee is
formally advised in writing by the delegate that they are an excess employee.
215.if an excess employee is entitled to a redundancy payment in accordance with the nes the retention
period is reduced by the number of weeks redundancy pay that the employee is entitled to under the fw
act on termination of employment.
216.the retention period and notice period may be extended by any periods of paid personal/carer’s leave not
exceeding six months that impact the redeployment process and are supported by medical evidence.
217.during the retention period, the delegate:
• will continue to take reasonable steps to find alternative suitable employment for the excess
employee, and/or
• may reduce the excess employee’s classification as a means of securing alternative employment,
after giving 28 calendar days notice to the employee.
218.if an employee’s classification is reduced during the retention period the employee will continue to be
paid at their substantive base salary immediately prior to the reduction in classification, for the balance of
the retention period.
219.where the delegate determines there is insufficient productive work available for the excess employee
during the retention period, the delegate may, with the agreement of the excess employee, terminate the
employee’s employment under section 29 of the ps act during the retention period on the grounds that
they are excess to requirements and pay the balance of the retention period as a lump sum.
220.on termination, the employee will be paid a lump sum comprising:
• the balance of the retention period (as shortened by the number of weeks redundancy pay the
employee is entitled to under the nes) and this payment will be taken to include the payment in
lieu of notice of termination of employment, and
• any redundancy payment to which the employee is entitled to under the nes.
voluntary redundancy
offer of voluntary redundancy
221.an excess employee not seeking redeployment, or an employee who has been invited to and expressed |
| pmc-enterprise-agreement-2021-24.txt | 1234 | long service leave | long service leave purposes
• service with the australian defence forces
• aps service immediately preceding deemed resignation under the repealed section 49 of the
repealed public service act 1922 if the service has not previously been recognised for severance pay
purposes, and
• service in another organisation where the employee was moved from the aps to give effect to an
administrative re-arrangement; or an employee of that organisation is engaged as an aps employee
as a result of an administrative re-arrangement, and such service is recognised for long service
leave purposes.
229.service that will not count as service for severance pay purposes is any period of service which ceased
through termination on the following grounds:
•
•
•
•
•
•
•
the employee lacks, or has lost, an essential qualification for performing their duties
non-performance or unsatisfactory performance of duties
inability to perform duties because of a physical or mental incapacity
failure to satisfactorily complete an entry level program or training
failure to meet a condition of engagement imposed under subsection 22(6) of the ps act
breach of the code of conduct
any other ground prescribed by the public service regulations
pm&c enterprise agreement 2021–2024
26 |
| pmc-enterprise-agreement-2021-24.txt | 1472 | overtime | ii. overtime rates;
iii. penalty rates;
iv. allowances;
v. remuneration; and/or
vi. leave; and
b. the arrangement meets the genuine needs of pm&c and the employee in relation to one or more
of the matters mentioned in paragraph a); and
c. the arrangement is genuinely agreed to by pm&c and the employee.
2.
pm&c will ensure that the terms of the individual flexibility arrangement:
a. are about permitted matters under section 172 of the fw act; and
b. are not unlawful terms under section 194 of the fw act; and
c. result in the employee being better off overall than the employee would be if no arrangement
was made.
3.
pm&c will ensure that the individual flexibility arrangement:
a. is in writing; and
b. includes the name of pm&c and the employee; and
c. is signed by pm&c and the employee and if the employee is under 18 years of age, signed by a
parent or guardian of the employee; and
d. includes details of:
i. the terms of the enterprise agreement that will be varied by the arrangement;
ii. how the arrangement will vary the effect of the terms;
iii. how the employee will be better off overall in relation to the terms and conditions of their
employment as a result of the arrangement; and
iv. the day on which the arrangement commences and, where applicable, when the arrangement |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 246 | long service leave | e. long service leave (commonwealth employees) act 1976
f. maternity leave (commonwealth employees) act 1973
g. superannuation act 1976
h. superannuation act 1990
i. superannuation act 2005
j. superannuation (productivity benefit) act 1988
k. superannuation benefits (supervisory mechanisms) act 1990
l. superannuation guarantee (administration) act 1992
m. safety, rehabilitation and compensation act 1988
n. work health and safety act 2011
o. privacy act 1988
p. equal employment opportunity (commonwealth authorities) act 1987
page 5 of 40
q.
r.
s.
t.
paid parental leave act 2010
defence reserve service (protection) act 2001
veteran’s entitlements act 1986
military rehabilitation and compensation act 2004
supporting policies, procedures, guides and guidelines
8.
this agreement refers to various policies, procedures, guides and guidelines as in
force from time to time. to avoid doubt, any policies, procedures, guides and |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 247 | maternity leave | f. maternity leave (commonwealth employees) act 1973
g. superannuation act 1976
h. superannuation act 1990
i. superannuation act 2005
j. superannuation (productivity benefit) act 1988
k. superannuation benefits (supervisory mechanisms) act 1990
l. superannuation guarantee (administration) act 1992
m. safety, rehabilitation and compensation act 1988
n. work health and safety act 2011
o. privacy act 1988
p. equal employment opportunity (commonwealth authorities) act 1987
page 5 of 40
q.
r.
s.
t.
paid parental leave act 2010
defence reserve service (protection) act 2001
veteran’s entitlements act 1986
military rehabilitation and compensation act 2004
supporting policies, procedures, guides and guidelines
8.
this agreement refers to various policies, procedures, guides and guidelines as in
force from time to time. to avoid doubt, any policies, procedures, guides and
guidelines referred to in this agreement are not incorporated into, and do not form part |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 266 | parental leave | paid parental leave act 2010
defence reserve service (protection) act 2001
veteran’s entitlements act 1986
military rehabilitation and compensation act 2004
supporting policies, procedures, guides and guidelines
8.
this agreement refers to various policies, procedures, guides and guidelines as in
force from time to time. to avoid doubt, any policies, procedures, guides and
guidelines referred to in this agreement are not incorporated into, and do not form part
of, this agreement. a term of this agreement prevails to the extent of any inconsistency
with a policy, procedure, guide or guideline.
delegation
9.
where the agreement implies that approval is necessary or specifies that payment will
be made or leave will be granted, but a head of power is not specified, the agreement
should be read as meaning the approval of the fair work ombudsman will be obtained
prior to the action occurring.
10.
the fair work ombudsman may delegate any or all of his or her powers or functions
under this agreement, including this power of delegation, and may do so subject to
conditions.
part b - forms of employment
full-time employees |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 320 | flextime | where the hours of a part-time employee are to be varied for a short period, flextime or
other flexible working arrangements, as agreed between the employee and their
manager, are to be used.
15.
part-time employees will be paid fortnightly, in arrears, based on the following formula:
fortnightly pay =
16.
annual salary x 12
313
x
part-time ordinary hours of
work
full-time ordinary hours of
work
leave (unless otherwise provided for by legislation) and other entitlements of part-time
employees will be calculated on a pro rata basis, based on the proportion of hours
worked in comparison to full-time hours.
page 6 of 40
17.
paragraph 16 does not apply to allowances of a reimbursement nature. in such |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 447 | salary advancement | salary advancement
29.
salary advancement (movement to a higher pay point within a classification) will occur
for eligible ongoing and non-ongoing employees from 1 july each year. there will be
no salary advancement at any other time in the year. the actual payment of salary at
the higher pay point will generally commence from the beginning of the first full pay
period commencing on or after 1 august each year, back paid to 1 july. to be eligible
for salary advancement, an employee must:
a. complete the requirements of the performance policy and
b. achieve a rating of ‘meets expectations’ or better in the performance rating
scale at the end of the performance cycle and
c. perform duties at the employee’s substantive level or above, within the
agency, for an aggregate of three months or more within the performance
cycle ended 30 june and
d. have successfully completed the probationary period where one applies.
30.
when an ongoing employee has been temporarily reassigned to duties at a higher
classification for a period aggregating three months or longer during the performance
cycle and is performing duties of this higher classification on 1 july, the employee will
be eligible for salary advancement at this higher classification for the period of
temporary performance loading (tpl) from 1 july onwards. the employee must
achieve a rating of ‘meets expectations’ or better in the performance rating scale at
the higher classification at the end of the performance cycle, based on performance
expectations set at the higher classification.
salary packaging
31. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 450 | salary advancement | salary advancement (movement to a higher pay point within a classification) will occur
for eligible ongoing and non-ongoing employees from 1 july each year. there will be
no salary advancement at any other time in the year. the actual payment of salary at
the higher pay point will generally commence from the beginning of the first full pay
period commencing on or after 1 august each year, back paid to 1 july. to be eligible
for salary advancement, an employee must:
a. complete the requirements of the performance policy and
b. achieve a rating of ‘meets expectations’ or better in the performance rating
scale at the end of the performance cycle and
c. perform duties at the employee’s substantive level or above, within the
agency, for an aggregate of three months or more within the performance
cycle ended 30 june and
d. have successfully completed the probationary period where one applies.
30.
when an ongoing employee has been temporarily reassigned to duties at a higher
classification for a period aggregating three months or longer during the performance
cycle and is performing duties of this higher classification on 1 july, the employee will
be eligible for salary advancement at this higher classification for the period of
temporary performance loading (tpl) from 1 july onwards. the employee must
achieve a rating of ‘meets expectations’ or better in the performance rating scale at
the higher classification at the end of the performance cycle, based on performance
expectations set at the higher classification.
salary packaging
31.
employees may choose to sacrifice part of their salary from a selection of non-cash
benefits. participation in salary packaging will not affect salary for superannuation |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 452 | salary advancement | no salary advancement at any other time in the year. the actual payment of salary at
the higher pay point will generally commence from the beginning of the first full pay
period commencing on or after 1 august each year, back paid to 1 july. to be eligible
for salary advancement, an employee must:
a. complete the requirements of the performance policy and
b. achieve a rating of ‘meets expectations’ or better in the performance rating
scale at the end of the performance cycle and
c. perform duties at the employee’s substantive level or above, within the
agency, for an aggregate of three months or more within the performance
cycle ended 30 june and
d. have successfully completed the probationary period where one applies.
30.
when an ongoing employee has been temporarily reassigned to duties at a higher
classification for a period aggregating three months or longer during the performance
cycle and is performing duties of this higher classification on 1 july, the employee will
be eligible for salary advancement at this higher classification for the period of
temporary performance loading (tpl) from 1 july onwards. the employee must
achieve a rating of ‘meets expectations’ or better in the performance rating scale at
the higher classification at the end of the performance cycle, based on performance
expectations set at the higher classification.
salary packaging
31.
employees may choose to sacrifice part of their salary from a selection of non-cash
benefits. participation in salary packaging will not affect salary for superannuation
purposes or any other purpose.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 455 | salary advancement | for salary advancement, an employee must:
a. complete the requirements of the performance policy and
b. achieve a rating of ‘meets expectations’ or better in the performance rating
scale at the end of the performance cycle and
c. perform duties at the employee’s substantive level or above, within the
agency, for an aggregate of three months or more within the performance
cycle ended 30 june and
d. have successfully completed the probationary period where one applies.
30.
when an ongoing employee has been temporarily reassigned to duties at a higher
classification for a period aggregating three months or longer during the performance
cycle and is performing duties of this higher classification on 1 july, the employee will
be eligible for salary advancement at this higher classification for the period of
temporary performance loading (tpl) from 1 july onwards. the employee must
achieve a rating of ‘meets expectations’ or better in the performance rating scale at
the higher classification at the end of the performance cycle, based on performance
expectations set at the higher classification.
salary packaging
31.
employees may choose to sacrifice part of their salary from a selection of non-cash
benefits. participation in salary packaging will not affect salary for superannuation
purposes or any other purpose.
overpayment of entitlements
32.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 469 | salary advancement | be eligible for salary advancement at this higher classification for the period of
temporary performance loading (tpl) from 1 july onwards. the employee must
achieve a rating of ‘meets expectations’ or better in the performance rating scale at
the higher classification at the end of the performance cycle, based on performance
expectations set at the higher classification.
salary packaging
31.
employees may choose to sacrifice part of their salary from a selection of non-cash
benefits. participation in salary packaging will not affect salary for superannuation
purposes or any other purpose.
overpayment of entitlements
32.
where an employee is overpaid an amount of salary or other remuneration, the
amount of the overpayment may be recovered from amounts payable to the employee
by deductions authorised by the employee or by the agency’s accountable authority
instructions. a recovery payment plan will be considered by the fair work
ombudsman in circumstances of financial hardship.
superannuation
33.
the agency will provide employer superannuation contributions in accordance with the
relevant legislative requirements.
34.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 475 | salary packaging | salary packaging
31.
employees may choose to sacrifice part of their salary from a selection of non-cash
benefits. participation in salary packaging will not affect salary for superannuation
purposes or any other purpose.
overpayment of entitlements
32.
where an employee is overpaid an amount of salary or other remuneration, the
amount of the overpayment may be recovered from amounts payable to the employee
by deductions authorised by the employee or by the agency’s accountable authority
instructions. a recovery payment plan will be considered by the fair work
ombudsman in circumstances of financial hardship.
superannuation
33.
the agency will provide employer superannuation contributions in accordance with the
relevant legislative requirements.
34.
the default fund for the agency is the public sector superannuation accumulation
plan (pssap).
35.
the salary for superannuation purposes for pssap members or those who choose |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 479 | salary packaging | benefits. participation in salary packaging will not affect salary for superannuation
purposes or any other purpose.
overpayment of entitlements
32.
where an employee is overpaid an amount of salary or other remuneration, the
amount of the overpayment may be recovered from amounts payable to the employee
by deductions authorised by the employee or by the agency’s accountable authority
instructions. a recovery payment plan will be considered by the fair work
ombudsman in circumstances of financial hardship.
superannuation
33.
the agency will provide employer superannuation contributions in accordance with the
relevant legislative requirements.
34.
the default fund for the agency is the public sector superannuation accumulation
plan (pssap).
35.
the salary for superannuation purposes for pssap members or those who choose
another fund will be calculated based on the employee’s ordinary time earnings
(ote) within the meaning of the superannuation guarantee (administration) act 1992.
page 8 of 40
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 525 | parental leave | for employees who take paid or unpaid parental leave (which includes maternity,
adoption, supporting partner, primary caregiver and foster care leave), employer
contributions (based on the employer contribution amount in the full pay period
immediately prior to commencing parental leave) will be made for a period equal to a
maximum of 52 weeks, in accordance with the rules of the appropriate superannuation
scheme. for employees in pssap, the rules permit employer contributions to be made.
part d – allowances and assistance
corporate citizen allowance
39.
an allowance of $27.54 will be paid to appointed employees on a fortnightly basis for
undertaking the following corporate citizen roles:
a.
b.
c.
d.
40.
first aid officers
chief, floor and area wardens
health and safety representatives and
harassment and diversity contact officers.
this allowance will be increased in line with general wage increases under this
agreement so that fortnightly total amounts are:
a. on the commencement date:
b. 12 months from commencement date:
c. 24 months from commencement date: |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 528 | parental leave | immediately prior to commencing parental leave) will be made for a period equal to a
maximum of 52 weeks, in accordance with the rules of the appropriate superannuation
scheme. for employees in pssap, the rules permit employer contributions to be made.
part d – allowances and assistance
corporate citizen allowance
39.
an allowance of $27.54 will be paid to appointed employees on a fortnightly basis for
undertaking the following corporate citizen roles:
a.
b.
c.
d.
40.
first aid officers
chief, floor and area wardens
health and safety representatives and
harassment and diversity contact officers.
this allowance will be increased in line with general wage increases under this
agreement so that fortnightly total amounts are:
a. on the commencement date:
b. 12 months from commencement date:
c. 24 months from commencement date:
41.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 612 | study assistance | study assistance
47.
study assistance, which may include paid or unpaid other leave and/or reimbursement
of costs, may be provided to eligible employees. further information is contained in the
study assistance guide.
work related travel
48.
an employee who is required to travel on official business will not be out of pocket for
the reasonable costs of accommodation, meals, incidentals and other travel expenses
incurred.
49.
work related travel, where possible, should be undertaken during the normal
bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu
(executive level 1-2) arrangements. an employee’s personal circumstances will be
considered when organising and approving work related travel.
50.
if the fair work ombudsman and employee agree that the travel is to be undertaken
outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 615 | study assistance | study assistance, which may include paid or unpaid other leave and/or reimbursement
of costs, may be provided to eligible employees. further information is contained in the
study assistance guide.
work related travel
48.
an employee who is required to travel on official business will not be out of pocket for
the reasonable costs of accommodation, meals, incidentals and other travel expenses
incurred.
49.
work related travel, where possible, should be undertaken during the normal
bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu
(executive level 1-2) arrangements. an employee’s personal circumstances will be
considered when organising and approving work related travel.
50.
if the fair work ombudsman and employee agree that the travel is to be undertaken
outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 617 | study assistance | study assistance guide.
work related travel
48.
an employee who is required to travel on official business will not be out of pocket for
the reasonable costs of accommodation, meals, incidentals and other travel expenses
incurred.
49.
work related travel, where possible, should be undertaken during the normal
bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu
(executive level 1-2) arrangements. an employee’s personal circumstances will be
considered when organising and approving work related travel.
50.
if the fair work ombudsman and employee agree that the travel is to be undertaken
outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they: |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 619 | travel | work related travel
48.
an employee who is required to travel on official business will not be out of pocket for
the reasonable costs of accommodation, meals, incidentals and other travel expenses
incurred.
49.
work related travel, where possible, should be undertaken during the normal
bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu
(executive level 1-2) arrangements. an employee’s personal circumstances will be
considered when organising and approving work related travel.
50.
if the fair work ombudsman and employee agree that the travel is to be undertaken
outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 622 | travel | an employee who is required to travel on official business will not be out of pocket for
the reasonable costs of accommodation, meals, incidentals and other travel expenses
incurred.
49.
work related travel, where possible, should be undertaken during the normal
bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu
(executive level 1-2) arrangements. an employee’s personal circumstances will be
considered when organising and approving work related travel.
50.
if the fair work ombudsman and employee agree that the travel is to be undertaken
outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 623 | travel | the reasonable costs of accommodation, meals, incidentals and other travel expenses
incurred.
49.
work related travel, where possible, should be undertaken during the normal
bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu
(executive level 1-2) arrangements. an employee’s personal circumstances will be
considered when organising and approving work related travel.
50.
if the fair work ombudsman and employee agree that the travel is to be undertaken
outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 628 | travel | work related travel, where possible, should be undertaken during the normal
bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu
(executive level 1-2) arrangements. an employee’s personal circumstances will be
considered when organising and approving work related travel.
50.
if the fair work ombudsman and employee agree that the travel is to be undertaken
outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted.
52.
further information is contained in the domestic travel policy.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 629 | flextime | bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu
(executive level 1-2) arrangements. an employee’s personal circumstances will be
considered when organising and approving work related travel.
50.
if the fair work ombudsman and employee agree that the travel is to be undertaken
outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted.
52.
further information is contained in the domestic travel policy.
transition to retirement |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 629 | bandwidth | bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu
(executive level 1-2) arrangements. an employee’s personal circumstances will be
considered when organising and approving work related travel.
50.
if the fair work ombudsman and employee agree that the travel is to be undertaken
outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted.
52.
further information is contained in the domestic travel policy.
transition to retirement |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 631 | travel | considered when organising and approving work related travel.
50.
if the fair work ombudsman and employee agree that the travel is to be undertaken
outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted.
52.
further information is contained in the domestic travel policy.
transition to retirement
53.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 635 | travel | if the fair work ombudsman and employee agree that the travel is to be undertaken
outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted.
52.
further information is contained in the domestic travel policy.
transition to retirement
53.
to assist employees with retirement planning, employees aged 54 years and over who
are approaching or genuinely considering retirement, may access financial assistance
in the form of a one-off reimbursement payment up to a total maximum of $500
(inclusive of gst) to obtain financial advice from a registered financial advisor. this |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 636 | bandwidth | outside the normal bandwidth, toil will be granted to the employee at ordinary time
rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted.
52.
further information is contained in the domestic travel policy.
transition to retirement
53.
to assist employees with retirement planning, employees aged 54 years and over who
are approaching or genuinely considering retirement, may access financial assistance
in the form of a one-off reimbursement payment up to a total maximum of $500
(inclusive of gst) to obtain financial advice from a registered financial advisor. this
financial assistance is not available to excess employees (part j). |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 637 | travel | rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted.
52.
further information is contained in the domestic travel policy.
transition to retirement
53.
to assist employees with retirement planning, employees aged 54 years and over who
are approaching or genuinely considering retirement, may access financial assistance
in the form of a one-off reimbursement payment up to a total maximum of $500
(inclusive of gst) to obtain financial advice from a registered financial advisor. this
financial assistance is not available to excess employees (part j).
page 10 of 40 |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 637 | bandwidth | rates. if the employee is directed to undertake travel outside the normal bandwidth,
toil will be granted to the employee using the same calculation as would be used for
the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted.
52.
further information is contained in the domestic travel policy.
transition to retirement
53.
to assist employees with retirement planning, employees aged 54 years and over who
are approaching or genuinely considering retirement, may access financial assistance
in the form of a one-off reimbursement payment up to a total maximum of $500
(inclusive of gst) to obtain financial advice from a registered financial advisor. this
financial assistance is not available to excess employees (part j).
page 10 of 40 |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 639 | overtime | the calculation of overtime pay. for executive level 1-2, this will be in accordance with
toil arrangements for executive level 1-2 at paragraphs 92 - 94.
51.
where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted.
52.
further information is contained in the domestic travel policy.
transition to retirement
53.
to assist employees with retirement planning, employees aged 54 years and over who
are approaching or genuinely considering retirement, may access financial assistance
in the form of a one-off reimbursement payment up to a total maximum of $500
(inclusive of gst) to obtain financial advice from a registered financial advisor. this
financial assistance is not available to excess employees (part j).
page 10 of 40
54. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 644 | travel | where an employee is required to undertake travel for less than one day, but
commences before 7.00 am or concludes after 7.00 pm in the state/territory where
they work, they:
a. will be eligible for a non-acquittable cash payment of $20 per day or
b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted.
52.
further information is contained in the domestic travel policy.
transition to retirement
53.
to assist employees with retirement planning, employees aged 54 years and over who
are approaching or genuinely considering retirement, may access financial assistance
in the form of a one-off reimbursement payment up to a total maximum of $500
(inclusive of gst) to obtain financial advice from a registered financial advisor. this
financial assistance is not available to excess employees (part j).
page 10 of 40
54.
in addition, employees aged 54 and over who are approaching retirement may elect to
work on a part-time basis until retirement.
grandfathered remote localities assistance |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 648 | travel | b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
which the employee is away from the home locality to the value of those
specified in the relevant policy or guide. the purchase of the meal must be
accompanied by a receipt or statutory declaration and the expenditure must be
acquitted.
52.
further information is contained in the domestic travel policy.
transition to retirement
53.
to assist employees with retirement planning, employees aged 54 years and over who
are approaching or genuinely considering retirement, may access financial assistance
in the form of a one-off reimbursement payment up to a total maximum of $500
(inclusive of gst) to obtain financial advice from a registered financial advisor. this
financial assistance is not available to excess employees (part j).
page 10 of 40
54.
in addition, employees aged 54 and over who are approaching retirement may elect to
work on a part-time basis until retirement.
grandfathered remote localities assistance
55.
employees who are in receipt of remote localities assistance on the commencement of
this agreement will continue to receive the remote localities assistance until they are no |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 656 | travel | further information is contained in the domestic travel policy.
transition to retirement
53.
to assist employees with retirement planning, employees aged 54 years and over who
are approaching or genuinely considering retirement, may access financial assistance
in the form of a one-off reimbursement payment up to a total maximum of $500
(inclusive of gst) to obtain financial advice from a registered financial advisor. this
financial assistance is not available to excess employees (part j).
page 10 of 40
54.
in addition, employees aged 54 and over who are approaching retirement may elect to
work on a part-time basis until retirement.
grandfathered remote localities assistance
55.
employees who are in receipt of remote localities assistance on the commencement of
this agreement will continue to receive the remote localities assistance until they are no
longer employed in the darwin office.
56.
where an employee who was eligible for remote localities assistance ceases to be
eligible for this assistance, they cannot become eligible again at a later date.
57. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 739 | overtime | overtime rates
penalty rates
allowances
remuneration and/or
leave and leave loading and
b. the arrangement meets the genuine needs of the agency and employee in
relation to one or more of the matters mentioned in paragraph 63 a and
c. the arrangement is genuinely agreed to by the fair work ombudsman and
employee.
page 11 of 40
64.
the fair work ombudsman must ensure that the terms of the individual flexibility
arrangement:
a. are about permitted matters under section 172 of the fw act
b. are not unlawful terms under section 194 of the fw act
c. result in the employee being better off overall than the employee would be if no
arrangement was made.
65.
the fair work ombudsman must ensure that the individual flexibility arrangement:
a. is in writing and
b. includes the name of the agency and employee and
c. is signed by the fair work ombudsman and employee and if the employee is
under 18 years of age, signed by a parent or guardian of the employee and
d. includes details of:
i. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 820 | overtime | where this does occur, overtime and time off in lieu (toil) provisions at paragraphs
89 to 98 and meal allowance provisions at paragraph 100 may apply.
73.
if employees are required to work in excess of their ordinary hours over a settlement
period, managers will consult with the affected employees about appropriate
recompense through toil and overtime provisions.
74.
the bandwidth of hours in which an employee may work their ordinary hours are
7.00 am to 7.00 pm monday to friday, or as otherwise agreed on an individual basis
between the fair work ombudsman and employee.
page 12 of 40
flextime scheme
75.
flextime is a system of flexible working arrangements that enables employees and
managers to vary working hours, patterns and arrangements to provide maximum
organisational flexibility with benefit to employees, customers and the agency. a
business unit may decide to implement the flextime scheme by means of a scheduled
accumulated day off.
76.
all employees covered by this agreement are required to accurately record their
working hours, including break times and any leave.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 827 | overtime | recompense through toil and overtime provisions.
74.
the bandwidth of hours in which an employee may work their ordinary hours are
7.00 am to 7.00 pm monday to friday, or as otherwise agreed on an individual basis
between the fair work ombudsman and employee.
page 12 of 40
flextime scheme
75.
flextime is a system of flexible working arrangements that enables employees and
managers to vary working hours, patterns and arrangements to provide maximum
organisational flexibility with benefit to employees, customers and the agency. a
business unit may decide to implement the flextime scheme by means of a scheduled
accumulated day off.
76.
all employees covered by this agreement are required to accurately record their
working hours, including break times and any leave.
77.
aps level 1-6 employees are eligible to accrue flextime for duties performed in excess
of their ordinary hours of work (over the settlement period), but which does not attract
overtime, where it is operationally feasible to do so and is agreed by the manager.
78. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 831 | bandwidth | the bandwidth of hours in which an employee may work their ordinary hours are
7.00 am to 7.00 pm monday to friday, or as otherwise agreed on an individual basis
between the fair work ombudsman and employee.
page 12 of 40
flextime scheme
75.
flextime is a system of flexible working arrangements that enables employees and
managers to vary working hours, patterns and arrangements to provide maximum
organisational flexibility with benefit to employees, customers and the agency. a
business unit may decide to implement the flextime scheme by means of a scheduled
accumulated day off.
76.
all employees covered by this agreement are required to accurately record their
working hours, including break times and any leave.
77.
aps level 1-6 employees are eligible to accrue flextime for duties performed in excess
of their ordinary hours of work (over the settlement period), but which does not attract
overtime, where it is operationally feasible to do so and is agreed by the manager.
78.
aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not
eligible to accrue flextime during the period of reassignment.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 836 | flextime | flextime scheme
75.
flextime is a system of flexible working arrangements that enables employees and
managers to vary working hours, patterns and arrangements to provide maximum
organisational flexibility with benefit to employees, customers and the agency. a
business unit may decide to implement the flextime scheme by means of a scheduled
accumulated day off.
76.
all employees covered by this agreement are required to accurately record their
working hours, including break times and any leave.
77.
aps level 1-6 employees are eligible to accrue flextime for duties performed in excess
of their ordinary hours of work (over the settlement period), but which does not attract
overtime, where it is operationally feasible to do so and is agreed by the manager.
78.
aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not
eligible to accrue flextime during the period of reassignment.
insufficient work
79.
an employee cannot work hours in addition to ordinary hours to accrue flextime where
there is insufficient work. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 839 | flextime | flextime is a system of flexible working arrangements that enables employees and
managers to vary working hours, patterns and arrangements to provide maximum
organisational flexibility with benefit to employees, customers and the agency. a
business unit may decide to implement the flextime scheme by means of a scheduled
accumulated day off.
76.
all employees covered by this agreement are required to accurately record their
working hours, including break times and any leave.
77.
aps level 1-6 employees are eligible to accrue flextime for duties performed in excess
of their ordinary hours of work (over the settlement period), but which does not attract
overtime, where it is operationally feasible to do so and is agreed by the manager.
78.
aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not
eligible to accrue flextime during the period of reassignment.
insufficient work
79.
an employee cannot work hours in addition to ordinary hours to accrue flextime where
there is insufficient work.
flextime credit balance
80. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 842 | flextime | business unit may decide to implement the flextime scheme by means of a scheduled
accumulated day off.
76.
all employees covered by this agreement are required to accurately record their
working hours, including break times and any leave.
77.
aps level 1-6 employees are eligible to accrue flextime for duties performed in excess
of their ordinary hours of work (over the settlement period), but which does not attract
overtime, where it is operationally feasible to do so and is agreed by the manager.
78.
aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not
eligible to accrue flextime during the period of reassignment.
insufficient work
79.
an employee cannot work hours in addition to ordinary hours to accrue flextime where
there is insufficient work.
flextime credit balance
80.
employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next
settlement period. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 852 | flextime | aps level 1-6 employees are eligible to accrue flextime for duties performed in excess
of their ordinary hours of work (over the settlement period), but which does not attract
overtime, where it is operationally feasible to do so and is agreed by the manager.
78.
aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not
eligible to accrue flextime during the period of reassignment.
insufficient work
79.
an employee cannot work hours in addition to ordinary hours to accrue flextime where
there is insufficient work.
flextime credit balance
80.
employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next
settlement period.
cash out of flextime credits exceeding 37 hours 30 minutes
81.
the fair work ombudsman may approve the cashing out of flextime credits at ordinary
time rates at the end of a settlement period where flextime credits exceed the
maximum credit of 37 hours 30 minutes.
flextime debit balance
82. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 854 | overtime | overtime, where it is operationally feasible to do so and is agreed by the manager.
78.
aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not
eligible to accrue flextime during the period of reassignment.
insufficient work
79.
an employee cannot work hours in addition to ordinary hours to accrue flextime where
there is insufficient work.
flextime credit balance
80.
employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next
settlement period.
cash out of flextime credits exceeding 37 hours 30 minutes
81.
the fair work ombudsman may approve the cashing out of flextime credits at ordinary
time rates at the end of a settlement period where flextime credits exceed the
maximum credit of 37 hours 30 minutes.
flextime debit balance
82.
employees may carry over a maximum debit of 10 hours of flextime accumulated in |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 859 | flextime | eligible to accrue flextime during the period of reassignment.
insufficient work
79.
an employee cannot work hours in addition to ordinary hours to accrue flextime where
there is insufficient work.
flextime credit balance
80.
employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next
settlement period.
cash out of flextime credits exceeding 37 hours 30 minutes
81.
the fair work ombudsman may approve the cashing out of flextime credits at ordinary
time rates at the end of a settlement period where flextime credits exceed the
maximum credit of 37 hours 30 minutes.
flextime debit balance
82.
employees may carry over a maximum debit of 10 hours of flextime accumulated in
any settlement period into the next settlement period.
83.
in circumstances where the maximum debit is exceeded at the end of a settlement |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 864 | flextime | an employee cannot work hours in addition to ordinary hours to accrue flextime where
there is insufficient work.
flextime credit balance
80.
employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next
settlement period.
cash out of flextime credits exceeding 37 hours 30 minutes
81.
the fair work ombudsman may approve the cashing out of flextime credits at ordinary
time rates at the end of a settlement period where flextime credits exceed the
maximum credit of 37 hours 30 minutes.
flextime debit balance
82.
employees may carry over a maximum debit of 10 hours of flextime accumulated in
any settlement period into the next settlement period.
83.
in circumstances where the maximum debit is exceeded at the end of a settlement
period, the manager and employee will endeavour to reduce the debit to the maximum
allowable (or lower) over the next settlement period.
deduction of flextime debit from salary
84. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 867 | flextime | flextime credit balance
80.
employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next
settlement period.
cash out of flextime credits exceeding 37 hours 30 minutes
81.
the fair work ombudsman may approve the cashing out of flextime credits at ordinary
time rates at the end of a settlement period where flextime credits exceed the
maximum credit of 37 hours 30 minutes.
flextime debit balance
82.
employees may carry over a maximum debit of 10 hours of flextime accumulated in
any settlement period into the next settlement period.
83.
in circumstances where the maximum debit is exceeded at the end of a settlement
period, the manager and employee will endeavour to reduce the debit to the maximum
allowable (or lower) over the next settlement period.
deduction of flextime debit from salary
84.
should this not occur, the amount by which the maximum is exceeded shall be treated
as leave without pay and deducted from the employee’s salary. alternatively, with their |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 870 | flextime | employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next
settlement period.
cash out of flextime credits exceeding 37 hours 30 minutes
81.
the fair work ombudsman may approve the cashing out of flextime credits at ordinary
time rates at the end of a settlement period where flextime credits exceed the
maximum credit of 37 hours 30 minutes.
flextime debit balance
82.
employees may carry over a maximum debit of 10 hours of flextime accumulated in
any settlement period into the next settlement period.
83.
in circumstances where the maximum debit is exceeded at the end of a settlement
period, the manager and employee will endeavour to reduce the debit to the maximum
allowable (or lower) over the next settlement period.
deduction of flextime debit from salary
84.
should this not occur, the amount by which the maximum is exceeded shall be treated
as leave without pay and deducted from the employee’s salary. alternatively, with their
manager’s approval, an employee may use accrued annual leave to offset any flextime
debit.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 873 | flextime | cash out of flextime credits exceeding 37 hours 30 minutes
81.
the fair work ombudsman may approve the cashing out of flextime credits at ordinary
time rates at the end of a settlement period where flextime credits exceed the
maximum credit of 37 hours 30 minutes.
flextime debit balance
82.
employees may carry over a maximum debit of 10 hours of flextime accumulated in
any settlement period into the next settlement period.
83.
in circumstances where the maximum debit is exceeded at the end of a settlement
period, the manager and employee will endeavour to reduce the debit to the maximum
allowable (or lower) over the next settlement period.
deduction of flextime debit from salary
84.
should this not occur, the amount by which the maximum is exceeded shall be treated
as leave without pay and deducted from the employee’s salary. alternatively, with their
manager’s approval, an employee may use accrued annual leave to offset any flextime
debit.
flextime balances at cessation
85.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 876 | flextime | the fair work ombudsman may approve the cashing out of flextime credits at ordinary
time rates at the end of a settlement period where flextime credits exceed the
maximum credit of 37 hours 30 minutes.
flextime debit balance
82.
employees may carry over a maximum debit of 10 hours of flextime accumulated in
any settlement period into the next settlement period.
83.
in circumstances where the maximum debit is exceeded at the end of a settlement
period, the manager and employee will endeavour to reduce the debit to the maximum
allowable (or lower) over the next settlement period.
deduction of flextime debit from salary
84.
should this not occur, the amount by which the maximum is exceeded shall be treated
as leave without pay and deducted from the employee’s salary. alternatively, with their
manager’s approval, an employee may use accrued annual leave to offset any flextime
debit.
flextime balances at cessation
85.
where any flextime credits are outstanding at cessation of employment with the
agency, these will be paid to the employee at ordinary rates. where any flextime debits
are outstanding at cessation, these will be recovered from any termination payment. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 877 | flextime | time rates at the end of a settlement period where flextime credits exceed the
maximum credit of 37 hours 30 minutes.
flextime debit balance
82.
employees may carry over a maximum debit of 10 hours of flextime accumulated in
any settlement period into the next settlement period.
83.
in circumstances where the maximum debit is exceeded at the end of a settlement
period, the manager and employee will endeavour to reduce the debit to the maximum
allowable (or lower) over the next settlement period.
deduction of flextime debit from salary
84.
should this not occur, the amount by which the maximum is exceeded shall be treated
as leave without pay and deducted from the employee’s salary. alternatively, with their
manager’s approval, an employee may use accrued annual leave to offset any flextime
debit.
flextime balances at cessation
85.
where any flextime credits are outstanding at cessation of employment with the
agency, these will be paid to the employee at ordinary rates. where any flextime debits
are outstanding at cessation, these will be recovered from any termination payment.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 880 | flextime | flextime debit balance
82.
employees may carry over a maximum debit of 10 hours of flextime accumulated in
any settlement period into the next settlement period.
83.
in circumstances where the maximum debit is exceeded at the end of a settlement
period, the manager and employee will endeavour to reduce the debit to the maximum
allowable (or lower) over the next settlement period.
deduction of flextime debit from salary
84.
should this not occur, the amount by which the maximum is exceeded shall be treated
as leave without pay and deducted from the employee’s salary. alternatively, with their
manager’s approval, an employee may use accrued annual leave to offset any flextime
debit.
flextime balances at cessation
85.
where any flextime credits are outstanding at cessation of employment with the
agency, these will be paid to the employee at ordinary rates. where any flextime debits
are outstanding at cessation, these will be recovered from any termination payment.
reversion to standard day
86.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 883 | flextime | employees may carry over a maximum debit of 10 hours of flextime accumulated in
any settlement period into the next settlement period.
83.
in circumstances where the maximum debit is exceeded at the end of a settlement
period, the manager and employee will endeavour to reduce the debit to the maximum
allowable (or lower) over the next settlement period.
deduction of flextime debit from salary
84.
should this not occur, the amount by which the maximum is exceeded shall be treated
as leave without pay and deducted from the employee’s salary. alternatively, with their
manager’s approval, an employee may use accrued annual leave to offset any flextime
debit.
flextime balances at cessation
85.
where any flextime credits are outstanding at cessation of employment with the
agency, these will be paid to the employee at ordinary rates. where any flextime debits
are outstanding at cessation, these will be recovered from any termination payment.
reversion to standard day
86.
when an employee has failed to comply with the provisions of flextime, the fair work
ombudsman may remove access to flextime provisions for that employee for a
specified period and the employee will revert to working the standard day. access to |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 892 | flextime | deduction of flextime debit from salary
84.
should this not occur, the amount by which the maximum is exceeded shall be treated
as leave without pay and deducted from the employee’s salary. alternatively, with their
manager’s approval, an employee may use accrued annual leave to offset any flextime
debit.
flextime balances at cessation
85.
where any flextime credits are outstanding at cessation of employment with the
agency, these will be paid to the employee at ordinary rates. where any flextime debits
are outstanding at cessation, these will be recovered from any termination payment.
reversion to standard day
86.
when an employee has failed to comply with the provisions of flextime, the fair work
ombudsman may remove access to flextime provisions for that employee for a
specified period and the employee will revert to working the standard day. access to
flextime will be restored where the fair work ombudsman is satisfied that the
employee will maintain satisfactory attendance patterns.
page 13 of 40
unauthorised absences
87.
when an employee is absent from work without approval, reasonable efforts will be
made to contact the employee and to establish the reason for the unauthorised |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 897 | flextime | manager’s approval, an employee may use accrued annual leave to offset any flextime
debit.
flextime balances at cessation
85.
where any flextime credits are outstanding at cessation of employment with the
agency, these will be paid to the employee at ordinary rates. where any flextime debits
are outstanding at cessation, these will be recovered from any termination payment.
reversion to standard day
86.
when an employee has failed to comply with the provisions of flextime, the fair work
ombudsman may remove access to flextime provisions for that employee for a
specified period and the employee will revert to working the standard day. access to
flextime will be restored where the fair work ombudsman is satisfied that the
employee will maintain satisfactory attendance patterns.
page 13 of 40
unauthorised absences
87.
when an employee is absent from work without approval, reasonable efforts will be
made to contact the employee and to establish the reason for the unauthorised
absence.
88.
when an employee is absent from work without approval, all salary and other benefits |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 900 | flextime | flextime balances at cessation
85.
where any flextime credits are outstanding at cessation of employment with the
agency, these will be paid to the employee at ordinary rates. where any flextime debits
are outstanding at cessation, these will be recovered from any termination payment.
reversion to standard day
86.
when an employee has failed to comply with the provisions of flextime, the fair work
ombudsman may remove access to flextime provisions for that employee for a
specified period and the employee will revert to working the standard day. access to
flextime will be restored where the fair work ombudsman is satisfied that the
employee will maintain satisfactory attendance patterns.
page 13 of 40
unauthorised absences
87.
when an employee is absent from work without approval, reasonable efforts will be
made to contact the employee and to establish the reason for the unauthorised
absence.
88.
when an employee is absent from work without approval, all salary and other benefits
provided under this agreement will cease to be available until the employee resumes
work or is granted leave.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 903 | flextime | where any flextime credits are outstanding at cessation of employment with the
agency, these will be paid to the employee at ordinary rates. where any flextime debits
are outstanding at cessation, these will be recovered from any termination payment.
reversion to standard day
86.
when an employee has failed to comply with the provisions of flextime, the fair work
ombudsman may remove access to flextime provisions for that employee for a
specified period and the employee will revert to working the standard day. access to
flextime will be restored where the fair work ombudsman is satisfied that the
employee will maintain satisfactory attendance patterns.
page 13 of 40
unauthorised absences
87.
when an employee is absent from work without approval, reasonable efforts will be
made to contact the employee and to establish the reason for the unauthorised
absence.
88.
when an employee is absent from work without approval, all salary and other benefits
provided under this agreement will cease to be available until the employee resumes
work or is granted leave.
overtime and time off in lieu (toil)
aps level 1-6
89. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 904 | flextime | agency, these will be paid to the employee at ordinary rates. where any flextime debits
are outstanding at cessation, these will be recovered from any termination payment.
reversion to standard day
86.
when an employee has failed to comply with the provisions of flextime, the fair work
ombudsman may remove access to flextime provisions for that employee for a
specified period and the employee will revert to working the standard day. access to
flextime will be restored where the fair work ombudsman is satisfied that the
employee will maintain satisfactory attendance patterns.
page 13 of 40
unauthorised absences
87.
when an employee is absent from work without approval, reasonable efforts will be
made to contact the employee and to establish the reason for the unauthorised
absence.
88.
when an employee is absent from work without approval, all salary and other benefits
provided under this agreement will cease to be available until the employee resumes
work or is granted leave.
overtime and time off in lieu (toil)
aps level 1-6
89.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 910 | flextime | when an employee has failed to comply with the provisions of flextime, the fair work
ombudsman may remove access to flextime provisions for that employee for a
specified period and the employee will revert to working the standard day. access to
flextime will be restored where the fair work ombudsman is satisfied that the
employee will maintain satisfactory attendance patterns.
page 13 of 40
unauthorised absences
87.
when an employee is absent from work without approval, reasonable efforts will be
made to contact the employee and to establish the reason for the unauthorised
absence.
88.
when an employee is absent from work without approval, all salary and other benefits
provided under this agreement will cease to be available until the employee resumes
work or is granted leave.
overtime and time off in lieu (toil)
aps level 1-6
89.
on occasion and with provision of reasonable notice, employees may be required to
work overtime. aps level 1-6 employees will be entitled to payment of overtime in
accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained:
a.
b.
c. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 911 | flextime | ombudsman may remove access to flextime provisions for that employee for a
specified period and the employee will revert to working the standard day. access to
flextime will be restored where the fair work ombudsman is satisfied that the
employee will maintain satisfactory attendance patterns.
page 13 of 40
unauthorised absences
87.
when an employee is absent from work without approval, reasonable efforts will be
made to contact the employee and to establish the reason for the unauthorised
absence.
88.
when an employee is absent from work without approval, all salary and other benefits
provided under this agreement will cease to be available until the employee resumes
work or is granted leave.
overtime and time off in lieu (toil)
aps level 1-6
89.
on occasion and with provision of reasonable notice, employees may be required to
work overtime. aps level 1-6 employees will be entitled to payment of overtime in
accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained:
a.
b.
c.
d. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 911 | flextime provisions | ombudsman may remove access to flextime provisions for that employee for a
specified period and the employee will revert to working the standard day. access to
flextime will be restored where the fair work ombudsman is satisfied that the
employee will maintain satisfactory attendance patterns.
page 13 of 40
unauthorised absences
87.
when an employee is absent from work without approval, reasonable efforts will be
made to contact the employee and to establish the reason for the unauthorised
absence.
88.
when an employee is absent from work without approval, all salary and other benefits
provided under this agreement will cease to be available until the employee resumes
work or is granted leave.
overtime and time off in lieu (toil)
aps level 1-6
89.
on occasion and with provision of reasonable notice, employees may be required to
work overtime. aps level 1-6 employees will be entitled to payment of overtime in
accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained:
a.
b.
c.
d. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 913 | flextime | flextime will be restored where the fair work ombudsman is satisfied that the
employee will maintain satisfactory attendance patterns.
page 13 of 40
unauthorised absences
87.
when an employee is absent from work without approval, reasonable efforts will be
made to contact the employee and to establish the reason for the unauthorised
absence.
88.
when an employee is absent from work without approval, all salary and other benefits
provided under this agreement will cease to be available until the employee resumes
work or is granted leave.
overtime and time off in lieu (toil)
aps level 1-6
89.
on occasion and with provision of reasonable notice, employees may be required to
work overtime. aps level 1-6 employees will be entitled to payment of overtime in
accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained:
a.
b.
c.
d.
outside the bandwidth (except when travelling, refer to paragraph 50) |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 930 | overtime | overtime and time off in lieu (toil)
aps level 1-6
89.
on occasion and with provision of reasonable notice, employees may be required to
work overtime. aps level 1-6 employees will be entitled to payment of overtime in
accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained:
a.
b.
c.
d.
outside the bandwidth (except when travelling, refer to paragraph 50)
on a public holiday
in excess of 10 hours on any one day or
outside a part-time employee’s ordinary hours of work.
90.
in exceptional circumstances, where an employee is directed to work overtime, the fair
work ombudsman may approve access to overtime for all work performed outside the
ordinary hours (plus any additional hours, if relevant) on any one day.
91.
an employee may elect to take toil at the equivalent overtime rate instead of
payment of overtime as calculated according to paragraph 96.
executive level
92. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 935 | overtime | work overtime. aps level 1-6 employees will be entitled to payment of overtime in
accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained:
a.
b.
c.
d.
outside the bandwidth (except when travelling, refer to paragraph 50)
on a public holiday
in excess of 10 hours on any one day or
outside a part-time employee’s ordinary hours of work.
90.
in exceptional circumstances, where an employee is directed to work overtime, the fair
work ombudsman may approve access to overtime for all work performed outside the
ordinary hours (plus any additional hours, if relevant) on any one day.
91.
an employee may elect to take toil at the equivalent overtime rate instead of
payment of overtime as calculated according to paragraph 96.
executive level
92.
executive level employees often have extra, irregular and non-ongoing demands
placed upon them, including working beyond ordinary hours. their remuneration
recognises the additional demands which may be placed upon them.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 942 | travel | outside the bandwidth (except when travelling, refer to paragraph 50)
on a public holiday
in excess of 10 hours on any one day or
outside a part-time employee’s ordinary hours of work.
90.
in exceptional circumstances, where an employee is directed to work overtime, the fair
work ombudsman may approve access to overtime for all work performed outside the
ordinary hours (plus any additional hours, if relevant) on any one day.
91.
an employee may elect to take toil at the equivalent overtime rate instead of
payment of overtime as calculated according to paragraph 96.
executive level
92.
executive level employees often have extra, irregular and non-ongoing demands
placed upon them, including working beyond ordinary hours. their remuneration
recognises the additional demands which may be placed upon them.
93.
where an executive level employee has been required to work substantially in excess
of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu
for hours worked. this will not normally be on an hour-for-hour basis.
94. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 942 | bandwidth | outside the bandwidth (except when travelling, refer to paragraph 50)
on a public holiday
in excess of 10 hours on any one day or
outside a part-time employee’s ordinary hours of work.
90.
in exceptional circumstances, where an employee is directed to work overtime, the fair
work ombudsman may approve access to overtime for all work performed outside the
ordinary hours (plus any additional hours, if relevant) on any one day.
91.
an employee may elect to take toil at the equivalent overtime rate instead of
payment of overtime as calculated according to paragraph 96.
executive level
92.
executive level employees often have extra, irregular and non-ongoing demands
placed upon them, including working beyond ordinary hours. their remuneration
recognises the additional demands which may be placed upon them.
93.
where an executive level employee has been required to work substantially in excess
of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu
for hours worked. this will not normally be on an hour-for-hour basis.
94. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 949 | overtime | in exceptional circumstances, where an employee is directed to work overtime, the fair
work ombudsman may approve access to overtime for all work performed outside the
ordinary hours (plus any additional hours, if relevant) on any one day.
91.
an employee may elect to take toil at the equivalent overtime rate instead of
payment of overtime as calculated according to paragraph 96.
executive level
92.
executive level employees often have extra, irregular and non-ongoing demands
placed upon them, including working beyond ordinary hours. their remuneration
recognises the additional demands which may be placed upon them.
93.
where an executive level employee has been required to work substantially in excess
of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu
for hours worked. this will not normally be on an hour-for-hour basis.
94.
executive level employees are not generally entitled to overtime. however, the fair
work ombudsman may approve overtime payments for excess hours worked in
exceptional circumstances.
part-time employees
95. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 950 | overtime | work ombudsman may approve access to overtime for all work performed outside the
ordinary hours (plus any additional hours, if relevant) on any one day.
91.
an employee may elect to take toil at the equivalent overtime rate instead of
payment of overtime as calculated according to paragraph 96.
executive level
92.
executive level employees often have extra, irregular and non-ongoing demands
placed upon them, including working beyond ordinary hours. their remuneration
recognises the additional demands which may be placed upon them.
93.
where an executive level employee has been required to work substantially in excess
of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu
for hours worked. this will not normally be on an hour-for-hour basis.
94.
executive level employees are not generally entitled to overtime. however, the fair
work ombudsman may approve overtime payments for excess hours worked in
exceptional circumstances.
part-time employees
95.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 955 | overtime | an employee may elect to take toil at the equivalent overtime rate instead of
payment of overtime as calculated according to paragraph 96.
executive level
92.
executive level employees often have extra, irregular and non-ongoing demands
placed upon them, including working beyond ordinary hours. their remuneration
recognises the additional demands which may be placed upon them.
93.
where an executive level employee has been required to work substantially in excess
of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu
for hours worked. this will not normally be on an hour-for-hour basis.
94.
executive level employees are not generally entitled to overtime. however, the fair
work ombudsman may approve overtime payments for excess hours worked in
exceptional circumstances.
part-time employees
95.
a part-time employee directed to perform work in excess of the agreed hours of duty
over the settlement period and who has not elected to receive flextime for such will be
eligible for overtime in accordance with paragraphs 89 to 91 and 94.
calculation |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 956 | overtime | payment of overtime as calculated according to paragraph 96.
executive level
92.
executive level employees often have extra, irregular and non-ongoing demands
placed upon them, including working beyond ordinary hours. their remuneration
recognises the additional demands which may be placed upon them.
93.
where an executive level employee has been required to work substantially in excess
of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu
for hours worked. this will not normally be on an hour-for-hour basis.
94.
executive level employees are not generally entitled to overtime. however, the fair
work ombudsman may approve overtime payments for excess hours worked in
exceptional circumstances.
part-time employees
95.
a part-time employee directed to perform work in excess of the agreed hours of duty
over the settlement period and who has not elected to receive flextime for such will be
eligible for overtime in accordance with paragraphs 89 to 91 and 94.
calculation
96. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 973 | overtime | executive level employees are not generally entitled to overtime. however, the fair
work ombudsman may approve overtime payments for excess hours worked in
exceptional circumstances.
part-time employees
95.
a part-time employee directed to perform work in excess of the agreed hours of duty
over the settlement period and who has not elected to receive flextime for such will be
eligible for overtime in accordance with paragraphs 89 to 91 and 94.
calculation
96.
overtime is calculated at the following rates:
monday to saturday
time and one half for the first three
hours each day, and double time
thereafter
sunday
double time
public holidays
double time and one half
page 14 of 40
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 974 | overtime | work ombudsman may approve overtime payments for excess hours worked in
exceptional circumstances.
part-time employees
95.
a part-time employee directed to perform work in excess of the agreed hours of duty
over the settlement period and who has not elected to receive flextime for such will be
eligible for overtime in accordance with paragraphs 89 to 91 and 94.
calculation
96.
overtime is calculated at the following rates:
monday to saturday
time and one half for the first three
hours each day, and double time
thereafter
sunday
double time
public holidays
double time and one half
page 14 of 40
non-continuous duty |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 981 | flextime | over the settlement period and who has not elected to receive flextime for such will be
eligible for overtime in accordance with paragraphs 89 to 91 and 94.
calculation
96.
overtime is calculated at the following rates:
monday to saturday
time and one half for the first three
hours each day, and double time
thereafter
sunday
double time
public holidays
double time and one half
page 14 of 40
non-continuous duty
97.
where a period of overtime is not continuous with ordinary duty, the minimum overtime
payment is four hours at the relevant rate. where the period of overtime is greater than
four hours, payment will be made for the actual period worked at the relevant rate.
continuous duty |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 982 | overtime | eligible for overtime in accordance with paragraphs 89 to 91 and 94.
calculation
96.
overtime is calculated at the following rates:
monday to saturday
time and one half for the first three
hours each day, and double time
thereafter
sunday
double time
public holidays
double time and one half
page 14 of 40
non-continuous duty
97.
where a period of overtime is not continuous with ordinary duty, the minimum overtime
payment is four hours at the relevant rate. where the period of overtime is greater than
four hours, payment will be made for the actual period worked at the relevant rate.
continuous duty
98. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 987 | overtime | overtime is calculated at the following rates:
monday to saturday
time and one half for the first three
hours each day, and double time
thereafter
sunday
double time
public holidays
double time and one half
page 14 of 40
non-continuous duty
97.
where a period of overtime is not continuous with ordinary duty, the minimum overtime
payment is four hours at the relevant rate. where the period of overtime is greater than
four hours, payment will be made for the actual period worked at the relevant rate.
continuous duty
98.
overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1006 | overtime | where a period of overtime is not continuous with ordinary duty, the minimum overtime
payment is four hours at the relevant rate. where the period of overtime is greater than
four hours, payment will be made for the actual period worked at the relevant rate.
continuous duty
98.
overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
call in allowance
99.
an employee, up to and including an executive level 1 employee, who is called to
work to meet an emergency outside the ordinary (or agreed) bandwidth will be paid at
double time for the period of work and any time necessarily spent in travelling to and
from the work site. the minimum payment for such work will be two hours at double
time.
meal allowance
100. where an employee is directed to work overtime for a continuous period to the
completion of or beyond a meal period, they will be paid a meal allowance of $22.05.
an employee who performs overtime at home is not eligible for a meal allowance.
public holidays
101. employees, other than casuals, will be entitled to the following public holidays without
loss of pay:
a.
b. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1007 | overtime | payment is four hours at the relevant rate. where the period of overtime is greater than
four hours, payment will be made for the actual period worked at the relevant rate.
continuous duty
98.
overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
call in allowance
99.
an employee, up to and including an executive level 1 employee, who is called to
work to meet an emergency outside the ordinary (or agreed) bandwidth will be paid at
double time for the period of work and any time necessarily spent in travelling to and
from the work site. the minimum payment for such work will be two hours at double
time.
meal allowance
100. where an employee is directed to work overtime for a continuous period to the
completion of or beyond a meal period, they will be paid a meal allowance of $22.05.
an employee who performs overtime at home is not eligible for a meal allowance.
public holidays
101. employees, other than casuals, will be entitled to the following public holidays without
loss of pay:
a.
b.
c. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1013 | overtime | overtime is considered to be continuous with ordinary duty when an employee does
not have a break, other than a meal break, between the periods of ordinary duty and
overtime.
call in allowance
99.
an employee, up to and including an executive level 1 employee, who is called to
work to meet an emergency outside the ordinary (or agreed) bandwidth will be paid at
double time for the period of work and any time necessarily spent in travelling to and
from the work site. the minimum payment for such work will be two hours at double
time.
meal allowance
100. where an employee is directed to work overtime for a continuous period to the
completion of or beyond a meal period, they will be paid a meal allowance of $22.05.
an employee who performs overtime at home is not eligible for a meal allowance.
public holidays
101. employees, other than casuals, will be entitled to the following public holidays without
loss of pay:
a.
b.
c.
d.
e.
f.
new year’s day (1 january)
australia day (26 january) |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1015 | overtime | overtime.
call in allowance
99.
an employee, up to and including an executive level 1 employee, who is called to
work to meet an emergency outside the ordinary (or agreed) bandwidth will be paid at
double time for the period of work and any time necessarily spent in travelling to and
from the work site. the minimum payment for such work will be two hours at double
time.
meal allowance
100. where an employee is directed to work overtime for a continuous period to the
completion of or beyond a meal period, they will be paid a meal allowance of $22.05.
an employee who performs overtime at home is not eligible for a meal allowance.
public holidays
101. employees, other than casuals, will be entitled to the following public holidays without
loss of pay:
a.
b.
c.
d.
e.
f.
new year’s day (1 january)
australia day (26 january)
good friday
easter monday |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1021 | bandwidth | work to meet an emergency outside the ordinary (or agreed) bandwidth will be paid at
double time for the period of work and any time necessarily spent in travelling to and
from the work site. the minimum payment for such work will be two hours at double
time.
meal allowance
100. where an employee is directed to work overtime for a continuous period to the
completion of or beyond a meal period, they will be paid a meal allowance of $22.05.
an employee who performs overtime at home is not eligible for a meal allowance.
public holidays
101. employees, other than casuals, will be entitled to the following public holidays without
loss of pay:
a.
b.
c.
d.
e.
f.
new year’s day (1 january)
australia day (26 january)
good friday
easter monday
anzac day (25 april)
the queen’s birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
g. christmas day (25 december)
h. boxing day (26 december)
i. any other day, or part-day, declared or prescribed by or under a law of a state |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1022 | travel | double time for the period of work and any time necessarily spent in travelling to and
from the work site. the minimum payment for such work will be two hours at double
time.
meal allowance
100. where an employee is directed to work overtime for a continuous period to the
completion of or beyond a meal period, they will be paid a meal allowance of $22.05.
an employee who performs overtime at home is not eligible for a meal allowance.
public holidays
101. employees, other than casuals, will be entitled to the following public holidays without
loss of pay:
a.
b.
c.
d.
e.
f.
new year’s day (1 january)
australia day (26 january)
good friday
easter monday
anzac day (25 april)
the queen’s birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
g. christmas day (25 december)
h. boxing day (26 december)
i. any other day, or part-day, declared or prescribed by or under a law of a state
or territory to be observed generally within the state or territory, or a region of |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1027 | overtime | 100. where an employee is directed to work overtime for a continuous period to the
completion of or beyond a meal period, they will be paid a meal allowance of $22.05.
an employee who performs overtime at home is not eligible for a meal allowance.
public holidays
101. employees, other than casuals, will be entitled to the following public holidays without
loss of pay:
a.
b.
c.
d.
e.
f.
new year’s day (1 january)
australia day (26 january)
good friday
easter monday
anzac day (25 april)
the queen’s birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
g. christmas day (25 december)
h. boxing day (26 december)
i. any other day, or part-day, declared or prescribed by or under a law of a state
or territory to be observed generally within the state or territory, or a region of
the state or territory, as a public holiday, other than a day or part-day, or a
kind of day or part-day, that is excluded by the fair work regulations from
counting as a public holiday.
102. if, under a state or territory law, a day or part-day is substituted for one of the public
holidays listed above, then the substituted day or part-day is the public holiday. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1029 | overtime | an employee who performs overtime at home is not eligible for a meal allowance.
public holidays
101. employees, other than casuals, will be entitled to the following public holidays without
loss of pay:
a.
b.
c.
d.
e.
f.
new year’s day (1 january)
australia day (26 january)
good friday
easter monday
anzac day (25 april)
the queen’s birthday holiday (on the day on which it is celebrated in a state or
territory or a region of a state or territory)
g. christmas day (25 december)
h. boxing day (26 december)
i. any other day, or part-day, declared or prescribed by or under a law of a state
or territory to be observed generally within the state or territory, or a region of
the state or territory, as a public holiday, other than a day or part-day, or a
kind of day or part-day, that is excluded by the fair work regulations from
counting as a public holiday.
102. if, under a state or territory law, a day or part-day is substituted for one of the public
holidays listed above, then the substituted day or part-day is the public holiday.
103. the fair work ombudsman and an employee may agree on the substitution of a day
or part-day that would otherwise be a public holiday, having regard to operational |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1065 | overtime | overtime or toil, which will be calculated at double time and one half in accordance
with paragraphs 89 to 98.
page 15 of 40
106. where a public holiday occurs in a period of annual or personal/carer’s leave, the
public holiday will not be deducted from the employee’s annual or personal/carer’s
leave credits respectively.
107. where an employee is on a period of leave without pay and a public holiday occurs,
the employee will not be entitled to payment for the public holiday.
108. if under a law of a state or territory every sunday is declared or prescribed by or
under that law to be a public holiday, there is no entitlement to receive payment as a
public holiday if the employee would have worked, or does perform work, on that day.
in these circumstances, payment will only be made at the public holiday rate of pay if
the employee performs work on that day, and the sunday would otherwise be a public
holiday under paragraph 101 a to i.
109. if under a law of a state or territory easter tuesday is declared or prescribed by or
under that law to be a public holiday, there is no entitlement to receive payment as a
public holiday if the employee would have worked, or does perform work, on that day.
make up time for substituted day
110. where an employee cannot work on the day for which a substituted holiday has been
granted, they will make up that time through mutual agreement with their manager,
without entitlement to payment for overtime.
annual closedown
111. employees will be provided paid time off from 12.30 pm on the working day
immediately prior to christmas day and for the days between christmas and new
year’s day which would otherwise be working days. if an employee agrees to work
following a call for volunteers over this period, for days other than public holidays, they |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1088 | overtime | without entitlement to payment for overtime.
annual closedown
111. employees will be provided paid time off from 12.30 pm on the working day
immediately prior to christmas day and for the days between christmas and new
year’s day which would otherwise be working days. if an employee agrees to work
following a call for volunteers over this period, for days other than public holidays, they
will be provided with toil to be taken at an alternative time convenient to the
employee and agreed with their manager. if an employee is directed to work, overtime
will apply in accordance with paragraphs 89 to 98.
112. if an employee elects to work on the next normal working day after the boxing day
holiday (previously known as the public service holiday), an employee may elect to
receive toil or payment of overtime in accordance with paragraphs 89 to 98.
113. part-time employees normally not working on the days of the week on which the
annual closedown occurs will not be entitled to alternative time off duty.
part g – leave
annual leave
114. full-time employees are entitled to four weeks of paid annual leave per year of service.
115. part-time employees are entitled to paid annual leave on a pro rata basis.
116. casual employees are not entitled to paid annual leave.
117. an employee must obtain their manager’s approval prior to taking any annual leave.
requests for annual leave will not be unreasonably refused.
118. where an employee accrues in excess of eight weeks paid annual leave, the fair work
ombudsman may, after providing at least four weeks’ notice, direct the employee to
take up to two weeks of paid annual leave.
119. the fair work ombudsman will not direct an employee to take leave where the
employee agrees to appropriate arrangements to reduce the leave balance within an
agreed timeframe.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1096 | overtime | employee and agreed with their manager. if an employee is directed to work, overtime
will apply in accordance with paragraphs 89 to 98.
112. if an employee elects to work on the next normal working day after the boxing day
holiday (previously known as the public service holiday), an employee may elect to
receive toil or payment of overtime in accordance with paragraphs 89 to 98.
113. part-time employees normally not working on the days of the week on which the
annual closedown occurs will not be entitled to alternative time off duty.
part g – leave
annual leave
114. full-time employees are entitled to four weeks of paid annual leave per year of service.
115. part-time employees are entitled to paid annual leave on a pro rata basis.
116. casual employees are not entitled to paid annual leave.
117. an employee must obtain their manager’s approval prior to taking any annual leave.
requests for annual leave will not be unreasonably refused.
118. where an employee accrues in excess of eight weeks paid annual leave, the fair work
ombudsman may, after providing at least four weeks’ notice, direct the employee to
take up to two weeks of paid annual leave.
119. the fair work ombudsman will not direct an employee to take leave where the
employee agrees to appropriate arrangements to reduce the leave balance within an
agreed timeframe.
page 16 of 40
120. employees may take annual leave at either full or half pay. where an employee takes
annual leave at half pay, annual leave credits will be deducted for half the duration of
the leave.
121. on separation from the aps, the employee will be paid in lieu of any unused leave
credits in accordance with the fw act and long service leave (commonwealth
employees) act 1976. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1100 | overtime | receive toil or payment of overtime in accordance with paragraphs 89 to 98.
113. part-time employees normally not working on the days of the week on which the
annual closedown occurs will not be entitled to alternative time off duty.
part g – leave
annual leave
114. full-time employees are entitled to four weeks of paid annual leave per year of service.
115. part-time employees are entitled to paid annual leave on a pro rata basis.
116. casual employees are not entitled to paid annual leave.
117. an employee must obtain their manager’s approval prior to taking any annual leave.
requests for annual leave will not be unreasonably refused.
118. where an employee accrues in excess of eight weeks paid annual leave, the fair work
ombudsman may, after providing at least four weeks’ notice, direct the employee to
take up to two weeks of paid annual leave.
119. the fair work ombudsman will not direct an employee to take leave where the
employee agrees to appropriate arrangements to reduce the leave balance within an
agreed timeframe.
page 16 of 40
120. employees may take annual leave at either full or half pay. where an employee takes
annual leave at half pay, annual leave credits will be deducted for half the duration of
the leave.
121. on separation from the aps, the employee will be paid in lieu of any unused leave
credits in accordance with the fw act and long service leave (commonwealth
employees) act 1976.
annual leave cash out
122. an employee may cash out accrued annual leave subject to the following conditions:
a. the employee must have at least four weeks annual leave remaining |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1124 | long service leave | credits in accordance with the fw act and long service leave (commonwealth
employees) act 1976.
annual leave cash out
122. an employee may cash out accrued annual leave subject to the following conditions:
a. the employee must have at least four weeks annual leave remaining
b. the employee has taken a minimum of five days annual leave during the last
twelve month period, and
c. the fair work ombudsman and the employee must make a separate
agreement in writing for each cashing out of a particular amount of annual
leave.
123. where an employee cashes out accrued annual leave they will be paid at least the full
amount that would have been payable to the employee had the employee taken the
leave.
personal/carer’s leave
124. an employee may access paid personal/carer’s leave in the following circumstances:
a. where the employee is not fit for work due to personal illness or injury affecting
the employee or
b. to provide care or support to a member of the employee’s immediate family, or
a member of the employee’s household, who requires care or support because
of:
i.
ii.
a personal illness, or personal injury affecting the member or
an unexpected emergency affecting the member.
125. employees will be entitled to 18 days paid personal leave for every 12 months of
service. personal/carer’s leave will accrue progressively and be credited on a monthly |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1201 | parental leave | leave types as provided by the nes (excluding parental leave) during a period of
annual or long service leave if acceptable evidence is provided. annual leave will be
re-credited to the extent of any other leave granted.
139. long service leave will only be re-credited for full days of leave. an employee is unable
to access personal/carer’s leave while on paid supporting partner/paternity leave.
unpaid carer’s leave
140. an employee, including a casual employee, is entitled to two days of unpaid carer’s
leave for each occasion (a permissible occasion) when a member of the employee’s
immediate family, or a member of the employee’s household, requires care or support
because of:
a. a personal illness, or personal injury, affecting the member or
b. an unexpected emergency affecting the member.
141. an employee may take unpaid carer’s leave for a particular permissible occasion as a
single continuous period of up to two days or any separate periods to which the
employee and the fair work ombudsman agree.
142. an employee cannot take unpaid carer’s leave during a particular period if the
employee could instead take paid personal/carer’s leave.
143. the fair work ombudsman may require the employee to provide evidence in support
of the request for unpaid carer’s leave. medical evidence from registered health
practitioners will be accepted for the purpose of caring responsibilities due to illness or
injury. where it is not reasonably practicable to provide medical evidence from a
registered health practitioner, a statutory declaration signed by the employee will be
accepted.
page 18 of 40
compassionate leave
144. a full-time or part-time employee may take three days paid compassionate leave on
each occasion that a member of their family or household: |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1202 | long service leave | annual or long service leave if acceptable evidence is provided. annual leave will be
re-credited to the extent of any other leave granted.
139. long service leave will only be re-credited for full days of leave. an employee is unable
to access personal/carer’s leave while on paid supporting partner/paternity leave.
unpaid carer’s leave
140. an employee, including a casual employee, is entitled to two days of unpaid carer’s
leave for each occasion (a permissible occasion) when a member of the employee’s
immediate family, or a member of the employee’s household, requires care or support
because of:
a. a personal illness, or personal injury, affecting the member or
b. an unexpected emergency affecting the member.
141. an employee may take unpaid carer’s leave for a particular permissible occasion as a
single continuous period of up to two days or any separate periods to which the
employee and the fair work ombudsman agree.
142. an employee cannot take unpaid carer’s leave during a particular period if the
employee could instead take paid personal/carer’s leave.
143. the fair work ombudsman may require the employee to provide evidence in support
of the request for unpaid carer’s leave. medical evidence from registered health
practitioners will be accepted for the purpose of caring responsibilities due to illness or
injury. where it is not reasonably practicable to provide medical evidence from a
registered health practitioner, a statutory declaration signed by the employee will be
accepted.
page 18 of 40
compassionate leave
144. a full-time or part-time employee may take three days paid compassionate leave on
each occasion that a member of their family or household:
a. contracts or develops a personal illness that poses a serious threat to his or |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1204 | long service leave | 139. long service leave will only be re-credited for full days of leave. an employee is unable
to access personal/carer’s leave while on paid supporting partner/paternity leave.
unpaid carer’s leave
140. an employee, including a casual employee, is entitled to two days of unpaid carer’s
leave for each occasion (a permissible occasion) when a member of the employee’s
immediate family, or a member of the employee’s household, requires care or support
because of:
a. a personal illness, or personal injury, affecting the member or
b. an unexpected emergency affecting the member.
141. an employee may take unpaid carer’s leave for a particular permissible occasion as a
single continuous period of up to two days or any separate periods to which the
employee and the fair work ombudsman agree.
142. an employee cannot take unpaid carer’s leave during a particular period if the
employee could instead take paid personal/carer’s leave.
143. the fair work ombudsman may require the employee to provide evidence in support
of the request for unpaid carer’s leave. medical evidence from registered health
practitioners will be accepted for the purpose of caring responsibilities due to illness or
injury. where it is not reasonably practicable to provide medical evidence from a
registered health practitioner, a statutory declaration signed by the employee will be
accepted.
page 18 of 40
compassionate leave
144. a full-time or part-time employee may take three days paid compassionate leave on
each occasion that a member of their family or household:
a. contracts or develops a personal illness that poses a serious threat to his or
her life or
b. sustains a personal injury that poses a serious threat to his or her life or |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1205 | paternity leave | to access personal/carer’s leave while on paid supporting partner/paternity leave.
unpaid carer’s leave
140. an employee, including a casual employee, is entitled to two days of unpaid carer’s
leave for each occasion (a permissible occasion) when a member of the employee’s
immediate family, or a member of the employee’s household, requires care or support
because of:
a. a personal illness, or personal injury, affecting the member or
b. an unexpected emergency affecting the member.
141. an employee may take unpaid carer’s leave for a particular permissible occasion as a
single continuous period of up to two days or any separate periods to which the
employee and the fair work ombudsman agree.
142. an employee cannot take unpaid carer’s leave during a particular period if the
employee could instead take paid personal/carer’s leave.
143. the fair work ombudsman may require the employee to provide evidence in support
of the request for unpaid carer’s leave. medical evidence from registered health
practitioners will be accepted for the purpose of caring responsibilities due to illness or
injury. where it is not reasonably practicable to provide medical evidence from a
registered health practitioner, a statutory declaration signed by the employee will be
accepted.
page 18 of 40
compassionate leave
144. a full-time or part-time employee may take three days paid compassionate leave on
each occasion that a member of their family or household:
a. contracts or develops a personal illness that poses a serious threat to his or
her life or
b. sustains a personal injury that poses a serious threat to his or her life or
c. dies. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1247 | long service leave | long service leave
149. long service leave will accrue and be available to eligible employees in accordance
with the long service leave (commonwealth employees) act 1976.
150. long service leave will only be granted for a minimum period of seven consecutive
calendar days at full pay or 14 consecutive calendar days at half pay with the granting
of such leave subject to operational requirements.
151. periods of long service leave cannot be broken by any other leave including absences
on flextime, except as provided for by legislation.
parental leave
maternity leave
152. employees covered by this agreement may be entitled to up to 12 weeks paid
maternity leave in accordance with the maternity leave (commonwealth employees)
act 1973.
153. employees may elect to have the payment for this leave spread over a maximum of 24
weeks at a rate no less than half normal salary. where payment is spread over a
longer period, a maximum of 12 weeks of the leave period will count as service. the
other weeks that do not count as service do not break the employee’s continuous
service with the agency.
additional paid maternity leave
154. employees are entitled to take an additional four weeks paid leave to be taken
immediately following the paid period of maternity leave provided for under the
maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1248 | long service leave | 149. long service leave will accrue and be available to eligible employees in accordance
with the long service leave (commonwealth employees) act 1976.
150. long service leave will only be granted for a minimum period of seven consecutive
calendar days at full pay or 14 consecutive calendar days at half pay with the granting
of such leave subject to operational requirements.
151. periods of long service leave cannot be broken by any other leave including absences
on flextime, except as provided for by legislation.
parental leave
maternity leave
152. employees covered by this agreement may be entitled to up to 12 weeks paid
maternity leave in accordance with the maternity leave (commonwealth employees)
act 1973.
153. employees may elect to have the payment for this leave spread over a maximum of 24
weeks at a rate no less than half normal salary. where payment is spread over a
longer period, a maximum of 12 weeks of the leave period will count as service. the
other weeks that do not count as service do not break the employee’s continuous
service with the agency.
additional paid maternity leave
154. employees are entitled to take an additional four weeks paid leave to be taken
immediately following the paid period of maternity leave provided for under the
maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40 |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1249 | long service leave | with the long service leave (commonwealth employees) act 1976.
150. long service leave will only be granted for a minimum period of seven consecutive
calendar days at full pay or 14 consecutive calendar days at half pay with the granting
of such leave subject to operational requirements.
151. periods of long service leave cannot be broken by any other leave including absences
on flextime, except as provided for by legislation.
parental leave
maternity leave
152. employees covered by this agreement may be entitled to up to 12 weeks paid
maternity leave in accordance with the maternity leave (commonwealth employees)
act 1973.
153. employees may elect to have the payment for this leave spread over a maximum of 24
weeks at a rate no less than half normal salary. where payment is spread over a
longer period, a maximum of 12 weeks of the leave period will count as service. the
other weeks that do not count as service do not break the employee’s continuous
service with the agency.
additional paid maternity leave
154. employees are entitled to take an additional four weeks paid leave to be taken
immediately following the paid period of maternity leave provided for under the
maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1250 | long service leave | 150. long service leave will only be granted for a minimum period of seven consecutive
calendar days at full pay or 14 consecutive calendar days at half pay with the granting
of such leave subject to operational requirements.
151. periods of long service leave cannot be broken by any other leave including absences
on flextime, except as provided for by legislation.
parental leave
maternity leave
152. employees covered by this agreement may be entitled to up to 12 weeks paid
maternity leave in accordance with the maternity leave (commonwealth employees)
act 1973.
153. employees may elect to have the payment for this leave spread over a maximum of 24
weeks at a rate no less than half normal salary. where payment is spread over a
longer period, a maximum of 12 weeks of the leave period will count as service. the
other weeks that do not count as service do not break the employee’s continuous
service with the agency.
additional paid maternity leave
154. employees are entitled to take an additional four weeks paid leave to be taken
immediately following the paid period of maternity leave provided for under the
maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40
lactation breaks |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1253 | long service leave | 151. periods of long service leave cannot be broken by any other leave including absences
on flextime, except as provided for by legislation.
parental leave
maternity leave
152. employees covered by this agreement may be entitled to up to 12 weeks paid
maternity leave in accordance with the maternity leave (commonwealth employees)
act 1973.
153. employees may elect to have the payment for this leave spread over a maximum of 24
weeks at a rate no less than half normal salary. where payment is spread over a
longer period, a maximum of 12 weeks of the leave period will count as service. the
other weeks that do not count as service do not break the employee’s continuous
service with the agency.
additional paid maternity leave
154. employees are entitled to take an additional four weeks paid leave to be taken
immediately following the paid period of maternity leave provided for under the
maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40
lactation breaks
156. an employee returning to work from maternity leave will also be supported through the
provision of paid lactation breaks.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1254 | flextime | on flextime, except as provided for by legislation.
parental leave
maternity leave
152. employees covered by this agreement may be entitled to up to 12 weeks paid
maternity leave in accordance with the maternity leave (commonwealth employees)
act 1973.
153. employees may elect to have the payment for this leave spread over a maximum of 24
weeks at a rate no less than half normal salary. where payment is spread over a
longer period, a maximum of 12 weeks of the leave period will count as service. the
other weeks that do not count as service do not break the employee’s continuous
service with the agency.
additional paid maternity leave
154. employees are entitled to take an additional four weeks paid leave to be taken
immediately following the paid period of maternity leave provided for under the
maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40
lactation breaks
156. an employee returning to work from maternity leave will also be supported through the
provision of paid lactation breaks.
primary caregiver’s leave |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1256 | parental leave | parental leave
maternity leave
152. employees covered by this agreement may be entitled to up to 12 weeks paid
maternity leave in accordance with the maternity leave (commonwealth employees)
act 1973.
153. employees may elect to have the payment for this leave spread over a maximum of 24
weeks at a rate no less than half normal salary. where payment is spread over a
longer period, a maximum of 12 weeks of the leave period will count as service. the
other weeks that do not count as service do not break the employee’s continuous
service with the agency.
additional paid maternity leave
154. employees are entitled to take an additional four weeks paid leave to be taken
immediately following the paid period of maternity leave provided for under the
maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40
lactation breaks
156. an employee returning to work from maternity leave will also be supported through the
provision of paid lactation breaks.
primary caregiver’s leave
157. primary caregiver means an ongoing employee with at least 12 months continuous
service in the aps who: |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1257 | maternity leave | maternity leave
152. employees covered by this agreement may be entitled to up to 12 weeks paid
maternity leave in accordance with the maternity leave (commonwealth employees)
act 1973.
153. employees may elect to have the payment for this leave spread over a maximum of 24
weeks at a rate no less than half normal salary. where payment is spread over a
longer period, a maximum of 12 weeks of the leave period will count as service. the
other weeks that do not count as service do not break the employee’s continuous
service with the agency.
additional paid maternity leave
154. employees are entitled to take an additional four weeks paid leave to be taken
immediately following the paid period of maternity leave provided for under the
maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40
lactation breaks
156. an employee returning to work from maternity leave will also be supported through the
provision of paid lactation breaks.
primary caregiver’s leave
157. primary caregiver means an ongoing employee with at least 12 months continuous
service in the aps who:
a. is the partner of a parent who has given birth, and |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1259 | maternity leave | maternity leave in accordance with the maternity leave (commonwealth employees)
act 1973.
153. employees may elect to have the payment for this leave spread over a maximum of 24
weeks at a rate no less than half normal salary. where payment is spread over a
longer period, a maximum of 12 weeks of the leave period will count as service. the
other weeks that do not count as service do not break the employee’s continuous
service with the agency.
additional paid maternity leave
154. employees are entitled to take an additional four weeks paid leave to be taken
immediately following the paid period of maternity leave provided for under the
maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40
lactation breaks
156. an employee returning to work from maternity leave will also be supported through the
provision of paid lactation breaks.
primary caregiver’s leave
157. primary caregiver means an ongoing employee with at least 12 months continuous
service in the aps who:
a. is the partner of a parent who has given birth, and
b. has the sole responsibility for providing care to a newborn baby within the
family home during normal business hours. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1267 | maternity leave | additional paid maternity leave
154. employees are entitled to take an additional four weeks paid leave to be taken
immediately following the paid period of maternity leave provided for under the
maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40
lactation breaks
156. an employee returning to work from maternity leave will also be supported through the
provision of paid lactation breaks.
primary caregiver’s leave
157. primary caregiver means an ongoing employee with at least 12 months continuous
service in the aps who:
a. is the partner of a parent who has given birth, and
b. has the sole responsibility for providing care to a newborn baby within the
family home during normal business hours.
158. the intention of primary caregiver’s leave is to enable the partner of a parent who has
given birth to access an entitlement equivalent to paid maternity/parental leave, where:
a. the partner is the primary caregiver of the newborn baby; and
b. the partner of the primary caregiver (regardless of whether or how much
employer-provided parental leave is granted), returns to employment within 16
weeks of the child’s date of birth.
159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave.
160. a primary caregiver may elect to have the payment for this leave spread over 32 |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1269 | maternity leave | immediately following the paid period of maternity leave provided for under the
maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40
lactation breaks
156. an employee returning to work from maternity leave will also be supported through the
provision of paid lactation breaks.
primary caregiver’s leave
157. primary caregiver means an ongoing employee with at least 12 months continuous
service in the aps who:
a. is the partner of a parent who has given birth, and
b. has the sole responsibility for providing care to a newborn baby within the
family home during normal business hours.
158. the intention of primary caregiver’s leave is to enable the partner of a parent who has
given birth to access an entitlement equivalent to paid maternity/parental leave, where:
a. the partner is the primary caregiver of the newborn baby; and
b. the partner of the primary caregiver (regardless of whether or how much
employer-provided parental leave is granted), returns to employment within 16
weeks of the child’s date of birth.
159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave.
160. a primary caregiver may elect to have the payment for this leave spread over 32
weeks at a rate of half normal salary. where the payment is spread over a longer
period, a maximum of 16 weeks of the leave period will count as service. the other |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1270 | maternity leave | maternity leave (commonwealth employees) act 1973. the additional four weeks
paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40
lactation breaks
156. an employee returning to work from maternity leave will also be supported through the
provision of paid lactation breaks.
primary caregiver’s leave
157. primary caregiver means an ongoing employee with at least 12 months continuous
service in the aps who:
a. is the partner of a parent who has given birth, and
b. has the sole responsibility for providing care to a newborn baby within the
family home during normal business hours.
158. the intention of primary caregiver’s leave is to enable the partner of a parent who has
given birth to access an entitlement equivalent to paid maternity/parental leave, where:
a. the partner is the primary caregiver of the newborn baby; and
b. the partner of the primary caregiver (regardless of whether or how much
employer-provided parental leave is granted), returns to employment within 16
weeks of the child’s date of birth.
159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave.
160. a primary caregiver may elect to have the payment for this leave spread over 32
weeks at a rate of half normal salary. where the payment is spread over a longer
period, a maximum of 16 weeks of the leave period will count as service. the other
weeks that do not count as service do not break the employees’ continuous service |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1271 | maternity leave | paid maternity leave will count as service for all purposes.
155. the fair work ombudsman will approve an employee’s request to have the payment
for this leave spread over a maximum of eight weeks at a rate no less than half normal
salary. where payment is spread over a longer period, a maximum of four weeks of the
leave period will count as service. the other weeks that do not count as service do not
break the employees’ continuous service with the agency.
page 19 of 40
lactation breaks
156. an employee returning to work from maternity leave will also be supported through the
provision of paid lactation breaks.
primary caregiver’s leave
157. primary caregiver means an ongoing employee with at least 12 months continuous
service in the aps who:
a. is the partner of a parent who has given birth, and
b. has the sole responsibility for providing care to a newborn baby within the
family home during normal business hours.
158. the intention of primary caregiver’s leave is to enable the partner of a parent who has
given birth to access an entitlement equivalent to paid maternity/parental leave, where:
a. the partner is the primary caregiver of the newborn baby; and
b. the partner of the primary caregiver (regardless of whether or how much
employer-provided parental leave is granted), returns to employment within 16
weeks of the child’s date of birth.
159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave.
160. a primary caregiver may elect to have the payment for this leave spread over 32
weeks at a rate of half normal salary. where the payment is spread over a longer
period, a maximum of 16 weeks of the leave period will count as service. the other
weeks that do not count as service do not break the employees’ continuous service
with the agency. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1280 | maternity leave | 156. an employee returning to work from maternity leave will also be supported through the
provision of paid lactation breaks.
primary caregiver’s leave
157. primary caregiver means an ongoing employee with at least 12 months continuous
service in the aps who:
a. is the partner of a parent who has given birth, and
b. has the sole responsibility for providing care to a newborn baby within the
family home during normal business hours.
158. the intention of primary caregiver’s leave is to enable the partner of a parent who has
given birth to access an entitlement equivalent to paid maternity/parental leave, where:
a. the partner is the primary caregiver of the newborn baby; and
b. the partner of the primary caregiver (regardless of whether or how much
employer-provided parental leave is granted), returns to employment within 16
weeks of the child’s date of birth.
159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave.
160. a primary caregiver may elect to have the payment for this leave spread over 32
weeks at a rate of half normal salary. where the payment is spread over a longer
period, a maximum of 16 weeks of the leave period will count as service. the other
weeks that do not count as service do not break the employees’ continuous service
with the agency.
161. primary caregiver’s leave is available for a maximum period of 16 weeks commencing
from the date of birth of the child (or 32 weeks, if taken at half pay).
162. where a primary caregiver’s partner has accessed, or intends to access, employerprovided parental leave, the primary caregiver may only access paid primary
caregiver’s leave on a non-concurrent basis (i.e. not whilst the employee’s partner is
accessing employer-provided parental leave) so that the combined period of parental
and primary caregiver’s leave does not exceed 16 weeks (or 32 weeks at half pay).
163. applications for primary caregiver’s leave must be supported by a signed statutory
declaration which must include:
a. a statement to the effect that the employee concerned is the primary caregiver |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1290 | parental leave | given birth to access an entitlement equivalent to paid maternity/parental leave, where:
a. the partner is the primary caregiver of the newborn baby; and
b. the partner of the primary caregiver (regardless of whether or how much
employer-provided parental leave is granted), returns to employment within 16
weeks of the child’s date of birth.
159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave.
160. a primary caregiver may elect to have the payment for this leave spread over 32
weeks at a rate of half normal salary. where the payment is spread over a longer
period, a maximum of 16 weeks of the leave period will count as service. the other
weeks that do not count as service do not break the employees’ continuous service
with the agency.
161. primary caregiver’s leave is available for a maximum period of 16 weeks commencing
from the date of birth of the child (or 32 weeks, if taken at half pay).
162. where a primary caregiver’s partner has accessed, or intends to access, employerprovided parental leave, the primary caregiver may only access paid primary
caregiver’s leave on a non-concurrent basis (i.e. not whilst the employee’s partner is
accessing employer-provided parental leave) so that the combined period of parental
and primary caregiver’s leave does not exceed 16 weeks (or 32 weeks at half pay).
163. applications for primary caregiver’s leave must be supported by a signed statutory
declaration which must include:
a. a statement to the effect that the employee concerned is the primary caregiver
for a child and the duration of the caring arrangements and
b. a statement that primary caregiver’s leave for the employee concerned will
only be accessed on a non-concurrent basis with any employer-provided
parental leave entitlements taken by the employee’s partner.
164. references to “employer-provided parental leave” refer to both paid and unpaid leave,
including for maternity, primary caregivers, adoption, foster care or surrogacy
arrangements. it does not include supporting partner leave.
paid supporting partner leave
165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1293 | parental leave | employer-provided parental leave is granted), returns to employment within 16
weeks of the child’s date of birth.
159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave.
160. a primary caregiver may elect to have the payment for this leave spread over 32
weeks at a rate of half normal salary. where the payment is spread over a longer
period, a maximum of 16 weeks of the leave period will count as service. the other
weeks that do not count as service do not break the employees’ continuous service
with the agency.
161. primary caregiver’s leave is available for a maximum period of 16 weeks commencing
from the date of birth of the child (or 32 weeks, if taken at half pay).
162. where a primary caregiver’s partner has accessed, or intends to access, employerprovided parental leave, the primary caregiver may only access paid primary
caregiver’s leave on a non-concurrent basis (i.e. not whilst the employee’s partner is
accessing employer-provided parental leave) so that the combined period of parental
and primary caregiver’s leave does not exceed 16 weeks (or 32 weeks at half pay).
163. applications for primary caregiver’s leave must be supported by a signed statutory
declaration which must include:
a. a statement to the effect that the employee concerned is the primary caregiver
for a child and the duration of the caring arrangements and
b. a statement that primary caregiver’s leave for the employee concerned will
only be accessed on a non-concurrent basis with any employer-provided
parental leave entitlements taken by the employee’s partner.
164. references to “employer-provided parental leave” refer to both paid and unpaid leave,
including for maternity, primary caregivers, adoption, foster care or surrogacy
arrangements. it does not include supporting partner leave.
paid supporting partner leave
165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve
months of the birth of the employee’s child or the employee’s partner’s child [where the
employee is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1303 | parental leave | 162. where a primary caregiver’s partner has accessed, or intends to access, employerprovided parental leave, the primary caregiver may only access paid primary
caregiver’s leave on a non-concurrent basis (i.e. not whilst the employee’s partner is
accessing employer-provided parental leave) so that the combined period of parental
and primary caregiver’s leave does not exceed 16 weeks (or 32 weeks at half pay).
163. applications for primary caregiver’s leave must be supported by a signed statutory
declaration which must include:
a. a statement to the effect that the employee concerned is the primary caregiver
for a child and the duration of the caring arrangements and
b. a statement that primary caregiver’s leave for the employee concerned will
only be accessed on a non-concurrent basis with any employer-provided
parental leave entitlements taken by the employee’s partner.
164. references to “employer-provided parental leave” refer to both paid and unpaid leave,
including for maternity, primary caregivers, adoption, foster care or surrogacy
arrangements. it does not include supporting partner leave.
paid supporting partner leave
165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve
months of the birth of the employee’s child or the employee’s partner’s child [where the
employee is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care
leave].
166. this leave with pay counts as service for all purposes.
page 20 of 40
unpaid parental leave
167. to enable an employee to care for a newborn, newly adopted or newly fostered child
under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental
leave. an employee who takes unpaid parental leave may request the fair work
ombudsman to agree to an extension of unpaid parental leave for a further period of |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1305 | parental leave | accessing employer-provided parental leave) so that the combined period of parental
and primary caregiver’s leave does not exceed 16 weeks (or 32 weeks at half pay).
163. applications for primary caregiver’s leave must be supported by a signed statutory
declaration which must include:
a. a statement to the effect that the employee concerned is the primary caregiver
for a child and the duration of the caring arrangements and
b. a statement that primary caregiver’s leave for the employee concerned will
only be accessed on a non-concurrent basis with any employer-provided
parental leave entitlements taken by the employee’s partner.
164. references to “employer-provided parental leave” refer to both paid and unpaid leave,
including for maternity, primary caregivers, adoption, foster care or surrogacy
arrangements. it does not include supporting partner leave.
paid supporting partner leave
165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve
months of the birth of the employee’s child or the employee’s partner’s child [where the
employee is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care
leave].
166. this leave with pay counts as service for all purposes.
page 20 of 40
unpaid parental leave
167. to enable an employee to care for a newborn, newly adopted or newly fostered child
under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental
leave. an employee who takes unpaid parental leave may request the fair work
ombudsman to agree to an extension of unpaid parental leave for a further period of
up to 12 months immediately following the end of the available parental leave period
(in accordance with section 76 of the fw act). |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1313 | parental leave | parental leave entitlements taken by the employee’s partner.
164. references to “employer-provided parental leave” refer to both paid and unpaid leave,
including for maternity, primary caregivers, adoption, foster care or surrogacy
arrangements. it does not include supporting partner leave.
paid supporting partner leave
165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve
months of the birth of the employee’s child or the employee’s partner’s child [where the
employee is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care
leave].
166. this leave with pay counts as service for all purposes.
page 20 of 40
unpaid parental leave
167. to enable an employee to care for a newborn, newly adopted or newly fostered child
under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental
leave. an employee who takes unpaid parental leave may request the fair work
ombudsman to agree to an extension of unpaid parental leave for a further period of
up to 12 months immediately following the end of the available parental leave period
(in accordance with section 76 of the fw act).
168. paragraph 167 does not apply to employees covered by the maternity leave
(commonwealth employees) act 1973 to the extent that that act is more beneficial.
169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless
required by legislation.
170. unpaid parental leave does not count as service for any other purpose except as
provided in the maternity leave (commonwealth employees) act 1973 as amended
from time to time.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1314 | parental leave | 164. references to “employer-provided parental leave” refer to both paid and unpaid leave,
including for maternity, primary caregivers, adoption, foster care or surrogacy
arrangements. it does not include supporting partner leave.
paid supporting partner leave
165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve
months of the birth of the employee’s child or the employee’s partner’s child [where the
employee is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care
leave].
166. this leave with pay counts as service for all purposes.
page 20 of 40
unpaid parental leave
167. to enable an employee to care for a newborn, newly adopted or newly fostered child
under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental
leave. an employee who takes unpaid parental leave may request the fair work
ombudsman to agree to an extension of unpaid parental leave for a further period of
up to 12 months immediately following the end of the available parental leave period
(in accordance with section 76 of the fw act).
168. paragraph 167 does not apply to employees covered by the maternity leave
(commonwealth employees) act 1973 to the extent that that act is more beneficial.
169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless
required by legislation.
170. unpaid parental leave does not count as service for any other purpose except as
provided in the maternity leave (commonwealth employees) act 1973 as amended
from time to time.
adoption and foster care leave |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1321 | maternity leave | employee is not entitled to paid maternity leave under the maternity leave
(commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care
leave].
166. this leave with pay counts as service for all purposes.
page 20 of 40
unpaid parental leave
167. to enable an employee to care for a newborn, newly adopted or newly fostered child
under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental
leave. an employee who takes unpaid parental leave may request the fair work
ombudsman to agree to an extension of unpaid parental leave for a further period of
up to 12 months immediately following the end of the available parental leave period
(in accordance with section 76 of the fw act).
168. paragraph 167 does not apply to employees covered by the maternity leave
(commonwealth employees) act 1973 to the extent that that act is more beneficial.
169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless
required by legislation.
170. unpaid parental leave does not count as service for any other purpose except as
provided in the maternity leave (commonwealth employees) act 1973 as amended
from time to time.
adoption and foster care leave
171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster
care leave where:
a. the employee has at least 12 months continuous service in the aps and
b. is the primary caregiver for an adopted child under 16 years of age or
c. is the primary caregiver for a foster child under 16 years of age and, at its
commencement, the arrangement is a long term, formal fostering arrangement
of more than 12 months. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1328 | parental leave | unpaid parental leave
167. to enable an employee to care for a newborn, newly adopted or newly fostered child
under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental
leave. an employee who takes unpaid parental leave may request the fair work
ombudsman to agree to an extension of unpaid parental leave for a further period of
up to 12 months immediately following the end of the available parental leave period
(in accordance with section 76 of the fw act).
168. paragraph 167 does not apply to employees covered by the maternity leave
(commonwealth employees) act 1973 to the extent that that act is more beneficial.
169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless
required by legislation.
170. unpaid parental leave does not count as service for any other purpose except as
provided in the maternity leave (commonwealth employees) act 1973 as amended
from time to time.
adoption and foster care leave
171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster
care leave where:
a. the employee has at least 12 months continuous service in the aps and
b. is the primary caregiver for an adopted child under 16 years of age or
c. is the primary caregiver for a foster child under 16 years of age and, at its
commencement, the arrangement is a long term, formal fostering arrangement
of more than 12 months.
172. adoption and foster care leave is available from one week prior to the date of
placement of the child and must be taken within eight weeks of the child being adopted
or fostered.
173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half
normal salary. where the payment is spread over a longer period, a maximum of 16
weeks of the leave period will count as service. the other weeks that do not count as
service do not break the employee’s continuous service with the agency. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1331 | parental leave | leave. an employee who takes unpaid parental leave may request the fair work
ombudsman to agree to an extension of unpaid parental leave for a further period of
up to 12 months immediately following the end of the available parental leave period
(in accordance with section 76 of the fw act).
168. paragraph 167 does not apply to employees covered by the maternity leave
(commonwealth employees) act 1973 to the extent that that act is more beneficial.
169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless
required by legislation.
170. unpaid parental leave does not count as service for any other purpose except as
provided in the maternity leave (commonwealth employees) act 1973 as amended
from time to time.
adoption and foster care leave
171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster
care leave where:
a. the employee has at least 12 months continuous service in the aps and
b. is the primary caregiver for an adopted child under 16 years of age or
c. is the primary caregiver for a foster child under 16 years of age and, at its
commencement, the arrangement is a long term, formal fostering arrangement
of more than 12 months.
172. adoption and foster care leave is available from one week prior to the date of
placement of the child and must be taken within eight weeks of the child being adopted
or fostered.
173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half
normal salary. where the payment is spread over a longer period, a maximum of 16
weeks of the leave period will count as service. the other weeks that do not count as
service do not break the employee’s continuous service with the agency.
174. applications for adoption or foster care leave must be supported by evidence which
must include:
a. a signed statutory declaration that provides: |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1332 | parental leave | ombudsman to agree to an extension of unpaid parental leave for a further period of
up to 12 months immediately following the end of the available parental leave period
(in accordance with section 76 of the fw act).
168. paragraph 167 does not apply to employees covered by the maternity leave
(commonwealth employees) act 1973 to the extent that that act is more beneficial.
169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless
required by legislation.
170. unpaid parental leave does not count as service for any other purpose except as
provided in the maternity leave (commonwealth employees) act 1973 as amended
from time to time.
adoption and foster care leave
171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster
care leave where:
a. the employee has at least 12 months continuous service in the aps and
b. is the primary caregiver for an adopted child under 16 years of age or
c. is the primary caregiver for a foster child under 16 years of age and, at its
commencement, the arrangement is a long term, formal fostering arrangement
of more than 12 months.
172. adoption and foster care leave is available from one week prior to the date of
placement of the child and must be taken within eight weeks of the child being adopted
or fostered.
173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half
normal salary. where the payment is spread over a longer period, a maximum of 16
weeks of the leave period will count as service. the other weeks that do not count as
service do not break the employee’s continuous service with the agency.
174. applications for adoption or foster care leave must be supported by evidence which
must include:
a. a signed statutory declaration that provides:
i. a statement to the effect that the employee concerned is the primary |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1333 | parental leave | up to 12 months immediately following the end of the available parental leave period
(in accordance with section 76 of the fw act).
168. paragraph 167 does not apply to employees covered by the maternity leave
(commonwealth employees) act 1973 to the extent that that act is more beneficial.
169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless
required by legislation.
170. unpaid parental leave does not count as service for any other purpose except as
provided in the maternity leave (commonwealth employees) act 1973 as amended
from time to time.
adoption and foster care leave
171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster
care leave where:
a. the employee has at least 12 months continuous service in the aps and
b. is the primary caregiver for an adopted child under 16 years of age or
c. is the primary caregiver for a foster child under 16 years of age and, at its
commencement, the arrangement is a long term, formal fostering arrangement
of more than 12 months.
172. adoption and foster care leave is available from one week prior to the date of
placement of the child and must be taken within eight weeks of the child being adopted
or fostered.
173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half
normal salary. where the payment is spread over a longer period, a maximum of 16
weeks of the leave period will count as service. the other weeks that do not count as
service do not break the employee’s continuous service with the agency.
174. applications for adoption or foster care leave must be supported by evidence which
must include:
a. a signed statutory declaration that provides:
i. a statement to the effect that the employee concerned is the primary
caregiver for the child, and |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1335 | maternity leave | 168. paragraph 167 does not apply to employees covered by the maternity leave
(commonwealth employees) act 1973 to the extent that that act is more beneficial.
169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless
required by legislation.
170. unpaid parental leave does not count as service for any other purpose except as
provided in the maternity leave (commonwealth employees) act 1973 as amended
from time to time.
adoption and foster care leave
171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster
care leave where:
a. the employee has at least 12 months continuous service in the aps and
b. is the primary caregiver for an adopted child under 16 years of age or
c. is the primary caregiver for a foster child under 16 years of age and, at its
commencement, the arrangement is a long term, formal fostering arrangement
of more than 12 months.
172. adoption and foster care leave is available from one week prior to the date of
placement of the child and must be taken within eight weeks of the child being adopted
or fostered.
173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half
normal salary. where the payment is spread over a longer period, a maximum of 16
weeks of the leave period will count as service. the other weeks that do not count as
service do not break the employee’s continuous service with the agency.
174. applications for adoption or foster care leave must be supported by evidence which
must include:
a. a signed statutory declaration that provides:
i. a statement to the effect that the employee concerned is the primary
caregiver for the child, and
ii. a statement that the adoption or foster care leave for the employee
concerned will only be accessed on a non-concurrent basis with any |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1337 | parental leave | 169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless
required by legislation.
170. unpaid parental leave does not count as service for any other purpose except as
provided in the maternity leave (commonwealth employees) act 1973 as amended
from time to time.
adoption and foster care leave
171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster
care leave where:
a. the employee has at least 12 months continuous service in the aps and
b. is the primary caregiver for an adopted child under 16 years of age or
c. is the primary caregiver for a foster child under 16 years of age and, at its
commencement, the arrangement is a long term, formal fostering arrangement
of more than 12 months.
172. adoption and foster care leave is available from one week prior to the date of
placement of the child and must be taken within eight weeks of the child being adopted
or fostered.
173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half
normal salary. where the payment is spread over a longer period, a maximum of 16
weeks of the leave period will count as service. the other weeks that do not count as
service do not break the employee’s continuous service with the agency.
174. applications for adoption or foster care leave must be supported by evidence which
must include:
a. a signed statutory declaration that provides:
i. a statement to the effect that the employee concerned is the primary
caregiver for the child, and
ii. a statement that the adoption or foster care leave for the employee
concerned will only be accessed on a non-concurrent basis with any
employer-provided parental leave entitlements taken by the employee’s
partner. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1339 | parental leave | 170. unpaid parental leave does not count as service for any other purpose except as
provided in the maternity leave (commonwealth employees) act 1973 as amended
from time to time.
adoption and foster care leave
171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster
care leave where:
a. the employee has at least 12 months continuous service in the aps and
b. is the primary caregiver for an adopted child under 16 years of age or
c. is the primary caregiver for a foster child under 16 years of age and, at its
commencement, the arrangement is a long term, formal fostering arrangement
of more than 12 months.
172. adoption and foster care leave is available from one week prior to the date of
placement of the child and must be taken within eight weeks of the child being adopted
or fostered.
173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half
normal salary. where the payment is spread over a longer period, a maximum of 16
weeks of the leave period will count as service. the other weeks that do not count as
service do not break the employee’s continuous service with the agency.
174. applications for adoption or foster care leave must be supported by evidence which
must include:
a. a signed statutory declaration that provides:
i. a statement to the effect that the employee concerned is the primary
caregiver for the child, and
ii. a statement that the adoption or foster care leave for the employee
concerned will only be accessed on a non-concurrent basis with any
employer-provided parental leave entitlements taken by the employee’s
partner.
175. references to “employer-provided parental leave” refer to both paid and unpaid leave,
including for maternity, primary caregivers, adoption, foster care or surrogacy |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1340 | maternity leave | provided in the maternity leave (commonwealth employees) act 1973 as amended
from time to time.
adoption and foster care leave
171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster
care leave where:
a. the employee has at least 12 months continuous service in the aps and
b. is the primary caregiver for an adopted child under 16 years of age or
c. is the primary caregiver for a foster child under 16 years of age and, at its
commencement, the arrangement is a long term, formal fostering arrangement
of more than 12 months.
172. adoption and foster care leave is available from one week prior to the date of
placement of the child and must be taken within eight weeks of the child being adopted
or fostered.
173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half
normal salary. where the payment is spread over a longer period, a maximum of 16
weeks of the leave period will count as service. the other weeks that do not count as
service do not break the employee’s continuous service with the agency.
174. applications for adoption or foster care leave must be supported by evidence which
must include:
a. a signed statutory declaration that provides:
i. a statement to the effect that the employee concerned is the primary
caregiver for the child, and
ii. a statement that the adoption or foster care leave for the employee
concerned will only be accessed on a non-concurrent basis with any
employer-provided parental leave entitlements taken by the employee’s
partner.
175. references to “employer-provided parental leave” refer to both paid and unpaid leave,
including for maternity, primary caregivers, adoption, foster care or surrogacy
arrangements. it does not include supporting partner leave. |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1365 | parental leave | employer-provided parental leave entitlements taken by the employee’s
partner.
175. references to “employer-provided parental leave” refer to both paid and unpaid leave,
including for maternity, primary caregivers, adoption, foster care or surrogacy
arrangements. it does not include supporting partner leave.
pre adoption and foster leave
176. employees in the process of adopting or fostering a child may take up to two days
leave without pay to attend any interviews or examinations required to obtain approval
for the adoption or foster arrangement.
page 21 of 40
return to work from parental leave
177. an employee returning to duty from maternity, primary caregiver’s, adoption, foster
care or unpaid parental leave and who is the primary caregiver of the child will be
provided with access to part-time work, upon application, up until the child reaches
school age.
purchased leave
178. once in any 12 month period, an employee may elect to purchase from one to eight
weeks’ leave.
179. purchased leave will count as service for all purposes.
180. the employee’s salary for superannuation purposes continues to be their salary as if
they had not purchased leave.
181. a reconciliation of purchased leave deductions will be undertaken at the conclusion of
the purchased leave period.
sabbatical leave
182. the fair work ombudsman may approve an application from an ongoing employee to |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1367 | parental leave | 175. references to “employer-provided parental leave” refer to both paid and unpaid leave,
including for maternity, primary caregivers, adoption, foster care or surrogacy
arrangements. it does not include supporting partner leave.
pre adoption and foster leave
176. employees in the process of adopting or fostering a child may take up to two days
leave without pay to attend any interviews or examinations required to obtain approval
for the adoption or foster arrangement.
page 21 of 40
return to work from parental leave
177. an employee returning to duty from maternity, primary caregiver’s, adoption, foster
care or unpaid parental leave and who is the primary caregiver of the child will be
provided with access to part-time work, upon application, up until the child reaches
school age.
purchased leave
178. once in any 12 month period, an employee may elect to purchase from one to eight
weeks’ leave.
179. purchased leave will count as service for all purposes.
180. the employee’s salary for superannuation purposes continues to be their salary as if
they had not purchased leave.
181. a reconciliation of purchased leave deductions will be undertaken at the conclusion of
the purchased leave period.
sabbatical leave
182. the fair work ombudsman may approve an application from an ongoing employee to
work for a four year period followed by a one year sabbatical leave period.
183. an employee whose sabbatical leave application is approved will receive one year’s |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1378 | parental leave | return to work from parental leave
177. an employee returning to duty from maternity, primary caregiver’s, adoption, foster
care or unpaid parental leave and who is the primary caregiver of the child will be
provided with access to part-time work, upon application, up until the child reaches
school age.
purchased leave
178. once in any 12 month period, an employee may elect to purchase from one to eight
weeks’ leave.
179. purchased leave will count as service for all purposes.
180. the employee’s salary for superannuation purposes continues to be their salary as if
they had not purchased leave.
181. a reconciliation of purchased leave deductions will be undertaken at the conclusion of
the purchased leave period.
sabbatical leave
182. the fair work ombudsman may approve an application from an ongoing employee to
work for a four year period followed by a one year sabbatical leave period.
183. an employee whose sabbatical leave application is approved will receive one year’s
sabbatical leave by agreeing to forgo 20% of their eligible salary on each payday in
each of the four years immediately prior to going on one year’s sabbatical leave.
184. during the sabbatical year, employees will be paid an amount equivalent to the total
amount forgone from salary for the previous four years, in equal fortnightly instalments.
185. should an employee cease employment with the agency or otherwise leave the
scheme, the agency will pay the employee the balance of any amount forgone during
the four year period.
186. sabbatical leave does not count as service for any purpose.
187. sabbatical leave does not break the continuity of service.
other leave |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1380 | parental leave | care or unpaid parental leave and who is the primary caregiver of the child will be
provided with access to part-time work, upon application, up until the child reaches
school age.
purchased leave
178. once in any 12 month period, an employee may elect to purchase from one to eight
weeks’ leave.
179. purchased leave will count as service for all purposes.
180. the employee’s salary for superannuation purposes continues to be their salary as if
they had not purchased leave.
181. a reconciliation of purchased leave deductions will be undertaken at the conclusion of
the purchased leave period.
sabbatical leave
182. the fair work ombudsman may approve an application from an ongoing employee to
work for a four year period followed by a one year sabbatical leave period.
183. an employee whose sabbatical leave application is approved will receive one year’s
sabbatical leave by agreeing to forgo 20% of their eligible salary on each payday in
each of the four years immediately prior to going on one year’s sabbatical leave.
184. during the sabbatical year, employees will be paid an amount equivalent to the total
amount forgone from salary for the previous four years, in equal fortnightly instalments.
185. should an employee cease employment with the agency or otherwise leave the
scheme, the agency will pay the employee the balance of any amount forgone during
the four year period.
186. sabbatical leave does not count as service for any purpose.
187. sabbatical leave does not break the continuity of service.
other leave
188. other leave may be granted by the fair work ombudsman, having regard to the
operational needs of the agency, including for purposes that the fair work |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1434 | travel | respond to an emergency, including reasonable travel time and rest time. leave
without pay may also be granted.
195. leave with pay will be granted for the purpose of engaging in jury service activities as
defined in the nes. payment by the courts for jury service activities should not be
accepted by employees. if payment is accepted, the employee’s salary will be reduced
by the amount received.
defence service sick leave
196. employees may be eligible to be granted defence service sick leave while unfit for duty
because of a defence-caused condition.
197. a defence caused condition means an injury or disease to a former member of the
defence force that has been accepted by the department of veteran’s affairs (dva)
to be defence caused within the meaning of the relevant legislation.
198. evidence of dva acceptance is required in order for an employee to be credited with
defence service sick leave.
199. eligible employees will accrue a special credit of nine weeks on commencement in the
aps and an annual credit of three weeks for each year of aps service. unused leave
will accumulate to a maximum of nine weeks.
leave for australian defence force reserve and continuous full time service or
cadet force obligations
200. an employee may be granted leave (with or without pay) to enable the employee to
fulfil australian defence force (adf) reserve and continuous full time service (cfts)
or cadet force obligations.
201. an employee is entitled to leave with pay, of up to four weeks during each financial
year, and an additional two weeks paid leave in the first year of adf reserve service,
for the purpose of fulfilling service in the adf reserve.
202. with the exception of the additional two weeks in the first year of service, leave can be
accumulated and taken over a period of two years.
203. defence reserve leave counts as service for all purposes, except for unpaid leave to |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1505 | long service leave | this agreement and the long service leave (commonwealth employees) act 1976. in
the case of personal/carer’s leave, the employee will accrue 18 days per year for the
period of absence.
portability of leave
211. where an employee joins the agency from an employer staffed under the ps act, the
parliamentary service act 1999, or from the australian capital territory (act) public
service, accrued annual leave and personal/carer’s leave (however described) will be
transferred or recognised provided there is no break in continuity of service. future
leave entitlements will accrue at the rate applying in the agency.
212. where a non-ongoing employee of the agency becomes an ongoing employee, the
employee’s accrued annual and personal/carer’s leave will be recognised, provided
there is no break in continuity of service.
recognition of prior service
213. prior service with organisations where the employee was previously employed under
the ps act, the parliamentary service act 1999, or from the act public service, where
there has been a break in service, for reasons other than redundancy, may be
recognised for personal/carer’s leave purposes if the break in service is not more than
two calendar months. prior service will be recognised for long service leave purposes
in accordance with the long service leave (commonwealth employees) act 1976.
page 24 of 40
exceptional circumstances
214. the fair work ombudsman may, in exceptional circumstances, recognise a period of
service for personal/carer’s leave purposes.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1526 | long service leave | two calendar months. prior service will be recognised for long service leave purposes
in accordance with the long service leave (commonwealth employees) act 1976.
page 24 of 40
exceptional circumstances
214. the fair work ombudsman may, in exceptional circumstances, recognise a period of
service for personal/carer’s leave purposes.
part h – performance management
215. all employees will be required to genuinely and actively participate in performance
management activities.
216. all employees will receive a performance rating at the end of the performance cycle
which will reflect their performance for key outcomes and observable behaviours.
217. the following principles underpin our performance management practices:
a. managers have a responsibility to lead and manage for performance.
performance refers to the achievement of key deliverables and the
demonstration of behaviours.
b. employees will participate in performance and feedback discussions.
c. where underperformance is identified, the affected employee(s) will work with
their manager(s) to attain and sustain the standards required.
d. procedural fairness is applied in all performance practices.
e. an employee may be supported by a person of their choice.
218. further information is contained in the performance policy and the performance
improvement guide.
part i – workforce management and planning
broadbanding
219. the agency has established a broadband for the aps classifications 3, 4, 5 and 6,
known as the general broadband. movement and salary progression through the |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1527 | long service leave | in accordance with the long service leave (commonwealth employees) act 1976.
page 24 of 40
exceptional circumstances
214. the fair work ombudsman may, in exceptional circumstances, recognise a period of
service for personal/carer’s leave purposes.
part h – performance management
215. all employees will be required to genuinely and actively participate in performance
management activities.
216. all employees will receive a performance rating at the end of the performance cycle
which will reflect their performance for key outcomes and observable behaviours.
217. the following principles underpin our performance management practices:
a. managers have a responsibility to lead and manage for performance.
performance refers to the achievement of key deliverables and the
demonstration of behaviours.
b. employees will participate in performance and feedback discussions.
c. where underperformance is identified, the affected employee(s) will work with
their manager(s) to attain and sustain the standards required.
d. procedural fairness is applied in all performance practices.
e. an employee may be supported by a person of their choice.
218. further information is contained in the performance policy and the performance
improvement guide.
part i – workforce management and planning
broadbanding
219. the agency has established a broadband for the aps classifications 3, 4, 5 and 6,
known as the general broadband. movement and salary progression through the
general broadband is not automatic and can only occur when: |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1605 | salary advancement | 228. the pay point attained through salary advancement in previous periods of tpl at that
classification level will be at least maintained.
reassignment to ses classification
229. a non-ses employee who is temporarily reassigned to perform work at an ses
classification, will be paid at a rate determined by the fair work ombudsman for the
period of temporary reassignment.
payment for partial performance
230. where the full range of duties of the position at a higher classification are not being
undertaken by the employee, the fair work ombudsman may determine payment at a
point in a classification below that of the higher classification.
public holidays or leave
231. an employee in receipt of tpl who is granted paid leave or who observes a public
holiday will continue to receive tpl, having regard to the provisions of this agreement,
during their absence. tpl will not be paid beyond the date on which the employee
would have ceased the period of temporary reassignment had they not been absent.
where the period of leave is paid at less than full pay, payment of tpl will be made on
a pro rata basis.
part j - management of excess employees
232. the agency is committed to assisting employees to pursue redeployment opportunities
within the agency or other aps agencies.
233. the following redeployment and redundancy provisions only apply to ongoing
employees who are not on probation.
page 26 of 40
definition of “excess” |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1668 | long service leave | annual and long service leave credits
b. the taxation rules applicable to the various payments made by the agency and
c. available outplacement assistance including financial advice, career
counselling or training relevant to the employee’s career prospects are
available for the employee. the total maximum amount payable will be $5000.
this payment is subject to the employee providing receipts or invoices from
the provider(s) to demonstrate that the service(s) have been provided.
the information is provided for guidance purposes only, and is not an offer capable of
forming a binding contract.
voluntary redundancy
239. only one offer of voluntary redundancy will be made to an employee in an excess or
potentially excess situation.
consideration period
240. where the fair work ombudsman offers an employee a voluntary redundancy, the
employee will have a four week consideration period within which to accept or reject
the offer. an employee and the fair work ombudsman can agree to reduce this four
week consideration period if the employee has received the information outlined in
paragraph 238.
page 27 of 40
redundancy payments
241. an excess employee who agrees to be voluntarily retrenched and whose employment
is terminated by the fair work ombudsman on the grounds that they are excess to the
requirements of the agency, is entitled to be paid redundancy pay as follows:
a. the sum equal to two weeks’ salary for each completed year of continuous
service and
b. a pro rata payment for completed months of service since the last completed |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1730 | long service leave | b. government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976
c. service with the commonwealth (other than service with a joint commonwealth
- state body corporate in which the commonwealth does not have a controlling
interest) which is recognised for long service leave purposes
d. service with the australian defence force
e. service in another organisation where an employee was transferred from the
aps to that organisation with a transfer of function, or an employee engaged
by that organisation on work within a function is appointed as a result of the
transfer of that function to the aps and such service is recognised for long
service leave purposes.
page 28 of 40
247. for earlier periods of service to count, there must be no breaks between the periods of
service, except where the break in service is less than one month and occurs where an
offer of employment in relation to the second period of service was made and accepted
by the employee before the first period of service ended (whether or not the two
periods of service are with the same employer or agency). absences from work which
do not count as service for any purpose will not count as service for redundancy pay
purposes.
248. periods of service that will not count as service for redundancy pay purposes are
periods of service that ceased by way of:
a. termination under section 29 of the ps act or
b. prior to the commencement of the ps act, by way of redundancy; retirement
on the grounds of invalidity, inefficiency or loss of qualifications; forfeiture of
office; dismissal or termination of probationary appointment for reasons of
unsatisfactory service or
c. voluntary retirement at or above the minimum retiring age applicable to the
employee or |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1734 | long service leave | interest) which is recognised for long service leave purposes
d. service with the australian defence force
e. service in another organisation where an employee was transferred from the
aps to that organisation with a transfer of function, or an employee engaged
by that organisation on work within a function is appointed as a result of the
transfer of that function to the aps and such service is recognised for long
service leave purposes.
page 28 of 40
247. for earlier periods of service to count, there must be no breaks between the periods of
service, except where the break in service is less than one month and occurs where an
offer of employment in relation to the second period of service was made and accepted
by the employee before the first period of service ended (whether or not the two
periods of service are with the same employer or agency). absences from work which
do not count as service for any purpose will not count as service for redundancy pay
purposes.
248. periods of service that will not count as service for redundancy pay purposes are
periods of service that ceased by way of:
a. termination under section 29 of the ps act or
b. prior to the commencement of the ps act, by way of redundancy; retirement
on the grounds of invalidity, inefficiency or loss of qualifications; forfeiture of
office; dismissal or termination of probationary appointment for reasons of
unsatisfactory service or
c. voluntary retirement at or above the minimum retiring age applicable to the
employee or
d. payment of a redundancy benefit or similar payment or with the payment of an
employer financed retirement.
relocation assistance following offer of voluntary redundancy |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1792 | travel | b. may, on request, be provided with assistance in meeting reasonable travel
costs and incidental expenses incurred in seeking alternative employment
where these expenses are not met by the prospective employer and/or
page 29 of 40
c. may be moved to a suitable position, after being given four weeks’ notice, at
the current or a lower classification as a means of securing alternative
employment. if this occurs, the employee will be paid their salary at the higher
classification level for the remainder of the retention period.
255. employees over 45 years of age and employees in regional and remote areas may be
eligible for additional outplacement assistance (up to the value of $3,075) during the
retention period.
256. where the fair work ombudsman is satisfied that there is insufficient productive work
available for the employee during the remainder of their retention period and that there
are no reasonable redeployment prospects in the aps, the fair work ombudsman
may, terminate their employment under section 29(3)(a) of the ps act. upon
termination the employee will be paid a lump sum comprising:
a. the balance of the retention period less the number of weeks redundancy pay
that the employee will be entitled to under the nes and this payment will be
taken to include the payment in lieu of notice of termination of employment and
b. an amount of redundancy pay as per the nes.
extension of the retention period due to absence from work
257. a retention period will only be extended by leave where the fair work ombudsman is
satisfied that an employee is substantially incapacitated and unfit for work, based on
the opinion of a registered health practitioner nominated by the fair work
ombudsman. unless exceptional circumstances exist, a retention period will not be
extended on these grounds beyond an additional eight weeks.
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 1882 | long service leave | long service leave credits will be paid out in accordance with the long service leave
act (commonwealth employees) 1976.
part l – working together
diversity and inclusion
268. the agency is committed to promoting and supporting workplace diversity and to
creating an environment that values and utilises the contributions of people with
different backgrounds, experiences and perspectives.
consulting on workplace issues
269. the agency is committed to consulting with employees about issues relating to the
implementation and operation of this agreement and issues affecting their entitlements
and conditions of employment, including policies, procedures, guides and guidelines.
270. the agency communicates and consults with employees through:
a. meetings
b. the intranet, with a minimum period of 10 working days for consultation and
c. an agency consultative forum (acf).
271. it is acknowledged that there may be circumstances where the fair work ombudsman
is not able to consult with employees.
272. an individual employee’s choice to be represented will be respected by all parties in
the workplace.
page 31 of 40
consultation
273. paragraph 274 to 289 are the model consultation term from the fair work regulations
2009.
274. this part applies if the agency:
a. has made a definite decision to introduce a major change to production,
program, organisation, structure, or technology in relation to its enterprise that |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 2074 | travel | other costs associated with the travel will be met by the employee.
page 34 of 40
attachments
classifications, the general broadband and salary rates
attachment a - table 1 - fair work ombudsman salary rates
broadband
aps
classification
pay
point
executive
level 2
exec 2.5
exec 2.4
exec 2.3
exec 2.2
exec 2.1
executive
level 1
aps
level 6
aps |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 2482 | salary advancement | salary advancement
settlement period
is an employee engaged for:
• a specified term (paragraph 22(2)(b) of the ps act);
• the duration of a specified task (paragraph 22(2)(b) of
the ps act); or
• duties that are intermittent (paragraph 22(2)(c) of the
ps act).
as per paragraph 22(2)(a) of the ps act.
ordinary hours are 7 hours 30 minutes per day and are used
to calculate leave accruals and deductions, deductions for
unauthorised absences, deductions for participation in
industrial action as defined in the fw act and part-time hours.
in relation to a person who is a member of a couple, the other
member of the couple.
reassignment of duties within the agency or movement to
another aps agency.
the employee’s salary is the relevant rate at attachment a or
as determined by the fair work ombudsman from time to
time. it is salary for all purposes, including superannuation
(subject to relevant superannuation scheme rules), overtime,
payment of excess flextime, severance and termination and
excludes loadings and allowances. neither participation in
salary sacrifice arrangements nor purchased leave affect
salary as defined.
this means the movement through the pay points within the
salary range for a classification. these increases are counted
as salary for the purposes of determining salary for |
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 2504 | overtime | (subject to relevant superannuation scheme rules), overtime,
payment of excess flextime, severance and termination and
excludes loadings and allowances. neither participation in
salary sacrifice arrangements nor purchased leave affect
salary as defined.
this means the movement through the pay points within the
salary range for a classification. these increases are counted
as salary for the purposes of determining salary for
superannuation purposes, in accordance with the relevant
superannuation fund rules.
a settlement period is 20 consecutive working days from
payday thursday to the wednesday before payday, four
weeks following. this is a total of 150 hours per four week
settlement period.
page 39 of 40
this agreement is made and approved under section 172
of the fair work act 2009.
the persons below sign this agreement in accordance with regulation 2.06a
of the fair work regulations 2009.
on behalf of the minister for industrial relations
signed:
sandra parker
fair work ombudsman
office of the fair work ombudsman
level 14, 414 la trobe street, melbourne
|
| fair-work-ombudsman-enterprise-agreement-2019-2022.txt | 2505 | flextime | payment of excess flextime, severance and termination and
excludes loadings and allowances. neither participation in
salary sacrifice arrangements nor purchased leave affect
salary as defined.
this means the movement through the pay points within the
salary range for a classification. these increases are counted
as salary for the purposes of determining salary for
superannuation purposes, in accordance with the relevant
superannuation fund rules.
a settlement period is 20 consecutive working days from
payday thursday to the wednesday before payday, four
weeks following. this is a total of 150 hours per four week
settlement period.
page 39 of 40
this agreement is made and approved under section 172
of the fair work act 2009.
the persons below sign this agreement in accordance with regulation 2.06a
of the fair work regulations 2009.
on behalf of the minister for industrial relations
signed:
sandra parker
fair work ombudsman
office of the fair work ombudsman
level 14, 414 la trobe street, melbourne
3000 |
| Climate change-enterprise-agreement-2011-14.txt | 726 | overtime | overtime rates;
penalty rates;
allowances;
remuneration; and/or
leave; and
the arrangement meets the genuine needs of the department and employee in
relation to one or more of the matters mentioned in paragraph (a); and
the arrangement is genuinely agreed to by the secretary and employee.
are about permitted matters under section 172 of the fair work act 2009; and
are not unlawful terms under section 194 of the fair work act 2009; and
result in the employee being better off overall than the employee would be if no
arrangement was made.
the secretary must ensure that the individual flexibility arrangement:
o
o
o
o
o
is in writing; and
includes the name of the employer and employee; and
is signed by the secretary and employee and if the employee is under 18 years of
age, signed by a parent or guardian of the employee; and
includes details of:
the terms of the enterprise agreement that will be varied by the
arrangement; and
how the arrangement will vary the effect of the terms; and |
| Climate change-enterprise-agreement-2011-14.txt | 800 | health and wellbeing | 12. health and wellbeing
12.1.
dccee will provide a program of health activities for employees. employees are encouraged
to participate in the activities which are promoted.
12.2.
dccee will ensure a confidential, professional counselling service is available to help
employees resolve personal or work related problems. details will be made available to
employees on the employee assistance program (eap).
13. support for carers
13.1.
dccee will reimburse reasonable, unavoidable, additional costs associated with the care of a
family member or dependent where an employee is required to travel away from his or her
normal work location for business purposes or is directed to work outside his or her normal
pattern of hours. the employee must advise his or her supervisor in advance that costs may
be incurred. this provision may also cover costs associated with alternative care for pet
accommodations incurred as a direct consequence of travel or official duties.
14. learning and development
14.1.
dccee recognises the importance of a comprehensive development strategy for all
employees and managers that:
o
o
o |
| Climate change-enterprise-agreement-2011-14.txt | 816 | travel | family member or dependent where an employee is required to travel away from his or her
normal work location for business purposes or is directed to work outside his or her normal
pattern of hours. the employee must advise his or her supervisor in advance that costs may
be incurred. this provision may also cover costs associated with alternative care for pet
accommodations incurred as a direct consequence of travel or official duties.
14. learning and development
14.1.
dccee recognises the importance of a comprehensive development strategy for all
employees and managers that:
o
o
o
o
14.2.
develops and supports professional and technical expertise;
supports organisational priorities,
provides a range of learning and development mechanisms consistently available to
support the development of employees to meet the priority capabilities, skills and
knowledge identified in their performance agreements; and
recognises and supports relevant studies through studies assistance.
dccee provides numerous capability development opportunities for employees including:
6
|
| Climate change-enterprise-agreement-2011-14.txt | 820 | travel | accommodations incurred as a direct consequence of travel or official duties.
14. learning and development
14.1.
dccee recognises the importance of a comprehensive development strategy for all
employees and managers that:
o
o
o
o
14.2.
develops and supports professional and technical expertise;
supports organisational priorities,
provides a range of learning and development mechanisms consistently available to
support the development of employees to meet the priority capabilities, skills and
knowledge identified in their performance agreements; and
recognises and supports relevant studies through studies assistance.
dccee provides numerous capability development opportunities for employees including:
6
department of climate change and energy efficiency – enterprise agreement 2011-14
o
o
o |
| Climate change-enterprise-agreement-2011-14.txt | 867 | study leave | eligible for reimbursement of course fees up to the cost of the course and/or study leave of
up 75 hours per semester or agreed period of study which includes reasonable travelling
time. further details on the type of study assistance available are in the study assistance
policy.
14.5.
identified development needs should be recorded in the employee’s performance
development agreement and be reviewed on a regular basis in line with the performance
development framework.
15. performance management
15.1.
the department understands the importance of measuring and recognising performance.
15.2.
the parties agree that an effective system of performance management is integral to the
operations of the department. dccee will develop and maintain an effective performance
development framework that will provide mechanisms for:
o
o
o
o
o
effective, two-way feedback between employees and their managers;
identifying development needs and career opportunities;
determining substantive level; |
| Climate change-enterprise-agreement-2011-14.txt | 868 | travel | up 75 hours per semester or agreed period of study which includes reasonable travelling
time. further details on the type of study assistance available are in the study assistance
policy.
14.5.
identified development needs should be recorded in the employee’s performance
development agreement and be reviewed on a regular basis in line with the performance
development framework.
15. performance management
15.1.
the department understands the importance of measuring and recognising performance.
15.2.
the parties agree that an effective system of performance management is integral to the
operations of the department. dccee will develop and maintain an effective performance
development framework that will provide mechanisms for:
o
o
o
o
o
effective, two-way feedback between employees and their managers;
identifying development needs and career opportunities;
determining substantive level;
rewarding good work performance; and |
| Climate change-enterprise-agreement-2011-14.txt | 869 | study assistance | time. further details on the type of study assistance available are in the study assistance
policy.
14.5.
identified development needs should be recorded in the employee’s performance
development agreement and be reviewed on a regular basis in line with the performance
development framework.
15. performance management
15.1.
the department understands the importance of measuring and recognising performance.
15.2.
the parties agree that an effective system of performance management is integral to the
operations of the department. dccee will develop and maintain an effective performance
development framework that will provide mechanisms for:
o
o
o
o
o
effective, two-way feedback between employees and their managers;
identifying development needs and career opportunities;
determining substantive level;
rewarding good work performance; and
managing underperformance. |
| Climate change-enterprise-agreement-2011-14.txt | 923 | salary advancement | salary advancement will be available to ongoing employees consistent with the provisions of
this agreement (refer to section 56) provided the employee has not already reached the
highest pay point for their classification.
15.7.
all employees are required to participate in the pdf unless they are a non-ongoing employee
engaged for a period of less than 13 weeks.
15.8.
non-ongoing employees will not be eligible for an increment increase unless they have been
employed continuously in the department for 12 months or more and have been in the
same role for six (6) months or more.
16. managing underperformance
16.1.
the department is committed to clearly defining work performance standards through the
pdf. employees are to receive regular and specific feedback on their performance and are to
be provided with appropriate support from managers in meeting expected performance
standards.
16.2.
the guidelines for management of underperformance will not apply to:
o
o
o
|
| Climate change-enterprise-agreement-2011-14.txt | 1016 | flextime | terms and conditions (including the utilisation of flextime credits, access to time off in lieu
(toil), part-time work and payment for overtime), where eligible. it is the responsibility of
individual employees to consult their managers in accessing these terms and conditions and
to be aware that operational requirements may limit access to some conditions at certain
times.
17.3.
an employee who is a parent, or has responsibility for the care of a child under school age or
a child under 18 who has a disability, may request flexible working arrangements, including
part-time hours. the employee is not eligible to make this request unless they have
completed at least 12 months of continuous commonwealth service (the secretary may
waive this requirement in exceptional circumstances).
17.4.
employees with responsibilities other than caring for a child may, consistent with clause
17.2, may apply to access flexible working arrangements in order to manage these needs.
17.5.
a casual employee engaged for irregular or intermittent duties may only request flexible
work arrangements if the employee:
o
o
17.6.
is a long term (12mths) casual employee immediately before making the request;
and |
| Climate change-enterprise-agreement-2011-14.txt | 1017 | overtime | (toil), part-time work and payment for overtime), where eligible. it is the responsibility of
individual employees to consult their managers in accessing these terms and conditions and
to be aware that operational requirements may limit access to some conditions at certain
times.
17.3.
an employee who is a parent, or has responsibility for the care of a child under school age or
a child under 18 who has a disability, may request flexible working arrangements, including
part-time hours. the employee is not eligible to make this request unless they have
completed at least 12 months of continuous commonwealth service (the secretary may
waive this requirement in exceptional circumstances).
17.4.
employees with responsibilities other than caring for a child may, consistent with clause
17.2, may apply to access flexible working arrangements in order to manage these needs.
17.5.
a casual employee engaged for irregular or intermittent duties may only request flexible
work arrangements if the employee:
o
o
17.6.
is a long term (12mths) casual employee immediately before making the request;
and
has reasonable expectation of continuing employment on a regular and systematic |
| Climate change-enterprise-agreement-2011-14.txt | 1088 | bandwidth | secretary. where an employee requests to work outside this bandwidth, e.g. on saturday or
sunday, he or she may do so with the agreement of his or her manager. any hours worked
on this basis will be considered ordinary hours and not attract overtime.
18.4.
an employee’s normal hours are those hours and time, within the agreed bandwidth, that
the employee works on a regular basis. the pattern of hours by which an employee will work
his or her ordinary hours should be agreed with his or her supervisor
18.5.
an employee may be reverted to standard ordinary hours where:
o
o
if an employee’s supervisor considers that the employee’s attendance is
unsatisfactory or an employee is misusing flextime; or
an employee and his or her supervisor cannot agree on a pattern of hours.
18.6.
where reversion to ordinary hours is being considered the manager must discuss the
proposed action with the affected employee prior to making their decision. the decision
should be in writing outlining the reasons why the employee is being reverted and the
requirements that need to be met before access to flexible arrangements is restored.
18.7.
all employees covered by this agreement are required to record their working hours. aps 1 |
| Climate change-enterprise-agreement-2011-14.txt | 1090 | overtime | on this basis will be considered ordinary hours and not attract overtime.
18.4.
an employee’s normal hours are those hours and time, within the agreed bandwidth, that
the employee works on a regular basis. the pattern of hours by which an employee will work
his or her ordinary hours should be agreed with his or her supervisor
18.5.
an employee may be reverted to standard ordinary hours where:
o
o
if an employee’s supervisor considers that the employee’s attendance is
unsatisfactory or an employee is misusing flextime; or
an employee and his or her supervisor cannot agree on a pattern of hours.
18.6.
where reversion to ordinary hours is being considered the manager must discuss the
proposed action with the affected employee prior to making their decision. the decision
should be in writing outlining the reasons why the employee is being reverted and the
requirements that need to be met before access to flexible arrangements is restored.
18.7.
all employees covered by this agreement are required to record their working hours. aps 1
to 6 employees who are seeking to access flextime must record their attendance on dccee’s
timekeeping system. el staff who are seeking to access toil should provide evidence of |
| Climate change-enterprise-agreement-2011-14.txt | 1094 | bandwidth | an employee’s normal hours are those hours and time, within the agreed bandwidth, that
the employee works on a regular basis. the pattern of hours by which an employee will work
his or her ordinary hours should be agreed with his or her supervisor
18.5.
an employee may be reverted to standard ordinary hours where:
o
o
if an employee’s supervisor considers that the employee’s attendance is
unsatisfactory or an employee is misusing flextime; or
an employee and his or her supervisor cannot agree on a pattern of hours.
18.6.
where reversion to ordinary hours is being considered the manager must discuss the
proposed action with the affected employee prior to making their decision. the decision
should be in writing outlining the reasons why the employee is being reverted and the
requirements that need to be met before access to flexible arrangements is restored.
18.7.
all employees covered by this agreement are required to record their working hours. aps 1
to 6 employees who are seeking to access flextime must record their attendance on dccee’s
timekeeping system. el staff who are seeking to access toil should provide evidence of
hours worked. the preferred option is for el staff to use dccee’s timekeeping system.
10
department of climate change and energy efficiency – enterprise agreement 2011-14 |
| Climate change-enterprise-agreement-2011-14.txt | 1105 | flextime | unsatisfactory or an employee is misusing flextime; or
an employee and his or her supervisor cannot agree on a pattern of hours.
18.6.
where reversion to ordinary hours is being considered the manager must discuss the
proposed action with the affected employee prior to making their decision. the decision
should be in writing outlining the reasons why the employee is being reverted and the
requirements that need to be met before access to flexible arrangements is restored.
18.7.
all employees covered by this agreement are required to record their working hours. aps 1
to 6 employees who are seeking to access flextime must record their attendance on dccee’s
timekeeping system. el staff who are seeking to access toil should provide evidence of
hours worked. the preferred option is for el staff to use dccee’s timekeeping system.
10
department of climate change and energy efficiency – enterprise agreement 2011-14
18.8.
employees will not normally be required to work for more than 7.50 hours on any one day
and should not work more than five (5) consecutive hours without taking a break of at least
30 minutes.
18.9.
managers have a responsibility to minimise the extent to which employees are required to
work beyond normal working patterns, and to ensure that employees have reasonable
access to departmental resources such as remote access to assist them in achieving |
| Climate change-enterprise-agreement-2011-14.txt | 1118 | flextime | to 6 employees who are seeking to access flextime must record their attendance on dccee’s
timekeeping system. el staff who are seeking to access toil should provide evidence of
hours worked. the preferred option is for el staff to use dccee’s timekeeping system.
10
department of climate change and energy efficiency – enterprise agreement 2011-14
18.8.
employees will not normally be required to work for more than 7.50 hours on any one day
and should not work more than five (5) consecutive hours without taking a break of at least
30 minutes.
18.9.
managers have a responsibility to minimise the extent to which employees are required to
work beyond normal working patterns, and to ensure that employees have reasonable
access to departmental resources such as remote access to assist them in achieving
appropriate work life balance.
18.10. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
the department’s duty of care regarding employees’ safety and, if appropriate, provide
secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of
transport.
19. christmas close down
19.1.
dccee will close its normal operations from close of business on the last working day before
christmas, with business resuming on the first working day after new year’s day. |
| Climate change-enterprise-agreement-2011-14.txt | 1137 | bandwidth | 18.10. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
the department’s duty of care regarding employees’ safety and, if appropriate, provide
secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of
transport.
19. christmas close down
19.1.
dccee will close its normal operations from close of business on the last working day before
christmas, with business resuming on the first working day after new year’s day.
19.2.
employees will be provided with time off for the working days between christmas and new
year’s day and will be paid in accordance with their ordinary hours of work. where an
employee is absent on leave, payment for the christmas closedown provision will be in
accordance with the entitlement for that form of leave, (e.g. if on long service leave half pay,
both sides of the close down payment for the close down is on half pay; if on leave less than
full pay on only one side of the close down then pay will be at the full time rate).
19.3.
there will be no deduction from annual or personal/carer’s leave credits for the closedown
days.
19.4.
part time employees normally not working on the days of the week on which annual
closedown occur will not be entitled to alternative time off duty. |
| Climate change-enterprise-agreement-2011-14.txt | 1154 | long service leave | accordance with the entitlement for that form of leave, (e.g. if on long service leave half pay,
both sides of the close down payment for the close down is on half pay; if on leave less than
full pay on only one side of the close down then pay will be at the full time rate).
19.3.
there will be no deduction from annual or personal/carer’s leave credits for the closedown
days.
19.4.
part time employees normally not working on the days of the week on which annual
closedown occur will not be entitled to alternative time off duty.
19.5.
an employee who is required to work during christmas closedown will receive time off in
lieu.
20. public holidays
20.1.
employees will be entitled to the following public holidays:
o
o
o
o
o
o
|
| Climate change-enterprise-agreement-2011-14.txt | 1228 | long service leave | form of leave (e.g. if on long service leave on half pay, payment is on half pay).
20.6.
part time employees normally not working on the days of the week on which annual
closedown occur will not be entitled to alternative time off duty.
20.7.
an employee may refuse on reasonable grounds a request to work on a public holiday.
21.part-time employment and job sharing
21.1.
a part time employee is one who:
o
o
regularly works less than full time ordinary hours; and
has reasonably predictable hours of work.
21.2.
all part-time and job sharing work arrangements will be subject to agreement.
21.3.
the secretary will consider applications in light of operational requirements. where an
employee has had a formal application for part time, job sharing or work from home
arrangements rejected, the secretary will advise the employee of the reason(s) for the |
| Climate change-enterprise-agreement-2011-14.txt | 1280 | flextime | hours for these periods should be accommodated using flextime or alternative
arrangements as agreed with their manager. the pattern of working hours and any
variations to the arrangements will be agreed in writing.
21.7.
consistent with section 38, managers will make every attempt to accommodate the part
time work requests of employees returning from parental leave, maternity leave, paternity
leave, foster care, adoption leave and pre adoption leave. depending on operational
requirements, the employee may be given suitable duties other than those performed prior
to that leave. reasons for non-approval must be provided in writing to the employee.
22. home based work (hbw)
22.1.
dccee is committed to providing a workplace which is flexible, supportive, safe and
innovative. hbw can benefit both employees and the department as it assists employees to
balance their work and personal commitments. hbw arrangements may also assist
employees who require adjustments to their work arrangements as a result of an illness or
disability.
22.2.
this section does not apply to arrangements for periods of one day or less and that are not
required on a regular basis. in such occasions verbal approval should be obtained prior to
working from home.
22.3.
the secretary may agree to an ongoing or longer term non-ongoing employee working from |
| Climate change-enterprise-agreement-2011-14.txt | 1287 | maternity leave | time work requests of employees returning from parental leave, maternity leave, paternity
leave, foster care, adoption leave and pre adoption leave. depending on operational
requirements, the employee may be given suitable duties other than those performed prior
to that leave. reasons for non-approval must be provided in writing to the employee.
22. home based work (hbw)
22.1.
dccee is committed to providing a workplace which is flexible, supportive, safe and
innovative. hbw can benefit both employees and the department as it assists employees to
balance their work and personal commitments. hbw arrangements may also assist
employees who require adjustments to their work arrangements as a result of an illness or
disability.
22.2.
this section does not apply to arrangements for periods of one day or less and that are not
required on a regular basis. in such occasions verbal approval should be obtained prior to
working from home.
22.3.
the secretary may agree to an ongoing or longer term non-ongoing employee working from
home. this may be on either a regular, temporary or intermittent basis. a hbw arrangement
may be initiated by either the department or an employee. where an employee initiates a
hbw proposal in respect of his/her own position, the department has the right to refuse the
proposal. similarly, where the department proposes a hbw arrangement, the employee has
the right to refuse the proposal.
22.4. |
| Climate change-enterprise-agreement-2011-14.txt | 1287 | parental leave | time work requests of employees returning from parental leave, maternity leave, paternity
leave, foster care, adoption leave and pre adoption leave. depending on operational
requirements, the employee may be given suitable duties other than those performed prior
to that leave. reasons for non-approval must be provided in writing to the employee.
22. home based work (hbw)
22.1.
dccee is committed to providing a workplace which is flexible, supportive, safe and
innovative. hbw can benefit both employees and the department as it assists employees to
balance their work and personal commitments. hbw arrangements may also assist
employees who require adjustments to their work arrangements as a result of an illness or
disability.
22.2.
this section does not apply to arrangements for periods of one day or less and that are not
required on a regular basis. in such occasions verbal approval should be obtained prior to
working from home.
22.3.
the secretary may agree to an ongoing or longer term non-ongoing employee working from
home. this may be on either a regular, temporary or intermittent basis. a hbw arrangement
may be initiated by either the department or an employee. where an employee initiates a
hbw proposal in respect of his/her own position, the department has the right to refuse the
proposal. similarly, where the department proposes a hbw arrangement, the employee has
the right to refuse the proposal.
22.4. |
| Climate change-enterprise-agreement-2011-14.txt | 1355 | travel | 22.10. the travel time between the hbw site and a dccee office is not included as part of the
employee’s normal working day unless directed and approved by the secretary.
22.11. the secretary or the employee may terminate a hbw arrangement if they provide two
weeks’ notice, in writing, of the intention to do so. the period of a hbw agreement may be
reduced upon agreement between the secretary and the employee. reasons for terminating
a hbw agreement may include, but are not limited to:
o
o
o
o
o
o
changes in departmental operational requirements;
inefficiency or ineffectiveness of the hbw agreement or performance issues;
failure to comply with requirements of the hbw agreement;
change of hbw address, unless the arrangement is re-negotiated prior to the change
of address;
where reasonable access to the hbw site has been denied to management or their
representatives; or
failure to comply with security arrangements.
23. aps level employees: flextime
23.1.
flextime is a system of flexible working hour arrangements that enables employees and
managers to vary working hours, patterns and arrangements to provide maximum
organisational flexibility with benefit to employees, clients and the department. aps 1 to 6
employees, including part-time employees are eligible to participate and use flextime.
|
| Climate change-enterprise-agreement-2011-14.txt | 1377 | flextime | 23. aps level employees: flextime
23.1.
flextime is a system of flexible working hour arrangements that enables employees and
managers to vary working hours, patterns and arrangements to provide maximum
organisational flexibility with benefit to employees, clients and the department. aps 1 to 6
employees, including part-time employees are eligible to participate and use flextime.
23.2.
dccee’s flextime arrangements include the following features:
o
o
when an employee works more than their standard hours they will accumulate a
flextime credit, and when an employee works less than their standard hours they
will incur a flextime debit;
flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will
result in one hour of flextime credit);
14
department of climate change and energy efficiency – enterprise agreement 2011-14
o
o
an employee may reduce their flextime credit (or incur a flextime debit) by taking a
flextime absence, which is an absence from the workplace during standard working
hours requested in advance by the employee and approved by the employee’s |
| Climate change-enterprise-agreement-2011-14.txt | 1380 | flextime | flextime is a system of flexible working hour arrangements that enables employees and
managers to vary working hours, patterns and arrangements to provide maximum
organisational flexibility with benefit to employees, clients and the department. aps 1 to 6
employees, including part-time employees are eligible to participate and use flextime.
23.2.
dccee’s flextime arrangements include the following features:
o
o
when an employee works more than their standard hours they will accumulate a
flextime credit, and when an employee works less than their standard hours they
will incur a flextime debit;
flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will
result in one hour of flextime credit);
14
department of climate change and energy efficiency – enterprise agreement 2011-14
o
o
an employee may reduce their flextime credit (or incur a flextime debit) by taking a
flextime absence, which is an absence from the workplace during standard working
hours requested in advance by the employee and approved by the employee’s
supervisor;
a flextime absence may be taken in part or full days up to a maximum of five (5)
consecutive days; |
| Climate change-enterprise-agreement-2011-14.txt | 1383 | flextime | employees, including part-time employees are eligible to participate and use flextime.
23.2.
dccee’s flextime arrangements include the following features:
o
o
when an employee works more than their standard hours they will accumulate a
flextime credit, and when an employee works less than their standard hours they
will incur a flextime debit;
flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will
result in one hour of flextime credit);
14
department of climate change and energy efficiency – enterprise agreement 2011-14
o
o
an employee may reduce their flextime credit (or incur a flextime debit) by taking a
flextime absence, which is an absence from the workplace during standard working
hours requested in advance by the employee and approved by the employee’s
supervisor;
a flextime absence may be taken in part or full days up to a maximum of five (5)
consecutive days;
23.3.
|
| Climate change-enterprise-agreement-2011-14.txt | 1387 | flextime | dccee’s flextime arrangements include the following features:
o
o
when an employee works more than their standard hours they will accumulate a
flextime credit, and when an employee works less than their standard hours they
will incur a flextime debit;
flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will
result in one hour of flextime credit);
14
department of climate change and energy efficiency – enterprise agreement 2011-14
o
o
an employee may reduce their flextime credit (or incur a flextime debit) by taking a
flextime absence, which is an absence from the workplace during standard working
hours requested in advance by the employee and approved by the employee’s
supervisor;
a flextime absence may be taken in part or full days up to a maximum of five (5)
consecutive days;
23.3.
aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed
in excess of their ordinary hours of work (over the four week settlement period), but which
does not attract overtime.
|
| Climate change-enterprise-agreement-2011-14.txt | 1393 | flextime | flextime credit, and when an employee works less than their standard hours they
will incur a flextime debit;
flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will
result in one hour of flextime credit);
14
department of climate change and energy efficiency – enterprise agreement 2011-14
o
o
an employee may reduce their flextime credit (or incur a flextime debit) by taking a
flextime absence, which is an absence from the workplace during standard working
hours requested in advance by the employee and approved by the employee’s
supervisor;
a flextime absence may be taken in part or full days up to a maximum of five (5)
consecutive days;
23.3.
aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed
in excess of their ordinary hours of work (over the four week settlement period), but which
does not attract overtime.
23.4.
the relevant manager may require an employee not to work hours in addition to ordinary
hours where there is insufficient work. that is, a manager may require that an employee not
accrue flextime where such accrual cannot be justified by the employee's workload.
|
| Climate change-enterprise-agreement-2011-14.txt | 1394 | flextime | will incur a flextime debit;
flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will
result in one hour of flextime credit);
14
department of climate change and energy efficiency – enterprise agreement 2011-14
o
o
an employee may reduce their flextime credit (or incur a flextime debit) by taking a
flextime absence, which is an absence from the workplace during standard working
hours requested in advance by the employee and approved by the employee’s
supervisor;
a flextime absence may be taken in part or full days up to a maximum of five (5)
consecutive days;
23.3.
aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed
in excess of their ordinary hours of work (over the four week settlement period), but which
does not attract overtime.
23.4.
the relevant manager may require an employee not to work hours in addition to ordinary
hours where there is insufficient work. that is, a manager may require that an employee not
accrue flextime where such accrual cannot be justified by the employee's workload.
23.5. |
| Climate change-enterprise-agreement-2011-14.txt | 1395 | flextime | flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will
result in one hour of flextime credit);
14
department of climate change and energy efficiency – enterprise agreement 2011-14
o
o
an employee may reduce their flextime credit (or incur a flextime debit) by taking a
flextime absence, which is an absence from the workplace during standard working
hours requested in advance by the employee and approved by the employee’s
supervisor;
a flextime absence may be taken in part or full days up to a maximum of five (5)
consecutive days;
23.3.
aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed
in excess of their ordinary hours of work (over the four week settlement period), but which
does not attract overtime.
23.4.
the relevant manager may require an employee not to work hours in addition to ordinary
hours where there is insufficient work. that is, a manager may require that an employee not
accrue flextime where such accrual cannot be justified by the employee's workload.
23.5.
|
| Climate change-enterprise-agreement-2011-14.txt | 1396 | flextime | result in one hour of flextime credit);
14
department of climate change and energy efficiency – enterprise agreement 2011-14
o
o
an employee may reduce their flextime credit (or incur a flextime debit) by taking a
flextime absence, which is an absence from the workplace during standard working
hours requested in advance by the employee and approved by the employee’s
supervisor;
a flextime absence may be taken in part or full days up to a maximum of five (5)
consecutive days;
23.3.
aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed
in excess of their ordinary hours of work (over the four week settlement period), but which
does not attract overtime.
23.4.
the relevant manager may require an employee not to work hours in addition to ordinary
hours where there is insufficient work. that is, a manager may require that an employee not
accrue flextime where such accrual cannot be justified by the employee's workload.
23.5.
employees may carry over a maximum of one week flex credit at the end of the settlement |
| Climate change-enterprise-agreement-2011-14.txt | 1404 | flextime | an employee may reduce their flextime credit (or incur a flextime debit) by taking a
flextime absence, which is an absence from the workplace during standard working
hours requested in advance by the employee and approved by the employee’s
supervisor;
a flextime absence may be taken in part or full days up to a maximum of five (5)
consecutive days;
23.3.
aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed
in excess of their ordinary hours of work (over the four week settlement period), but which
does not attract overtime.
23.4.
the relevant manager may require an employee not to work hours in addition to ordinary
hours where there is insufficient work. that is, a manager may require that an employee not
accrue flextime where such accrual cannot be justified by the employee's workload.
23.5.
employees may carry over a maximum of one week flex credit at the end of the settlement
period.
23.6.
flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at
ordinary time rates where, due to organisational requirements, the manager cannot
envisage an opportunity for the employee to use these credits in the settlement period.
|
| Climate change-enterprise-agreement-2011-14.txt | 1405 | flextime | flextime absence, which is an absence from the workplace during standard working
hours requested in advance by the employee and approved by the employee’s
supervisor;
a flextime absence may be taken in part or full days up to a maximum of five (5)
consecutive days;
23.3.
aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed
in excess of their ordinary hours of work (over the four week settlement period), but which
does not attract overtime.
23.4.
the relevant manager may require an employee not to work hours in addition to ordinary
hours where there is insufficient work. that is, a manager may require that an employee not
accrue flextime where such accrual cannot be justified by the employee's workload.
23.5.
employees may carry over a maximum of one week flex credit at the end of the settlement
period.
23.6.
flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at
ordinary time rates where, due to organisational requirements, the manager cannot
envisage an opportunity for the employee to use these credits in the settlement period.
23.7. |
| Climate change-enterprise-agreement-2011-14.txt | 1408 | flextime | a flextime absence may be taken in part or full days up to a maximum of five (5)
consecutive days;
23.3.
aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed
in excess of their ordinary hours of work (over the four week settlement period), but which
does not attract overtime.
23.4.
the relevant manager may require an employee not to work hours in addition to ordinary
hours where there is insufficient work. that is, a manager may require that an employee not
accrue flextime where such accrual cannot be justified by the employee's workload.
23.5.
employees may carry over a maximum of one week flex credit at the end of the settlement
period.
23.6.
flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at
ordinary time rates where, due to organisational requirements, the manager cannot
envisage an opportunity for the employee to use these credits in the settlement period.
23.7.
employees may carry over a maximum of two days (15 hours) for a full time employee) flex
debit accumulated in any settlement period into the next settlement period. |
| Climate change-enterprise-agreement-2011-14.txt | 1413 | flextime | aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed
in excess of their ordinary hours of work (over the four week settlement period), but which
does not attract overtime.
23.4.
the relevant manager may require an employee not to work hours in addition to ordinary
hours where there is insufficient work. that is, a manager may require that an employee not
accrue flextime where such accrual cannot be justified by the employee's workload.
23.5.
employees may carry over a maximum of one week flex credit at the end of the settlement
period.
23.6.
flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at
ordinary time rates where, due to organisational requirements, the manager cannot
envisage an opportunity for the employee to use these credits in the settlement period.
23.7.
employees may carry over a maximum of two days (15 hours) for a full time employee) flex
debit accumulated in any settlement period into the next settlement period.
23.8.
flex balances in accordance with 23.6 and 23.7 will be retained upon movement, either
temporary or permanent, between organisational units. |
| Climate change-enterprise-agreement-2011-14.txt | 1415 | overtime | does not attract overtime.
23.4.
the relevant manager may require an employee not to work hours in addition to ordinary
hours where there is insufficient work. that is, a manager may require that an employee not
accrue flextime where such accrual cannot be justified by the employee's workload.
23.5.
employees may carry over a maximum of one week flex credit at the end of the settlement
period.
23.6.
flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at
ordinary time rates where, due to organisational requirements, the manager cannot
envisage an opportunity for the employee to use these credits in the settlement period.
23.7.
employees may carry over a maximum of two days (15 hours) for a full time employee) flex
debit accumulated in any settlement period into the next settlement period.
23.8.
flex balances in accordance with 23.6 and 23.7 will be retained upon movement, either
temporary or permanent, between organisational units.
23.9. |
| Climate change-enterprise-agreement-2011-14.txt | 1421 | flextime | accrue flextime where such accrual cannot be justified by the employee's workload.
23.5.
employees may carry over a maximum of one week flex credit at the end of the settlement
period.
23.6.
flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at
ordinary time rates where, due to organisational requirements, the manager cannot
envisage an opportunity for the employee to use these credits in the settlement period.
23.7.
employees may carry over a maximum of two days (15 hours) for a full time employee) flex
debit accumulated in any settlement period into the next settlement period.
23.8.
flex balances in accordance with 23.6 and 23.7 will be retained upon movement, either
temporary or permanent, between organisational units.
23.9.
in circumstances where the maximum debit is exceeded at the end of a settlement period,
the employee will endeavour to reduce the debit to the maximum allowable (or lower) over
the next settlement period. should this not occur, the amount may be recovered.
23.10. where an employee has failed to comply with the provisions of flextime, the secretary may |
| Climate change-enterprise-agreement-2011-14.txt | 1450 | flextime | 23.10. where an employee has failed to comply with the provisions of flextime, the secretary may
remove that employee from flextime for a specified period and the employee will revert to
working the standard ordinary hours. access to flexible working arrangements will be
restored where the secretary is satisfied that the employee will maintain satisfactory
attendance patterns.
24. executive level employees: time off in lieu (toil) and flexible hours
24.1.
executive level employees have an important role in providing leadership and establishing a
positive culture in order to ensure the department can achieve its outcomes.
24.2.
the secretary will ensure executive level staff can access toil and that the provisions are
consistently applied across the department. the department does not endorse working
arrangements that require executive level employees to work excessive hours over
15
department of climate change and energy efficiency – enterprise agreement 2011-14
significant periods. where situations in relation to excessive hours do arise, the manager in
consultation with the business unit’s executive is required, with the employee, to address
the circumstances leading to excessive working hours.
24.3.
executive level employees and their manager are required to work together to manage
workloads and working hours. where an executive level employee works in excess of
ordinary hours for sustained periods the manager and employee will agree to arrangements
for reasonable time off to recognise the additional effort.
|
| Climate change-enterprise-agreement-2011-14.txt | 1451 | flextime | remove that employee from flextime for a specified period and the employee will revert to
working the standard ordinary hours. access to flexible working arrangements will be
restored where the secretary is satisfied that the employee will maintain satisfactory
attendance patterns.
24. executive level employees: time off in lieu (toil) and flexible hours
24.1.
executive level employees have an important role in providing leadership and establishing a
positive culture in order to ensure the department can achieve its outcomes.
24.2.
the secretary will ensure executive level staff can access toil and that the provisions are
consistently applied across the department. the department does not endorse working
arrangements that require executive level employees to work excessive hours over
15
department of climate change and energy efficiency – enterprise agreement 2011-14
significant periods. where situations in relation to excessive hours do arise, the manager in
consultation with the business unit’s executive is required, with the employee, to address
the circumstances leading to excessive working hours.
24.3.
executive level employees and their manager are required to work together to manage
workloads and working hours. where an executive level employee works in excess of
ordinary hours for sustained periods the manager and employee will agree to arrangements
for reasonable time off to recognise the additional effort.
24.4. |
| Climate change-enterprise-agreement-2011-14.txt | 1495 | travel | minimum break of eight hours plus reasonable travelling time from the previous day’s duty,
without specific approval from the secretary.
24.7.
regardless of the bandwidth, executive level employees are required to break for at least 30
minutes after five (5) hours of continuous work.
25. overtime
25.1.
aps 1-6 level employees (and their equivalents) will be provided with toil or payment of
overtime where they are required by their manager to perform work:
o
o
o
o
outside the bandwidth;
on a public holiday;
in excess of a standard day within the bandwidth (7 hours 30 minutes on any one
day); or
outside the hours of a part- time employee’s agreement.
25.2.
toil is the standard form of recompense for all overtime, subject to the provisions of this
section.
25.3. |
| Climate change-enterprise-agreement-2011-14.txt | 1500 | bandwidth | regardless of the bandwidth, executive level employees are required to break for at least 30
minutes after five (5) hours of continuous work.
25. overtime
25.1.
aps 1-6 level employees (and their equivalents) will be provided with toil or payment of
overtime where they are required by their manager to perform work:
o
o
o
o
outside the bandwidth;
on a public holiday;
in excess of a standard day within the bandwidth (7 hours 30 minutes on any one
day); or
outside the hours of a part- time employee’s agreement.
25.2.
toil is the standard form of recompense for all overtime, subject to the provisions of this
section.
25.3.
managers will authorise the payment of overtime in circumstances where, due to the nature
of work and/or the significant overtime performed, it is unlikely that an employee will be
able to take toil within three months of the overtime having been performed, or where the
employee requests payment to meet costs incurred as a result of having performed the |
| Climate change-enterprise-agreement-2011-14.txt | 1503 | overtime | 25. overtime
25.1.
aps 1-6 level employees (and their equivalents) will be provided with toil or payment of
overtime where they are required by their manager to perform work:
o
o
o
o
outside the bandwidth;
on a public holiday;
in excess of a standard day within the bandwidth (7 hours 30 minutes on any one
day); or
outside the hours of a part- time employee’s agreement.
25.2.
toil is the standard form of recompense for all overtime, subject to the provisions of this
section.
25.3.
managers will authorise the payment of overtime in circumstances where, due to the nature
of work and/or the significant overtime performed, it is unlikely that an employee will be
able to take toil within three months of the overtime having been performed, or where the
employee requests payment to meet costs incurred as a result of having performed the
overtime. where payment of overtime is authorised, the payment will be calculated using
the rates set out in clauses 25.8.
|
| Climate change-enterprise-agreement-2011-14.txt | 1507 | overtime | overtime where they are required by their manager to perform work:
o
o
o
o
outside the bandwidth;
on a public holiday;
in excess of a standard day within the bandwidth (7 hours 30 minutes on any one
day); or
outside the hours of a part- time employee’s agreement.
25.2.
toil is the standard form of recompense for all overtime, subject to the provisions of this
section.
25.3.
managers will authorise the payment of overtime in circumstances where, due to the nature
of work and/or the significant overtime performed, it is unlikely that an employee will be
able to take toil within three months of the overtime having been performed, or where the
employee requests payment to meet costs incurred as a result of having performed the
overtime. where payment of overtime is authorised, the payment will be calculated using
the rates set out in clauses 25.8.
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department of climate change and energy efficiency – enterprise agreement 2011-14
25.4. |
| Climate change-enterprise-agreement-2011-14.txt | 1513 | bandwidth | outside the bandwidth;
on a public holiday;
in excess of a standard day within the bandwidth (7 hours 30 minutes on any one
day); or
outside the hours of a part- time employee’s agreement.
25.2.
toil is the standard form of recompense for all overtime, subject to the provisions of this
section.
25.3.
managers will authorise the payment of overtime in circumstances where, due to the nature
of work and/or the significant overtime performed, it is unlikely that an employee will be
able to take toil within three months of the overtime having been performed, or where the
employee requests payment to meet costs incurred as a result of having performed the
overtime. where payment of overtime is authorised, the payment will be calculated using
the rates set out in clauses 25.8.
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department of climate change and energy efficiency – enterprise agreement 2011-14
25.4.
executive level employees (and their equivalents) are not generally entitled to overtime.
however, in exceptional circumstances, the secretary may approve overtime payments for
excess hours worked where considered appropriate.
25.5. |
| Climate change-enterprise-agreement-2011-14.txt | 1515 | bandwidth | in excess of a standard day within the bandwidth (7 hours 30 minutes on any one
day); or
outside the hours of a part- time employee’s agreement.
25.2.
toil is the standard form of recompense for all overtime, subject to the provisions of this
section.
25.3.
managers will authorise the payment of overtime in circumstances where, due to the nature
of work and/or the significant overtime performed, it is unlikely that an employee will be
able to take toil within three months of the overtime having been performed, or where the
employee requests payment to meet costs incurred as a result of having performed the
overtime. where payment of overtime is authorised, the payment will be calculated using
the rates set out in clauses 25.8.
16
department of climate change and energy efficiency – enterprise agreement 2011-14
25.4.
executive level employees (and their equivalents) are not generally entitled to overtime.
however, in exceptional circumstances, the secretary may approve overtime payments for
excess hours worked where considered appropriate.
25.5.
a part time employee who has not elected to receive flextime for work performed in excess |
| Climate change-enterprise-agreement-2011-14.txt | 1521 | overtime | toil is the standard form of recompense for all overtime, subject to the provisions of this
section.
25.3.
managers will authorise the payment of overtime in circumstances where, due to the nature
of work and/or the significant overtime performed, it is unlikely that an employee will be
able to take toil within three months of the overtime having been performed, or where the
employee requests payment to meet costs incurred as a result of having performed the
overtime. where payment of overtime is authorised, the payment will be calculated using
the rates set out in clauses 25.8.
16
department of climate change and energy efficiency – enterprise agreement 2011-14
25.4.
executive level employees (and their equivalents) are not generally entitled to overtime.
however, in exceptional circumstances, the secretary may approve overtime payments for
excess hours worked where considered appropriate.
25.5.
a part time employee who has not elected to receive flextime for work performed in excess
of the agreed hours of duty over the settlement period will be eligible for overtime.
25.6.
where an employee is directed to perform overtime and is approved in advance by the
manager, overtime will be paid. |
| Climate change-enterprise-agreement-2011-14.txt | 1526 | overtime | managers will authorise the payment of overtime in circumstances where, due to the nature
of work and/or the significant overtime performed, it is unlikely that an employee will be
able to take toil within three months of the overtime having been performed, or where the
employee requests payment to meet costs incurred as a result of having performed the
overtime. where payment of overtime is authorised, the payment will be calculated using
the rates set out in clauses 25.8.
16
department of climate change and energy efficiency – enterprise agreement 2011-14
25.4.
executive level employees (and their equivalents) are not generally entitled to overtime.
however, in exceptional circumstances, the secretary may approve overtime payments for
excess hours worked where considered appropriate.
25.5.
a part time employee who has not elected to receive flextime for work performed in excess
of the agreed hours of duty over the settlement period will be eligible for overtime.
25.6.
where an employee is directed to perform overtime and is approved in advance by the
manager, overtime will be paid.
25.7.
time spent travelling to or from work will not count as part of an overtime attendance.
|
| Climate change-enterprise-agreement-2011-14.txt | 1527 | overtime | of work and/or the significant overtime performed, it is unlikely that an employee will be
able to take toil within three months of the overtime having been performed, or where the
employee requests payment to meet costs incurred as a result of having performed the
overtime. where payment of overtime is authorised, the payment will be calculated using
the rates set out in clauses 25.8.
16
department of climate change and energy efficiency – enterprise agreement 2011-14
25.4.
executive level employees (and their equivalents) are not generally entitled to overtime.
however, in exceptional circumstances, the secretary may approve overtime payments for
excess hours worked where considered appropriate.
25.5.
a part time employee who has not elected to receive flextime for work performed in excess
of the agreed hours of duty over the settlement period will be eligible for overtime.
25.6.
where an employee is directed to perform overtime and is approved in advance by the
manager, overtime will be paid.
25.7.
time spent travelling to or from work will not count as part of an overtime attendance.
25.8. |
| Climate change-enterprise-agreement-2011-14.txt | 1528 | overtime | able to take toil within three months of the overtime having been performed, or where the
employee requests payment to meet costs incurred as a result of having performed the
overtime. where payment of overtime is authorised, the payment will be calculated using
the rates set out in clauses 25.8.
16
department of climate change and energy efficiency – enterprise agreement 2011-14
25.4.
executive level employees (and their equivalents) are not generally entitled to overtime.
however, in exceptional circumstances, the secretary may approve overtime payments for
excess hours worked where considered appropriate.
25.5.
a part time employee who has not elected to receive flextime for work performed in excess
of the agreed hours of duty over the settlement period will be eligible for overtime.
25.6.
where an employee is directed to perform overtime and is approved in advance by the
manager, overtime will be paid.
25.7.
time spent travelling to or from work will not count as part of an overtime attendance.
25.8.
|
| Climate change-enterprise-agreement-2011-14.txt | 1530 | overtime | overtime. where payment of overtime is authorised, the payment will be calculated using
the rates set out in clauses 25.8.
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department of climate change and energy efficiency – enterprise agreement 2011-14
25.4.
executive level employees (and their equivalents) are not generally entitled to overtime.
however, in exceptional circumstances, the secretary may approve overtime payments for
excess hours worked where considered appropriate.
25.5.
a part time employee who has not elected to receive flextime for work performed in excess
of the agreed hours of duty over the settlement period will be eligible for overtime.
25.6.
where an employee is directed to perform overtime and is approved in advance by the
manager, overtime will be paid.
25.7.
time spent travelling to or from work will not count as part of an overtime attendance.
25.8.
where overtime is worked, toil is calculated at the following rates:
period |
| Climate change-enterprise-agreement-2011-14.txt | 1538 | overtime | executive level employees (and their equivalents) are not generally entitled to overtime.
however, in exceptional circumstances, the secretary may approve overtime payments for
excess hours worked where considered appropriate.
25.5.
a part time employee who has not elected to receive flextime for work performed in excess
of the agreed hours of duty over the settlement period will be eligible for overtime.
25.6.
where an employee is directed to perform overtime and is approved in advance by the
manager, overtime will be paid.
25.7.
time spent travelling to or from work will not count as part of an overtime attendance.
25.8.
where overtime is worked, toil is calculated at the following rates:
period
monday to friday
saturday
sunday
public holidays, from 8:30 am to 5:00 pm
public holidays, for any other hours
25.9.
|
| Climate change-enterprise-agreement-2011-14.txt | 1539 | overtime | however, in exceptional circumstances, the secretary may approve overtime payments for
excess hours worked where considered appropriate.
25.5.
a part time employee who has not elected to receive flextime for work performed in excess
of the agreed hours of duty over the settlement period will be eligible for overtime.
25.6.
where an employee is directed to perform overtime and is approved in advance by the
manager, overtime will be paid.
25.7.
time spent travelling to or from work will not count as part of an overtime attendance.
25.8.
where overtime is worked, toil is calculated at the following rates:
period
monday to friday
saturday
sunday
public holidays, from 8:30 am to 5:00 pm
public holidays, for any other hours
25.9.
rate |
| Climate change-enterprise-agreement-2011-14.txt | 1544 | flextime | a part time employee who has not elected to receive flextime for work performed in excess
of the agreed hours of duty over the settlement period will be eligible for overtime.
25.6.
where an employee is directed to perform overtime and is approved in advance by the
manager, overtime will be paid.
25.7.
time spent travelling to or from work will not count as part of an overtime attendance.
25.8.
where overtime is worked, toil is calculated at the following rates:
period
monday to friday
saturday
sunday
public holidays, from 8:30 am to 5:00 pm
public holidays, for any other hours
25.9.
rate
time and one half for the first three
hours and double time thereafter.
time and one half for the first three
hours and double time thereafter.
double time. |
| Climate change-enterprise-agreement-2011-14.txt | 1545 | overtime | of the agreed hours of duty over the settlement period will be eligible for overtime.
25.6.
where an employee is directed to perform overtime and is approved in advance by the
manager, overtime will be paid.
25.7.
time spent travelling to or from work will not count as part of an overtime attendance.
25.8.
where overtime is worked, toil is calculated at the following rates:
period
monday to friday
saturday
sunday
public holidays, from 8:30 am to 5:00 pm
public holidays, for any other hours
25.9.
rate
time and one half for the first three
hours and double time thereafter.
time and one half for the first three
hours and double time thereafter.
double time.
time and one half (in addition to normal |
| Climate change-enterprise-agreement-2011-14.txt | 1549 | overtime | where an employee is directed to perform overtime and is approved in advance by the
manager, overtime will be paid.
25.7.
time spent travelling to or from work will not count as part of an overtime attendance.
25.8.
where overtime is worked, toil is calculated at the following rates:
period
monday to friday
saturday
sunday
public holidays, from 8:30 am to 5:00 pm
public holidays, for any other hours
25.9.
rate
time and one half for the first three
hours and double time thereafter.
time and one half for the first three
hours and double time thereafter.
double time.
time and one half (in addition to normal
salary).
double time and one half.
in calculating the overtime entitlement, a divisor of 37.5 hours is to be used. |
| Climate change-enterprise-agreement-2011-14.txt | 1550 | overtime | manager, overtime will be paid.
25.7.
time spent travelling to or from work will not count as part of an overtime attendance.
25.8.
where overtime is worked, toil is calculated at the following rates:
period
monday to friday
saturday
sunday
public holidays, from 8:30 am to 5:00 pm
public holidays, for any other hours
25.9.
rate
time and one half for the first three
hours and double time thereafter.
time and one half for the first three
hours and double time thereafter.
double time.
time and one half (in addition to normal
salary).
double time and one half.
in calculating the overtime entitlement, a divisor of 37.5 hours is to be used.
|
| Climate change-enterprise-agreement-2011-14.txt | 1554 | travel | time spent travelling to or from work will not count as part of an overtime attendance.
25.8.
where overtime is worked, toil is calculated at the following rates:
period
monday to friday
saturday
sunday
public holidays, from 8:30 am to 5:00 pm
public holidays, for any other hours
25.9.
rate
time and one half for the first three
hours and double time thereafter.
time and one half for the first three
hours and double time thereafter.
double time.
time and one half (in addition to normal
salary).
double time and one half.
in calculating the overtime entitlement, a divisor of 37.5 hours is to be used.
25.10. where overtime is worked on a public holiday which falls on a weekday, the overtime
payment or toil is calculated at double time and a half for duty outside the standard day for
full time employees (i.e. a standard day is from 8:30am to 5:00pm or the agreed pattern of
hours for part-time employees). for overtime within the standard day for full time |
| Climate change-enterprise-agreement-2011-14.txt | 1554 | overtime | time spent travelling to or from work will not count as part of an overtime attendance.
25.8.
where overtime is worked, toil is calculated at the following rates:
period
monday to friday
saturday
sunday
public holidays, from 8:30 am to 5:00 pm
public holidays, for any other hours
25.9.
rate
time and one half for the first three
hours and double time thereafter.
time and one half for the first three
hours and double time thereafter.
double time.
time and one half (in addition to normal
salary).
double time and one half.
in calculating the overtime entitlement, a divisor of 37.5 hours is to be used.
25.10. where overtime is worked on a public holiday which falls on a weekday, the overtime
payment or toil is calculated at double time and a half for duty outside the standard day for
full time employees (i.e. a standard day is from 8:30am to 5:00pm or the agreed pattern of
hours for part-time employees). for overtime within the standard day for full time |
| Climate change-enterprise-agreement-2011-14.txt | 1558 | overtime | where overtime is worked, toil is calculated at the following rates:
period
monday to friday
saturday
sunday
public holidays, from 8:30 am to 5:00 pm
public holidays, for any other hours
25.9.
rate
time and one half for the first three
hours and double time thereafter.
time and one half for the first three
hours and double time thereafter.
double time.
time and one half (in addition to normal
salary).
double time and one half.
in calculating the overtime entitlement, a divisor of 37.5 hours is to be used.
25.10. where overtime is worked on a public holiday which falls on a weekday, the overtime
payment or toil is calculated at double time and a half for duty outside the standard day for
full time employees (i.e. a standard day is from 8:30am to 5:00pm or the agreed pattern of
hours for part-time employees). for overtime within the standard day for full time
employees or agreed pattern of hours for part-time employees, overtime payment or toil
will be calculated at single time and a half as employees are already being paid single time
for this period for the public holiday.
25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime |
| Climate change-enterprise-agreement-2011-14.txt | 1578 | overtime | in calculating the overtime entitlement, a divisor of 37.5 hours is to be used.
25.10. where overtime is worked on a public holiday which falls on a weekday, the overtime
payment or toil is calculated at double time and a half for duty outside the standard day for
full time employees (i.e. a standard day is from 8:30am to 5:00pm or the agreed pattern of
hours for part-time employees). for overtime within the standard day for full time
employees or agreed pattern of hours for part-time employees, overtime payment or toil
will be calculated at single time and a half as employees are already being paid single time
for this period for the public holiday.
25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime
payment is four hours at the relevant rate. where the period of overtime is greater than four
hours, payment will be made for the actual period worked at the relevant rate.
25.12. overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and overtime.
25.13. where more than one attendance is involved, the minimum overtime payment provision will
not operate to increase an employee’s overtime payment beyond that which they would
have received had they remained on duty from the commencing time of duty on one
attendance, to the ceasing time of duty on a subsequent attendance.
17
department of climate change and energy efficiency – enterprise agreement 2011-14
25.14. where an employee is directed to work outside the bandwidth, the employee will be
entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational |
| Climate change-enterprise-agreement-2011-14.txt | 1580 | overtime | 25.10. where overtime is worked on a public holiday which falls on a weekday, the overtime
payment or toil is calculated at double time and a half for duty outside the standard day for
full time employees (i.e. a standard day is from 8:30am to 5:00pm or the agreed pattern of
hours for part-time employees). for overtime within the standard day for full time
employees or agreed pattern of hours for part-time employees, overtime payment or toil
will be calculated at single time and a half as employees are already being paid single time
for this period for the public holiday.
25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime
payment is four hours at the relevant rate. where the period of overtime is greater than four
hours, payment will be made for the actual period worked at the relevant rate.
25.12. overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and overtime.
25.13. where more than one attendance is involved, the minimum overtime payment provision will
not operate to increase an employee’s overtime payment beyond that which they would
have received had they remained on duty from the commencing time of duty on one
attendance, to the ceasing time of duty on a subsequent attendance.
17
department of climate change and energy efficiency – enterprise agreement 2011-14
25.14. where an employee is directed to work outside the bandwidth, the employee will be
entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break. |
| Climate change-enterprise-agreement-2011-14.txt | 1583 | overtime | hours for part-time employees). for overtime within the standard day for full time
employees or agreed pattern of hours for part-time employees, overtime payment or toil
will be calculated at single time and a half as employees are already being paid single time
for this period for the public holiday.
25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime
payment is four hours at the relevant rate. where the period of overtime is greater than four
hours, payment will be made for the actual period worked at the relevant rate.
25.12. overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and overtime.
25.13. where more than one attendance is involved, the minimum overtime payment provision will
not operate to increase an employee’s overtime payment beyond that which they would
have received had they remained on duty from the commencing time of duty on one
attendance, to the ceasing time of duty on a subsequent attendance.
17
department of climate change and energy efficiency – enterprise agreement 2011-14
25.14. where an employee is directed to work outside the bandwidth, the employee will be
entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or |
| Climate change-enterprise-agreement-2011-14.txt | 1584 | overtime | employees or agreed pattern of hours for part-time employees, overtime payment or toil
will be calculated at single time and a half as employees are already being paid single time
for this period for the public holiday.
25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime
payment is four hours at the relevant rate. where the period of overtime is greater than four
hours, payment will be made for the actual period worked at the relevant rate.
25.12. overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and overtime.
25.13. where more than one attendance is involved, the minimum overtime payment provision will
not operate to increase an employee’s overtime payment beyond that which they would
have received had they remained on duty from the commencing time of duty on one
attendance, to the ceasing time of duty on a subsequent attendance.
17
department of climate change and energy efficiency – enterprise agreement 2011-14
25.14. where an employee is directed to work outside the bandwidth, the employee will be
entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of |
| Climate change-enterprise-agreement-2011-14.txt | 1587 | overtime | 25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime
payment is four hours at the relevant rate. where the period of overtime is greater than four
hours, payment will be made for the actual period worked at the relevant rate.
25.12. overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and overtime.
25.13. where more than one attendance is involved, the minimum overtime payment provision will
not operate to increase an employee’s overtime payment beyond that which they would
have received had they remained on duty from the commencing time of duty on one
attendance, to the ceasing time of duty on a subsequent attendance.
17
department of climate change and energy efficiency – enterprise agreement 2011-14
25.14. where an employee is directed to work outside the bandwidth, the employee will be
entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
|
| Climate change-enterprise-agreement-2011-14.txt | 1588 | overtime | payment is four hours at the relevant rate. where the period of overtime is greater than four
hours, payment will be made for the actual period worked at the relevant rate.
25.12. overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and overtime.
25.13. where more than one attendance is involved, the minimum overtime payment provision will
not operate to increase an employee’s overtime payment beyond that which they would
have received had they remained on duty from the commencing time of duty on one
attendance, to the ceasing time of duty on a subsequent attendance.
17
department of climate change and energy efficiency – enterprise agreement 2011-14
25.14. where an employee is directed to work outside the bandwidth, the employee will be
entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
18 |
| Climate change-enterprise-agreement-2011-14.txt | 1590 | overtime | 25.12. overtime is considered to be continuous with ordinary duty when an employee does not
have a break, other than a meal break, between the periods of ordinary duty and overtime.
25.13. where more than one attendance is involved, the minimum overtime payment provision will
not operate to increase an employee’s overtime payment beyond that which they would
have received had they remained on duty from the commencing time of duty on one
attendance, to the ceasing time of duty on a subsequent attendance.
17
department of climate change and energy efficiency – enterprise agreement 2011-14
25.14. where an employee is directed to work outside the bandwidth, the employee will be
entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
18
department of climate change and energy efficiency – enterprise agreement 2011-14 |
| Climate change-enterprise-agreement-2011-14.txt | 1591 | overtime | have a break, other than a meal break, between the periods of ordinary duty and overtime.
25.13. where more than one attendance is involved, the minimum overtime payment provision will
not operate to increase an employee’s overtime payment beyond that which they would
have received had they remained on duty from the commencing time of duty on one
attendance, to the ceasing time of duty on a subsequent attendance.
17
department of climate change and energy efficiency – enterprise agreement 2011-14
25.14. where an employee is directed to work outside the bandwidth, the employee will be
entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
18
department of climate change and energy efficiency – enterprise agreement 2011-14
|
| Climate change-enterprise-agreement-2011-14.txt | 1592 | overtime | 25.13. where more than one attendance is involved, the minimum overtime payment provision will
not operate to increase an employee’s overtime payment beyond that which they would
have received had they remained on duty from the commencing time of duty on one
attendance, to the ceasing time of duty on a subsequent attendance.
17
department of climate change and energy efficiency – enterprise agreement 2011-14
25.14. where an employee is directed to work outside the bandwidth, the employee will be
entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
18
department of climate change and energy efficiency – enterprise agreement 2011-14
part d – leave |
| Climate change-enterprise-agreement-2011-14.txt | 1593 | overtime | not operate to increase an employee’s overtime payment beyond that which they would
have received had they remained on duty from the commencing time of duty on one
attendance, to the ceasing time of duty on a subsequent attendance.
17
department of climate change and energy efficiency – enterprise agreement 2011-14
25.14. where an employee is directed to work outside the bandwidth, the employee will be
entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
18
department of climate change and energy efficiency – enterprise agreement 2011-14
part d – leave
26. general conditions |
| Climate change-enterprise-agreement-2011-14.txt | 1599 | bandwidth | 25.14. where an employee is directed to work outside the bandwidth, the employee will be
entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
18
department of climate change and energy efficiency – enterprise agreement 2011-14
part d – leave
26. general conditions
26.1.
dccee provides access to a flexible range of options for paid and unpaid absences from work
that assists employees to balance work with other personal priorities.
26.2. |
| Climate change-enterprise-agreement-2011-14.txt | 1600 | travel | entitled to an eight (8) hour break plus reasonable travelling time before commencing work
again, and the employee’s manager should direct the employee to take a break of eight (8)
hours. if the break occurs during standard working hours, then the employee will receive
their normal salary during that period.
25.15. subclause 25.14. does not apply to an employee who is directed to work outside the
bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
18
department of climate change and energy efficiency – enterprise agreement 2011-14
part d – leave
26. general conditions
26.1.
dccee provides access to a flexible range of options for paid and unpaid absences from work
that assists employees to balance work with other personal priorities.
26.2.
|
| Climate change-enterprise-agreement-2011-14.txt | 1605 | bandwidth | bandwidth for a period of two (2) hours or less and the period of work commences no earlier
than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
18
department of climate change and energy efficiency – enterprise agreement 2011-14
part d – leave
26. general conditions
26.1.
dccee provides access to a flexible range of options for paid and unpaid absences from work
that assists employees to balance work with other personal priorities.
26.2.
where an employee has had a formal application for leave rejected, the secretary will advise
the employee of the reason(s) for the decision in writing, including reasons relating to
operational requirements. the manager, the employee and, where the employee requests, a
support person will meet to consider alternative arrangements if required.
|
| Climate change-enterprise-agreement-2011-14.txt | 1606 | bandwidth | than two (2) hours before the beginning of the bandwidth.
25.16. where a break as described in subclause 25.14 above is not possible due to operational
requirements, the employee will be paid for subsequent periods of work at the applicable
overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
18
department of climate change and energy efficiency – enterprise agreement 2011-14
part d – leave
26. general conditions
26.1.
dccee provides access to a flexible range of options for paid and unpaid absences from work
that assists employees to balance work with other personal priorities.
26.2.
where an employee has had a formal application for leave rejected, the secretary will advise
the employee of the reason(s) for the decision in writing, including reasons relating to
operational requirements. the manager, the employee and, where the employee requests, a
support person will meet to consider alternative arrangements if required.
26.3. |
| Climate change-enterprise-agreement-2011-14.txt | 1609 | overtime | overtime rate until the employee has taken an eight (8) hour break.
25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of
the same hours.
25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
18
department of climate change and energy efficiency – enterprise agreement 2011-14
part d – leave
26. general conditions
26.1.
dccee provides access to a flexible range of options for paid and unpaid absences from work
that assists employees to balance work with other personal priorities.
26.2.
where an employee has had a formal application for leave rejected, the secretary will advise
the employee of the reason(s) for the decision in writing, including reasons relating to
operational requirements. the manager, the employee and, where the employee requests, a
support person will meet to consider alternative arrangements if required.
26.3.
all accrued leave entitlements will be expressed and deducted in hours and minutes.
|
| Climate change-enterprise-agreement-2011-14.txt | 1612 | bandwidth | 25.18. where employees are required to work outside the bandwidth and public transport or
alternative arrangements are not available or practicable, managers should take account of
dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure,
accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
18
department of climate change and energy efficiency – enterprise agreement 2011-14
part d – leave
26. general conditions
26.1.
dccee provides access to a flexible range of options for paid and unpaid absences from work
that assists employees to balance work with other personal priorities.
26.2.
where an employee has had a formal application for leave rejected, the secretary will advise
the employee of the reason(s) for the decision in writing, including reasons relating to
operational requirements. the manager, the employee and, where the employee requests, a
support person will meet to consider alternative arrangements if required.
26.3.
all accrued leave entitlements will be expressed and deducted in hours and minutes.
26.4.
where an employee is absent on compensation leave, a manager is required to consult with |
| Climate change-enterprise-agreement-2011-14.txt | 1656 | long service leave | form of leave (e.g. if on long service leave on half pay, payment is on half pay).
26.7.
the department will not unreasonably cancel approved leave or recall employees to duty
while on leave. in such circumstances the secretary will approve reimbursement toward
travel expenses, incidental expenses or family care costs. if an employee’s leave is cancelled
without reasonable notice the employee will be recredited with the amount of leave
cancelled. if an employee is recalled to duty the employee will be recredited with a period
equivalent to the ordinary hours worked.
26.8.
an employee who is ill or injured for one day or longer while on annual leave or long service
leave and who produces satisfactory medical certificate may apply for personal/carer’s leave
and have their annual or long service leave recredited.
27. portability of leave
27.1.
where an employee moves (including on promotion or for an agreed period) from another
agency where they were an ongoing aps employee, the employee’s unused accrued annual
leave and personal/carers leave (however described) will be recognised, provided there is no
break in continuity of service.
27.2.
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service or the
19 |
| Climate change-enterprise-agreement-2011-14.txt | 1662 | travel | travel expenses, incidental expenses or family care costs. if an employee’s leave is cancelled
without reasonable notice the employee will be recredited with the amount of leave
cancelled. if an employee is recalled to duty the employee will be recredited with a period
equivalent to the ordinary hours worked.
26.8.
an employee who is ill or injured for one day or longer while on annual leave or long service
leave and who produces satisfactory medical certificate may apply for personal/carer’s leave
and have their annual or long service leave recredited.
27. portability of leave
27.1.
where an employee moves (including on promotion or for an agreed period) from another
agency where they were an ongoing aps employee, the employee’s unused accrued annual
leave and personal/carers leave (however described) will be recognised, provided there is no
break in continuity of service.
27.2.
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service or the
19
department of climate change and energy efficiency – enterprise agreement 2011-14
act government service, the employee’s unused accrued annual leave and personal/carers
leave (however described) will be recognised.
27.3.
|
| Climate change-enterprise-agreement-2011-14.txt | 1671 | long service leave | and have their annual or long service leave recredited.
27. portability of leave
27.1.
where an employee moves (including on promotion or for an agreed period) from another
agency where they were an ongoing aps employee, the employee’s unused accrued annual
leave and personal/carers leave (however described) will be recognised, provided there is no
break in continuity of service.
27.2.
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service or the
19
department of climate change and energy efficiency – enterprise agreement 2011-14
act government service, the employee’s unused accrued annual leave and personal/carers
leave (however described) will be recognised.
27.3.
where a person is engaged as an ongoing employee, and immediately prior to the
engagement the person was employed as a non-ongoing aps employee, the secretary may,
at the employee’s request, recognise any accrued annual leave and personal/carers leave
(however described), provided there is no break in continuity of service. any recognised
annual leave excludes any accrued leave paid out on separation.
27.4.
use of these accrued leave credits and future entitlements is in accordance with this |
| Climate change-enterprise-agreement-2011-14.txt | 1705 | long service leave | prior service will be recognised for long service leave purposes in accordance with the long
service leave (commonwealth employees) act 1976 if the break in service is not more than
12 months.
27.6.
where an employee is employed after having been deemed to have resigned following
marriage under the former section 49 of the public service act 1922, or is re-engaged
following invalidity retirement or termination from the aps on the grounds of invalidity, the
employee will be credited with any personal/carer’s leave credits held at the time of ceasing
the earlier period of employment.
28. annual leave
28.1.
the purpose of annual leave is to provide employees with the opportunity for a reasonable
break from work. therefore, it is important that employees take leave within a reasonable
period of its accrual, and that leave planning is an integral part of work planning and task
allocation for managers. the timing and duration of annual leave is to be mutually agreed
between the employee and manager unless the leave is for health and/or safety reasons.
28.2.
employees are entitled to the equivalent of 20 days, for each full year worked. annual leave
will accrue daily, and be credited monthly.
28.3.
the taking of annual leave is subject to the approval of the manager.
|
| Climate change-enterprise-agreement-2011-14.txt | 1813 | long service leave | 30. long service leave
30.1.
an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
30.2.
the minimum period during which long service leave can be taken is seven calendar days (at
full or half pay). long service leave cannot be broken with other periods of leave, except as
otherwise provided by legislation. periods of long service leave cannot be broken with any
other leave including absences on flex leave (except as provided for by the maternity leave
(commonwealth employees) act 1973 and the personal leave provisions of this agreement).
30.3.
the secretary will consider applications for long service leave in light of operational
requirements.
31. personal/carer’s leave
31.1.
personal/carer’s leave may be used when an employee is ill or injured and is unable to
attend for duty or required to provide care or support for members of the employee’s family
or household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
31.2.
on engagement, an ongoing employee will be credited with personal/carer’s leave of 20 |
| Climate change-enterprise-agreement-2011-14.txt | 1816 | long service leave | an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
30.2.
the minimum period during which long service leave can be taken is seven calendar days (at
full or half pay). long service leave cannot be broken with other periods of leave, except as
otherwise provided by legislation. periods of long service leave cannot be broken with any
other leave including absences on flex leave (except as provided for by the maternity leave
(commonwealth employees) act 1973 and the personal leave provisions of this agreement).
30.3.
the secretary will consider applications for long service leave in light of operational
requirements.
31. personal/carer’s leave
31.1.
personal/carer’s leave may be used when an employee is ill or injured and is unable to
attend for duty or required to provide care or support for members of the employee’s family
or household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
31.2.
on engagement, an ongoing employee will be credited with personal/carer’s leave of 20
days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will
accrue monthly and will be credited on the anniversary of the employee’s commencement.
existing aps employees who are transferred or promoted into dccee personal/carer’s leave |
| Climate change-enterprise-agreement-2011-14.txt | 1821 | long service leave | the minimum period during which long service leave can be taken is seven calendar days (at
full or half pay). long service leave cannot be broken with other periods of leave, except as
otherwise provided by legislation. periods of long service leave cannot be broken with any
other leave including absences on flex leave (except as provided for by the maternity leave
(commonwealth employees) act 1973 and the personal leave provisions of this agreement).
30.3.
the secretary will consider applications for long service leave in light of operational
requirements.
31. personal/carer’s leave
31.1.
personal/carer’s leave may be used when an employee is ill or injured and is unable to
attend for duty or required to provide care or support for members of the employee’s family
or household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
31.2.
on engagement, an ongoing employee will be credited with personal/carer’s leave of 20
days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will
accrue monthly and will be credited on the anniversary of the employee’s commencement.
existing aps employees who are transferred or promoted into dccee personal/carer’s leave
credits will accrue monthly and credited on the anniversary of the employee’s
commencement (subject to clause 31.4) without limit throughout the employee's period of
employment with the department.
31.3. |
| Climate change-enterprise-agreement-2011-14.txt | 1822 | long service leave | full or half pay). long service leave cannot be broken with other periods of leave, except as
otherwise provided by legislation. periods of long service leave cannot be broken with any
other leave including absences on flex leave (except as provided for by the maternity leave
(commonwealth employees) act 1973 and the personal leave provisions of this agreement).
30.3.
the secretary will consider applications for long service leave in light of operational
requirements.
31. personal/carer’s leave
31.1.
personal/carer’s leave may be used when an employee is ill or injured and is unable to
attend for duty or required to provide care or support for members of the employee’s family
or household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
31.2.
on engagement, an ongoing employee will be credited with personal/carer’s leave of 20
days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will
accrue monthly and will be credited on the anniversary of the employee’s commencement.
existing aps employees who are transferred or promoted into dccee personal/carer’s leave
credits will accrue monthly and credited on the anniversary of the employee’s
commencement (subject to clause 31.4) without limit throughout the employee's period of
employment with the department.
31.3.
|
| Climate change-enterprise-agreement-2011-14.txt | 1823 | long service leave | otherwise provided by legislation. periods of long service leave cannot be broken with any
other leave including absences on flex leave (except as provided for by the maternity leave
(commonwealth employees) act 1973 and the personal leave provisions of this agreement).
30.3.
the secretary will consider applications for long service leave in light of operational
requirements.
31. personal/carer’s leave
31.1.
personal/carer’s leave may be used when an employee is ill or injured and is unable to
attend for duty or required to provide care or support for members of the employee’s family
or household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
31.2.
on engagement, an ongoing employee will be credited with personal/carer’s leave of 20
days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will
accrue monthly and will be credited on the anniversary of the employee’s commencement.
existing aps employees who are transferred or promoted into dccee personal/carer’s leave
credits will accrue monthly and credited on the anniversary of the employee’s
commencement (subject to clause 31.4) without limit throughout the employee's period of
employment with the department.
31.3.
personal/carer’s leave credits will be calculated, using the following formula: |
| Climate change-enterprise-agreement-2011-14.txt | 1824 | maternity leave | other leave including absences on flex leave (except as provided for by the maternity leave
(commonwealth employees) act 1973 and the personal leave provisions of this agreement).
30.3.
the secretary will consider applications for long service leave in light of operational
requirements.
31. personal/carer’s leave
31.1.
personal/carer’s leave may be used when an employee is ill or injured and is unable to
attend for duty or required to provide care or support for members of the employee’s family
or household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
31.2.
on engagement, an ongoing employee will be credited with personal/carer’s leave of 20
days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will
accrue monthly and will be credited on the anniversary of the employee’s commencement.
existing aps employees who are transferred or promoted into dccee personal/carer’s leave
credits will accrue monthly and credited on the anniversary of the employee’s
commencement (subject to clause 31.4) without limit throughout the employee's period of
employment with the department.
31.3.
personal/carer’s leave credits will be calculated, using the following formula:
|
| Climate change-enterprise-agreement-2011-14.txt | 1829 | long service leave | the secretary will consider applications for long service leave in light of operational
requirements.
31. personal/carer’s leave
31.1.
personal/carer’s leave may be used when an employee is ill or injured and is unable to
attend for duty or required to provide care or support for members of the employee’s family
or household because of a personal illness or injury of the member or an unexpected
emergency affecting the member.
31.2.
on engagement, an ongoing employee will be credited with personal/carer’s leave of 20
days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will
accrue monthly and will be credited on the anniversary of the employee’s commencement.
existing aps employees who are transferred or promoted into dccee personal/carer’s leave
credits will accrue monthly and credited on the anniversary of the employee’s
commencement (subject to clause 31.4) without limit throughout the employee's period of
employment with the department.
31.3.
personal/carer’s leave credits will be calculated, using the following formula:
where:
150 = basic annual credit of twenty days expressed in hours
31.4.
where ‘leave without pay not to count as service’ has been granted in the accrual year, |
| Climate change-enterprise-agreement-2011-14.txt | 1939 | long service leave | annual and long service leave will be re-credited to the extent of the period of personal
leave granted.
31.16. an employee is unable to access personal leave while on paid maternity, adoption,
supporting partner/paternity leave and permanent/foster care/surrogate leave.
31.17. unused personal leave will not be paid out on termination of employment.
32. compassionate leave
32.1.
an employee is entitled to paid compassionate leave of three (3) days on each occasion
where a member of the employee’s immediate family or household contracts or develops an
illness or injury that poses a serious threat to his or her life. an employee may apply to take
additional days on personal/carers leave, in accordance with section 31.
32.2.
an employee is entitled to paid additional compassionate leave of three (3) days on each
occasion of the death of a member of the employee’s immediate family or household. an
employee may apply to take additional days on personal/carers leave, in accordance with
section 31.
32.3.
casual employees are entitled to three (3) days of unpaid compassionate leave for each
occasion where a member of the employee’s immediate family or household contracts or
develops an illness or injury that poses a serious threat to his or her life.
33. community service leave
33.1.
|
| Climate change-enterprise-agreement-2011-14.txt | 1942 | paternity leave | supporting partner/paternity leave and permanent/foster care/surrogate leave.
31.17. unused personal leave will not be paid out on termination of employment.
32. compassionate leave
32.1.
an employee is entitled to paid compassionate leave of three (3) days on each occasion
where a member of the employee’s immediate family or household contracts or develops an
illness or injury that poses a serious threat to his or her life. an employee may apply to take
additional days on personal/carers leave, in accordance with section 31.
32.2.
an employee is entitled to paid additional compassionate leave of three (3) days on each
occasion of the death of a member of the employee’s immediate family or household. an
employee may apply to take additional days on personal/carers leave, in accordance with
section 31.
32.3.
casual employees are entitled to three (3) days of unpaid compassionate leave for each
occasion where a member of the employee’s immediate family or household contracts or
develops an illness or injury that poses a serious threat to his or her life.
33. community service leave
33.1.
an employee who engages in eligible community service activity in accordance with division
8, section 108 of the national employment standards is entitled to take unpaid leave for
community service personnel for emergency services duties encompasses leave for regular |
| Climate change-enterprise-agreement-2011-14.txt | 1972 | travel | training, reasonable travelling time, all emergency services responses and reasonable
recovery time.
33.2.
consistent with clause 36.2, an employee may be eligible for paid leave to count as service
to respond to the consequences of a natural disaster as a member of an emergency services
organisation.
24
department of climate change and energy efficiency – enterprise agreement 2011-14
34. defence reserve leave
34.1.
an employee may be granted leave (with or without pay) to enable the employee to fulfil
australian defence force (adf) reserve and continuous full time service (cfts) or cadet
force obligations.
34.2.
an employee is entitled to adf reserve leave with pay, for up to four weeks during each
year for the purpose of fulfilling service in the adf reserve. these purposes include training
and operational duty as required.
o
o
o |
| Climate change-enterprise-agreement-2011-14.txt | 2027 | long service leave | eligible employees may also apply for annual leave, long service leave, leave without pay,
top-up pay or they may use flextime or make up time for the purpose of fulfilling adf
reserve, cfts or cadet force obligations.
34.6.
employees are to notify supervisors at the earliest opportunity once the dates for adf
reserve, cfts or cadet force activities are known and/or changed.
35. war service leave
35.1.
employees may be granted war service sick leave only when unfit for duty due to a warcaused condition.
35.2.
a war-caused condition means an injury or disease that has been determined under the
veteran's entitlements act 1986 to be war-caused or defence-caused to the particular
employee.
35.3.
eligible employees will accrue a credit of nine weeks on commencement in the aps and an
annual credit of three weeks for each year of aps service. unused credits will accumulate to
a maximum of nine weeks.
25
department of climate change and energy efficiency – enterprise agreement 2011-14
36. miscellaneous leave with and without pay |
| Climate change-enterprise-agreement-2011-14.txt | 2028 | flextime | top-up pay or they may use flextime or make up time for the purpose of fulfilling adf
reserve, cfts or cadet force obligations.
34.6.
employees are to notify supervisors at the earliest opportunity once the dates for adf
reserve, cfts or cadet force activities are known and/or changed.
35. war service leave
35.1.
employees may be granted war service sick leave only when unfit for duty due to a warcaused condition.
35.2.
a war-caused condition means an injury or disease that has been determined under the
veteran's entitlements act 1986 to be war-caused or defence-caused to the particular
employee.
35.3.
eligible employees will accrue a credit of nine weeks on commencement in the aps and an
annual credit of three weeks for each year of aps service. unused credits will accumulate to
a maximum of nine weeks.
25
department of climate change and energy efficiency – enterprise agreement 2011-14
36. miscellaneous leave with and without pay
36.1. |
| Climate change-enterprise-agreement-2011-14.txt | 2157 | flexible work arrangements | part e - flexible work arrangements for parents
38. general
38.1.
an employee who is a parent, or has responsibility for the care of a child under school age or
a child under 18 who has a disability, may request flexible working arrangements, including
part-time hours. the employee is not eligible to make this request unless they have
completed at least 12 months of continuous commonwealth service the secretary may
waive this requirement in exceptional circumstances).
38.2.
a casual employee engaged for irregular or intermittent duties may only request flexible
work arrangements if the employee:
o
o
is a long term casual employee immediately before making the request; and
has reasonable expectation of continuing employment on a regular and systematic
basis.
38.3.
a request made in accordance with clause 38.1 must be in writing and set out details of the
change sought and the reasons for the change. the secretary will respond in writing to the
request within 21 days and will only refuse on reasonable business grounds. where the
request is refused, the response will include reasons for the refusal.
38.4.
|
| Climate change-enterprise-agreement-2011-14.txt | 2187 | maternity leave | on ending parental, maternity leave, adoption or permanent/foster care/surrogate leave,
an employee is entitled to return to:
o
o
38.5.
the employee’s pre-parental/maternity leave duties; or
if those duties no longer exist – an available position for which the employee is
qualified and suited at the same classification and pay as applied preparental/maternity leave. where this is not practical, other duties will be sought,
with the redeployment, reduction and redundancy provisions applying to any
placement.
for the purposes of this clause, duties means those performed:
o
o
o
if the employee was moved to safe duties because of the pregnancy – immediately
before the move; or
if the employee began working part-time because of the pregnancy – immediately
before the part-time employment began; or
otherwise – immediately before the employee commenced maternity or parental
leave.
39. maternity/parental leave
39.1.
an employee who has at least 12 months continuous service in the aps and is the primary
caregiver is entitled to unpaid parental leave of up to 52 weeks (12 months) in accordance |
| Climate change-enterprise-agreement-2011-14.txt | 2194 | maternity leave | the employee’s pre-parental/maternity leave duties; or
if those duties no longer exist – an available position for which the employee is
qualified and suited at the same classification and pay as applied preparental/maternity leave. where this is not practical, other duties will be sought,
with the redeployment, reduction and redundancy provisions applying to any
placement.
for the purposes of this clause, duties means those performed:
o
o
o
if the employee was moved to safe duties because of the pregnancy – immediately
before the move; or
if the employee began working part-time because of the pregnancy – immediately
before the part-time employment began; or
otherwise – immediately before the employee commenced maternity or parental
leave.
39. maternity/parental leave
39.1.
an employee who has at least 12 months continuous service in the aps and is the primary
caregiver is entitled to unpaid parental leave of up to 52 weeks (12 months) in accordance
with the national employment standards (nes).
28
department of climate change and energy efficiency – enterprise agreement 2011-14
39.2.
|
| Climate change-enterprise-agreement-2011-14.txt | 2196 | maternity leave | qualified and suited at the same classification and pay as applied preparental/maternity leave. where this is not practical, other duties will be sought,
with the redeployment, reduction and redundancy provisions applying to any
placement.
for the purposes of this clause, duties means those performed:
o
o
o
if the employee was moved to safe duties because of the pregnancy – immediately
before the move; or
if the employee began working part-time because of the pregnancy – immediately
before the part-time employment began; or
otherwise – immediately before the employee commenced maternity or parental
leave.
39. maternity/parental leave
39.1.
an employee who has at least 12 months continuous service in the aps and is the primary
caregiver is entitled to unpaid parental leave of up to 52 weeks (12 months) in accordance
with the national employment standards (nes).
28
department of climate change and energy efficiency – enterprise agreement 2011-14
39.2.
upon request from the employee, the department will agree to an extension of unpaid
parental leave for a further period of up to 12 months, immediately following the end of the |
| Climate change-enterprise-agreement-2011-14.txt | 2212 | parental leave | 39. maternity/parental leave
39.1.
an employee who has at least 12 months continuous service in the aps and is the primary
caregiver is entitled to unpaid parental leave of up to 52 weeks (12 months) in accordance
with the national employment standards (nes).
28
department of climate change and energy efficiency – enterprise agreement 2011-14
39.2.
upon request from the employee, the department will agree to an extension of unpaid
parental leave for a further period of up to 12 months, immediately following the end of the
initial 12 month period, subject to operational requirements.
39.3.
an employee is entitled up to 52 weeks maternity leave in accordance with the maternity
leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work
act 2009.
39.4.
twelve weeks paid maternity leave is provided for eligible employees under the maternity
leave (commonwealth employees) act 1973. this agreement provides an additional two
weeks paid leave to be taken immediately following the 12 week period of maternity leave
provided under the maternity leave (commonwealth employees) act 1973, to count for
service for all purposes. employees entitled to paid maternity leave under the maternity
leave (commonwealth employees) act 1973 may elect to either: |
| Climate change-enterprise-agreement-2011-14.txt | 2216 | parental leave | caregiver is entitled to unpaid parental leave of up to 52 weeks (12 months) in accordance
with the national employment standards (nes).
28
department of climate change and energy efficiency – enterprise agreement 2011-14
39.2.
upon request from the employee, the department will agree to an extension of unpaid
parental leave for a further period of up to 12 months, immediately following the end of the
initial 12 month period, subject to operational requirements.
39.3.
an employee is entitled up to 52 weeks maternity leave in accordance with the maternity
leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work
act 2009.
39.4.
twelve weeks paid maternity leave is provided for eligible employees under the maternity
leave (commonwealth employees) act 1973. this agreement provides an additional two
weeks paid leave to be taken immediately following the 12 week period of maternity leave
provided under the maternity leave (commonwealth employees) act 1973, to count for
service for all purposes. employees entitled to paid maternity leave under the maternity
leave (commonwealth employees) act 1973 may elect to either:
o
o
take an entitlement of 14 week period of absence at full pay, or |
| Climate change-enterprise-agreement-2011-14.txt | 2225 | parental leave | parental leave for a further period of up to 12 months, immediately following the end of the
initial 12 month period, subject to operational requirements.
39.3.
an employee is entitled up to 52 weeks maternity leave in accordance with the maternity
leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work
act 2009.
39.4.
twelve weeks paid maternity leave is provided for eligible employees under the maternity
leave (commonwealth employees) act 1973. this agreement provides an additional two
weeks paid leave to be taken immediately following the 12 week period of maternity leave
provided under the maternity leave (commonwealth employees) act 1973, to count for
service for all purposes. employees entitled to paid maternity leave under the maternity
leave (commonwealth employees) act 1973 may elect to either:
o
o
take an entitlement of 14 week period of absence at full pay, or
take an additional 14 weeks on maternity leave without pay, and spread their
payment for the 14 week period of required absence over the total period of
absence of 28 weeks, at a rate of half normal salary. the additional leave beyond
the 14 weeks will not count as service for any purpose.
39.5.
an employee whose pregnancy comes to an end because of a miscarriage at a time earlier
than 20 weeks before the expected date of the birth of the child is not entitled to maternity |
| Climate change-enterprise-agreement-2011-14.txt | 2230 | maternity leave | an employee is entitled up to 52 weeks maternity leave in accordance with the maternity
leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work
act 2009.
39.4.
twelve weeks paid maternity leave is provided for eligible employees under the maternity
leave (commonwealth employees) act 1973. this agreement provides an additional two
weeks paid leave to be taken immediately following the 12 week period of maternity leave
provided under the maternity leave (commonwealth employees) act 1973, to count for
service for all purposes. employees entitled to paid maternity leave under the maternity
leave (commonwealth employees) act 1973 may elect to either:
o
o
take an entitlement of 14 week period of absence at full pay, or
take an additional 14 weeks on maternity leave without pay, and spread their
payment for the 14 week period of required absence over the total period of
absence of 28 weeks, at a rate of half normal salary. the additional leave beyond
the 14 weeks will not count as service for any purpose.
39.5.
an employee whose pregnancy comes to an end because of a miscarriage at a time earlier
than 20 weeks before the expected date of the birth of the child is not entitled to maternity
leave under the maternity leave (commonwealth employees) act 1973. in these
circumstances, the employee may be entitled to special maternity leave in accordance with
the fair work act 2009. if the employee is not entitled to special maternity leave, the
employee may apply for other leave.
|
| Climate change-enterprise-agreement-2011-14.txt | 2236 | maternity leave | twelve weeks paid maternity leave is provided for eligible employees under the maternity
leave (commonwealth employees) act 1973. this agreement provides an additional two
weeks paid leave to be taken immediately following the 12 week period of maternity leave
provided under the maternity leave (commonwealth employees) act 1973, to count for
service for all purposes. employees entitled to paid maternity leave under the maternity
leave (commonwealth employees) act 1973 may elect to either:
o
o
take an entitlement of 14 week period of absence at full pay, or
take an additional 14 weeks on maternity leave without pay, and spread their
payment for the 14 week period of required absence over the total period of
absence of 28 weeks, at a rate of half normal salary. the additional leave beyond
the 14 weeks will not count as service for any purpose.
39.5.
an employee whose pregnancy comes to an end because of a miscarriage at a time earlier
than 20 weeks before the expected date of the birth of the child is not entitled to maternity
leave under the maternity leave (commonwealth employees) act 1973. in these
circumstances, the employee may be entitled to special maternity leave in accordance with
the fair work act 2009. if the employee is not entitled to special maternity leave, the
employee may apply for other leave.
39.6.
refer to clause 21.7 of this agreement for details regarding access to part-time work on
return from maternity leave.
40. leave for supporting partners |
| Climate change-enterprise-agreement-2011-14.txt | 2238 | maternity leave | weeks paid leave to be taken immediately following the 12 week period of maternity leave
provided under the maternity leave (commonwealth employees) act 1973, to count for
service for all purposes. employees entitled to paid maternity leave under the maternity
leave (commonwealth employees) act 1973 may elect to either:
o
o
take an entitlement of 14 week period of absence at full pay, or
take an additional 14 weeks on maternity leave without pay, and spread their
payment for the 14 week period of required absence over the total period of
absence of 28 weeks, at a rate of half normal salary. the additional leave beyond
the 14 weeks will not count as service for any purpose.
39.5.
an employee whose pregnancy comes to an end because of a miscarriage at a time earlier
than 20 weeks before the expected date of the birth of the child is not entitled to maternity
leave under the maternity leave (commonwealth employees) act 1973. in these
circumstances, the employee may be entitled to special maternity leave in accordance with
the fair work act 2009. if the employee is not entitled to special maternity leave, the
employee may apply for other leave.
39.6.
refer to clause 21.7 of this agreement for details regarding access to part-time work on
return from maternity leave.
40. leave for supporting partners
40.1.
|
| Climate change-enterprise-agreement-2011-14.txt | 2239 | maternity leave | provided under the maternity leave (commonwealth employees) act 1973, to count for
service for all purposes. employees entitled to paid maternity leave under the maternity
leave (commonwealth employees) act 1973 may elect to either:
o
o
take an entitlement of 14 week period of absence at full pay, or
take an additional 14 weeks on maternity leave without pay, and spread their
payment for the 14 week period of required absence over the total period of
absence of 28 weeks, at a rate of half normal salary. the additional leave beyond
the 14 weeks will not count as service for any purpose.
39.5.
an employee whose pregnancy comes to an end because of a miscarriage at a time earlier
than 20 weeks before the expected date of the birth of the child is not entitled to maternity
leave under the maternity leave (commonwealth employees) act 1973. in these
circumstances, the employee may be entitled to special maternity leave in accordance with
the fair work act 2009. if the employee is not entitled to special maternity leave, the
employee may apply for other leave.
39.6.
refer to clause 21.7 of this agreement for details regarding access to part-time work on
return from maternity leave.
40. leave for supporting partners
40.1.
an employee who is not the primary care giver to a dependent child is entitled to two weeks |
| Climate change-enterprise-agreement-2011-14.txt | 2240 | maternity leave | service for all purposes. employees entitled to paid maternity leave under the maternity
leave (commonwealth employees) act 1973 may elect to either:
o
o
take an entitlement of 14 week period of absence at full pay, or
take an additional 14 weeks on maternity leave without pay, and spread their
payment for the 14 week period of required absence over the total period of
absence of 28 weeks, at a rate of half normal salary. the additional leave beyond
the 14 weeks will not count as service for any purpose.
39.5.
an employee whose pregnancy comes to an end because of a miscarriage at a time earlier
than 20 weeks before the expected date of the birth of the child is not entitled to maternity
leave under the maternity leave (commonwealth employees) act 1973. in these
circumstances, the employee may be entitled to special maternity leave in accordance with
the fair work act 2009. if the employee is not entitled to special maternity leave, the
employee may apply for other leave.
39.6.
refer to clause 21.7 of this agreement for details regarding access to part-time work on
return from maternity leave.
40. leave for supporting partners
40.1.
an employee who is not the primary care giver to a dependent child is entitled to two weeks
(10 days) of paid supporting partner’s leave immediately following the birth, fostering, |
| Climate change-enterprise-agreement-2011-14.txt | 2246 | maternity leave | take an additional 14 weeks on maternity leave without pay, and spread their
payment for the 14 week period of required absence over the total period of
absence of 28 weeks, at a rate of half normal salary. the additional leave beyond
the 14 weeks will not count as service for any purpose.
39.5.
an employee whose pregnancy comes to an end because of a miscarriage at a time earlier
than 20 weeks before the expected date of the birth of the child is not entitled to maternity
leave under the maternity leave (commonwealth employees) act 1973. in these
circumstances, the employee may be entitled to special maternity leave in accordance with
the fair work act 2009. if the employee is not entitled to special maternity leave, the
employee may apply for other leave.
39.6.
refer to clause 21.7 of this agreement for details regarding access to part-time work on
return from maternity leave.
40. leave for supporting partners
40.1.
an employee who is not the primary care giver to a dependent child is entitled to two weeks
(10 days) of paid supporting partner’s leave immediately following the birth, fostering,
adoption or surrogacy of a dependent child. this leave can be taken at half pay.
40.2.
an employee with 12 months continuous service in the aps who is the primary care giver of
a dependent child is entitled to a maximum of 52 weeks unpaid leave (not to count as |
| Climate change-enterprise-agreement-2011-14.txt | 2255 | maternity leave | leave under the maternity leave (commonwealth employees) act 1973. in these
circumstances, the employee may be entitled to special maternity leave in accordance with
the fair work act 2009. if the employee is not entitled to special maternity leave, the
employee may apply for other leave.
39.6.
refer to clause 21.7 of this agreement for details regarding access to part-time work on
return from maternity leave.
40. leave for supporting partners
40.1.
an employee who is not the primary care giver to a dependent child is entitled to two weeks
(10 days) of paid supporting partner’s leave immediately following the birth, fostering,
adoption or surrogacy of a dependent child. this leave can be taken at half pay.
40.2.
an employee with 12 months continuous service in the aps who is the primary care giver of
a dependent child is entitled to a maximum of 52 weeks unpaid leave (not to count as
service) from the date of the birth of the dependent child. the maximum period of 52 weeks
is reduced by any period of leave taken under subclauses 40.1.
41. adoption leave
41.1.
an employee who has insufficient annual leave credits may take two days unpaid preadoption leave to attend interviews or examinations required to obtain approval to adopt a
child.
29 |
| Climate change-enterprise-agreement-2011-14.txt | 2256 | maternity leave | circumstances, the employee may be entitled to special maternity leave in accordance with
the fair work act 2009. if the employee is not entitled to special maternity leave, the
employee may apply for other leave.
39.6.
refer to clause 21.7 of this agreement for details regarding access to part-time work on
return from maternity leave.
40. leave for supporting partners
40.1.
an employee who is not the primary care giver to a dependent child is entitled to two weeks
(10 days) of paid supporting partner’s leave immediately following the birth, fostering,
adoption or surrogacy of a dependent child. this leave can be taken at half pay.
40.2.
an employee with 12 months continuous service in the aps who is the primary care giver of
a dependent child is entitled to a maximum of 52 weeks unpaid leave (not to count as
service) from the date of the birth of the dependent child. the maximum period of 52 weeks
is reduced by any period of leave taken under subclauses 40.1.
41. adoption leave
41.1.
an employee who has insufficient annual leave credits may take two days unpaid preadoption leave to attend interviews or examinations required to obtain approval to adopt a
child.
29
|
| Climate change-enterprise-agreement-2011-14.txt | 2257 | maternity leave | the fair work act 2009. if the employee is not entitled to special maternity leave, the
employee may apply for other leave.
39.6.
refer to clause 21.7 of this agreement for details regarding access to part-time work on
return from maternity leave.
40. leave for supporting partners
40.1.
an employee who is not the primary care giver to a dependent child is entitled to two weeks
(10 days) of paid supporting partner’s leave immediately following the birth, fostering,
adoption or surrogacy of a dependent child. this leave can be taken at half pay.
40.2.
an employee with 12 months continuous service in the aps who is the primary care giver of
a dependent child is entitled to a maximum of 52 weeks unpaid leave (not to count as
service) from the date of the birth of the dependent child. the maximum period of 52 weeks
is reduced by any period of leave taken under subclauses 40.1.
41. adoption leave
41.1.
an employee who has insufficient annual leave credits may take two days unpaid preadoption leave to attend interviews or examinations required to obtain approval to adopt a
child.
29
department of climate change and energy efficiency – enterprise agreement 2011-14 |
| Climate change-enterprise-agreement-2011-14.txt | 2263 | maternity leave | return from maternity leave.
40. leave for supporting partners
40.1.
an employee who is not the primary care giver to a dependent child is entitled to two weeks
(10 days) of paid supporting partner’s leave immediately following the birth, fostering,
adoption or surrogacy of a dependent child. this leave can be taken at half pay.
40.2.
an employee with 12 months continuous service in the aps who is the primary care giver of
a dependent child is entitled to a maximum of 52 weeks unpaid leave (not to count as
service) from the date of the birth of the dependent child. the maximum period of 52 weeks
is reduced by any period of leave taken under subclauses 40.1.
41. adoption leave
41.1.
an employee who has insufficient annual leave credits may take two days unpaid preadoption leave to attend interviews or examinations required to obtain approval to adopt a
child.
29
department of climate change and energy efficiency – enterprise agreement 2011-14
41.2.
an employee with 12 months continuous service, as defined by the maternity leave
(commonwealth employees) act 1973, who is the adoptive parent and primary carer of a
newly adopted child (as determined by the fair work act 2009) is entitled to a maximum of
52 weeks unpaid leave (not to count as service) from the date of the placement of the child. |
| Climate change-enterprise-agreement-2011-14.txt | 2289 | maternity leave | an employee with 12 months continuous service, as defined by the maternity leave
(commonwealth employees) act 1973, who is the adoptive parent and primary carer of a
newly adopted child (as determined by the fair work act 2009) is entitled to a maximum of
52 weeks unpaid leave (not to count as service) from the date of the placement of the child.
the maximum period of 52 weeks is reduced by any period of leave taken under subclause
42.3.
41.3.
an employee with 12 months continuous service who is the adoptive parent and primary
carer of a newly adopted child (up to the age of 16 years of age) is entitled to 14 weeks paid
leave from the date of the placement of the child. adoption leave may be taken at half pay
but any period of leave in excess of 14 weeks will not count as service for any purpose.
42. permanent/foster care/surrogate leave
42.1.
the secretary will grant 14 weeks paid leave, to an employee who has 12 months continuous
service in the commonwealth, for the purposes of caring for a child under a formal
permanent care order or who has enduring parental responsibilities or similar termed
orders. documentary evidence must be submitted on application for leave.
42.2.
permanent/foster care leave will be approved for new permanent care orders or new
enduring parental responsibilities under formal fostering arrangements only (i.e. effective
date of the order is post this agreement’s date of effect) and where the child or children
has/have not previously lived with the employee (e.g. under a foster care arrangement or on
a permanent care basis).
|
| Climate change-enterprise-agreement-2011-14.txt | 2328 | parental leave | permanent /foster care leave is non-gender specific and counts towards any parental leave
that is taken in conjunction with the permanent care of a child.
42.5.
permanent care leave, associated with enduring parental responsibilities, may be taken
either as a 14 week block or in lesser amounts up to a total of 14 weeks for the purposes of
completing necessary legal procedures and settling the child(ren) into the home.
42.6.
an employee with less than 12 months continuous service in the aps is eligible for
permanent/ foster care leave, but only as leave without pay to count as service.
42.7.
either parent may access up to 52 weeks without pay, interspersed with duty or in a
continuous period, which may be taken during the 66 weeks immediately following the
fostering of the child for the purpose of foster care. the unpaid leave is not to count as
service.
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department of climate change and energy efficiency – enterprise agreement 2011-14
42.8.
where an employee takes paid maternity, paid partner’s, paid adoption, or unpaid parental
leave in addition to permanent/foster care leave with and/or without pay, the aggregate
period will not exceed 52 weeks.
|
| Climate change-enterprise-agreement-2011-14.txt | 2601 | salary advancement | 56. salary advancement
56.1.
on 1 september each year, salary advancement within a classification level will be available
to all employees participating in and meeting the requirements of the performance
development framework (pdf) and will be based on a review of performance during the
previous pdf cycle, subject to the provisions applying to specific groups of employees as
outlined in this section.
56.2.
salary advancement is subject to:
o
o
o
o
completion of the requirements of the pdf; and
performance of duties at the employee’s substantive level or above, within the
department, for an aggregate of 6 months or more within the pdf planning cycle
ended 31 july;
achievement of the “fully effective” rating on the pdf rating scale or better at the
end of the pdf planning cycle; or
the advancement provisions applying to specific groups of employees as outlined in
this section;
56.3.
advancement will generally be to the next pay point within the current classification. the |
| Climate change-enterprise-agreement-2011-14.txt | 2604 | salary advancement | on 1 september each year, salary advancement within a classification level will be available
to all employees participating in and meeting the requirements of the performance
development framework (pdf) and will be based on a review of performance during the
previous pdf cycle, subject to the provisions applying to specific groups of employees as
outlined in this section.
56.2.
salary advancement is subject to:
o
o
o
o
completion of the requirements of the pdf; and
performance of duties at the employee’s substantive level or above, within the
department, for an aggregate of 6 months or more within the pdf planning cycle
ended 31 july;
achievement of the “fully effective” rating on the pdf rating scale or better at the
end of the pdf planning cycle; or
the advancement provisions applying to specific groups of employees as outlined in
this section;
56.3.
advancement will generally be to the next pay point within the current classification. the
secretary may advance an employee two or more pay points subject to performance
outcomes where the employee receives a rating greater than fully effective.
|
| Climate change-enterprise-agreement-2011-14.txt | 2612 | salary advancement | salary advancement is subject to:
o
o
o
o
completion of the requirements of the pdf; and
performance of duties at the employee’s substantive level or above, within the
department, for an aggregate of 6 months or more within the pdf planning cycle
ended 31 july;
achievement of the “fully effective” rating on the pdf rating scale or better at the
end of the pdf planning cycle; or
the advancement provisions applying to specific groups of employees as outlined in
this section;
56.3.
advancement will generally be to the next pay point within the current classification. the
secretary may advance an employee two or more pay points subject to performance
outcomes where the employee receives a rating greater than fully effective.
56.4.
the secretary may approve movement across classification levels within a broadband where
it has been demonstrated the requirement of the position is at the higher level and the
individual can perform at this level. movement to the additional pay point in accordance
with 56.5 is not required before an individual can be considered for movement through the
broadband.
35 |
| Climate change-enterprise-agreement-2011-14.txt | 2659 | salary advancement | non-ongoing employees will be eligible for salary advancement where they have been
engaged at the same classification to perform the same duties continuously for six months
during the pdf cycle. non-ongoing employees are subject to the same qualifying ratings
under the pdf as ongoing employees. this clause does not affect the secretary’s discretion
to determine salary on the commencement of each period of engagement.
56.8.
where an employee has been temporarily reassigned duties at a higher classification for a
period aggregating 6 months or longer during the pdf cycle, then the employee will be
eligible for salary advancement for the purposes of future or continuing temporary
reassignment of duty (trod) allowance. where trod periods have been at different levels,
progression will only occur to the trod level closest to the employee’s substantive level,
unless the employee has acted for six months or more at a higher classification level.
consideration will also be given to salary movement within the substantive classification
level.
56.9.
employees on short term trod remain eligible for advancement within their substantive
classification level, subject to meeting the requirements of the pdf.
56.10. employees who either:
o
o
o
do not complete and meet the requirements of the pdf without reasonable cause;
or
are ongoing and have not performed duties at their substantive classification level or |
| Climate change-enterprise-agreement-2011-14.txt | 2669 | salary advancement | eligible for salary advancement for the purposes of future or continuing temporary
reassignment of duty (trod) allowance. where trod periods have been at different levels,
progression will only occur to the trod level closest to the employee’s substantive level,
unless the employee has acted for six months or more at a higher classification level.
consideration will also be given to salary movement within the substantive classification
level.
56.9.
employees on short term trod remain eligible for advancement within their substantive
classification level, subject to meeting the requirements of the pdf.
56.10. employees who either:
o
o
o
do not complete and meet the requirements of the pdf without reasonable cause;
or
are ongoing and have not performed duties at their substantive classification level or
a higher position in the department for at least six months of the pdf cycle; or
are non-ongoing and have not met the requirements of clause 56.4 of this section;
will not move to the next pay point within that classification salary range. these employees
will then not be able to progress to another pay point within the classification salary range
until the salary review in the next year.
56.11. for the purposes of this clause, ‘reasonable cause’ refers to employees absent from duty due
to the following circumstances:
o
o |
| Climate change-enterprise-agreement-2011-14.txt | 2703 | long service leave | long service leave; or
compensation leave; or
36
department of climate change and energy efficiency – enterprise agreement 2011-14
o
o
maternity/adoption/permanent/foster care/surrogate leave; or
as otherwise determined by the secretary.
56.12. an employee may seek review of his or her assessment. where an employee has sought
review of his or her assessment under the pdf and this is subsequently upheld, then salary
advancement will occur from 1 september.
57.salary packaging
57.1.
ongoing employees may access salary packaging through the department’s service provider,
and may package up to one hundred per cent of salary subject to any other payments that
are required by legislation.
57.2.
where employees take up the option of salary packaging, the employee’s salary for the
purposes of superannuation, severance and termination payments, and any other purposes,
will be determined as if the salary packaging arrangement had not occurred.
57.3.
|
| Climate change-enterprise-agreement-2011-14.txt | 2718 | salary packaging | 57.salary packaging
57.1.
ongoing employees may access salary packaging through the department’s service provider,
and may package up to one hundred per cent of salary subject to any other payments that
are required by legislation.
57.2.
where employees take up the option of salary packaging, the employee’s salary for the
purposes of superannuation, severance and termination payments, and any other purposes,
will be determined as if the salary packaging arrangement had not occurred.
57.3.
any fringe benefits tax incurred by individual employees as a result of his or her salary
packaging arrangement will be met by the individual employee on a salary sacrifice basis.
57.4.
non-ongoing employees may access salary packaging of superannuation only.
58. salary on reduction
58.1.
an employee’s classification may be reduced at the employee’s request or if the secretary
directs.
58.2.
|
| Climate change-enterprise-agreement-2011-14.txt | 2721 | salary packaging | ongoing employees may access salary packaging through the department’s service provider,
and may package up to one hundred per cent of salary subject to any other payments that
are required by legislation.
57.2.
where employees take up the option of salary packaging, the employee’s salary for the
purposes of superannuation, severance and termination payments, and any other purposes,
will be determined as if the salary packaging arrangement had not occurred.
57.3.
any fringe benefits tax incurred by individual employees as a result of his or her salary
packaging arrangement will be met by the individual employee on a salary sacrifice basis.
57.4.
non-ongoing employees may access salary packaging of superannuation only.
58. salary on reduction
58.1.
an employee’s classification may be reduced at the employee’s request or if the secretary
directs.
58.2.
reduction by the secretary may occur in the following circumstances:
o
o |
| Climate change-enterprise-agreement-2011-14.txt | 2727 | salary packaging | where employees take up the option of salary packaging, the employee’s salary for the
purposes of superannuation, severance and termination payments, and any other purposes,
will be determined as if the salary packaging arrangement had not occurred.
57.3.
any fringe benefits tax incurred by individual employees as a result of his or her salary
packaging arrangement will be met by the individual employee on a salary sacrifice basis.
57.4.
non-ongoing employees may access salary packaging of superannuation only.
58. salary on reduction
58.1.
an employee’s classification may be reduced at the employee’s request or if the secretary
directs.
58.2.
reduction by the secretary may occur in the following circumstances:
o
o
o
o
o
58.3.
|
| Climate change-enterprise-agreement-2011-14.txt | 2729 | salary packaging | will be determined as if the salary packaging arrangement had not occurred.
57.3.
any fringe benefits tax incurred by individual employees as a result of his or her salary
packaging arrangement will be met by the individual employee on a salary sacrifice basis.
57.4.
non-ongoing employees may access salary packaging of superannuation only.
58. salary on reduction
58.1.
an employee’s classification may be reduced at the employee’s request or if the secretary
directs.
58.2.
reduction by the secretary may occur in the following circumstances:
o
o
o
o
o
58.3.
as a sanction in the event of a breach of the aps code of conduct;
where the employee is excess to requirements at the higher classification; |
| Climate change-enterprise-agreement-2011-14.txt | 2738 | salary packaging | non-ongoing employees may access salary packaging of superannuation only.
58. salary on reduction
58.1.
an employee’s classification may be reduced at the employee’s request or if the secretary
directs.
58.2.
reduction by the secretary may occur in the following circumstances:
o
o
o
o
o
58.3.
as a sanction in the event of a breach of the aps code of conduct;
where the employee is excess to requirements at the higher classification;
where the employee lacks or has lost an essential qualification for performing duties
at the higher classification;
on the ground of non-performance or unsatisfactory performance of duties at the
higher classification; or
where the employee is unable to perform duties at the higher classification because
of physical or mental incapacity.
if an employee requests in writing or is directed to perform work at a lower classification
level temporarily or permanently, the secretary will determine the salary rate at the lower |
| Climate change-enterprise-agreement-2011-14.txt | 2796 | parental leave | for employees who take paid or unpaid parental leave (which includes maternity, adoption,
supporting partner, foster care and surrogacy leave),employer contributions (based on the
employer contribution amount in the full pay period prior to commencing leave) will be
made for a period equal to a maximum of 52 weeks, in accordance with the rules of the
relevant superannuation fund.
59.5.
employees may choose any complying superannuation fund that allow employee and/or
employer contributions to be paid through fortnightly electronic funds transfer using a file
generated by the department’s payroll system.
59.6.
the secretary may choose to limit superannuation choice to complying superannuation
funds that allow employee and/or employer contributions to be paid through fortnightly
funds transfer (eft).
38
department of climate change and energy efficiency – enterprise agreement 2011-14
part g – allowances
60. temporary reassignment of duties
60.1.
having regard to individual circumstances, the secretary may temporarily reassign an
employee to other duties, including duties at a higher or lower classification, providing such
duties are:
o |
| Climate change-enterprise-agreement-2011-14.txt | 2886 | salary advancement | the pay point attained through salary advancement in previous periods of trod at that
classification level will be at least maintained.
60.8.
trod allowance will be payable where an employee has performed duties at a higher level
after 10 working days (inclusive of public holidays). if the period extends beyond the 10
working days (inclusive of public holidays) trod allowance will be payable for the entire
period.
60.9.
an employee who is reassigned duties at a higher level in an ses or non ses position for a
period of five consecutive working days or more and the role requires the management of
other employees, will receive payment of trod allowance.
60.10. where the full duties of the position are not being undertaken by the employee, the
secretary may agree to payment at a point in a classification below that of the higher
position.
60.11. trod allowance does not form part of an employee’s base rate of pay and will only count for
superannuation purposes in accordance with superannuation legislation.
60.12. dccee recognises the importance of filling vacant positions on a permanent basis. where an
employee has performed the duties in an ongoing vacant position for a continuous period of
12 months or more, the relevant ses manager will endeavour to nominally fill the position as
soon as practicable.
60.13. an employee on trod allowance who is granted paid leave or who observes a public holiday
will continue to receive trod allowance, payable having regard to the provisions of this
section, during his or her absence. trod allowance will not be paid beyond the date on
which the employee would have ceased the period of temporary reassignment had he or she
not been absent. where the period of leave is paid at less than full pay, payment of trod |
| Climate change-enterprise-agreement-2011-14.txt | 2927 | flextime | lieu of flextime or toil.
61.3.
this allowance may also be paid to other staff who are required to work in the minister’s
office.
62. equipment allowance
62.1.
an employee who travels overseas is entitled to claim equipment allowance in accordance
with the department’s travel policy to cover the cost of equipment or clothing that is
necessary for the trip.
40
department of climate change and energy efficiency – enterprise agreement 2011-14
63. motor vehicle allowance
63.1.
the secretary may authorise an employee to use a private vehicle for official purposes if it
results in greater efficiency or less expense for dccee.
63.2.
the rate of allowance that will apply at the commencement of this agreement is $0.80 per
kilometre.
64. reimbursement for loss or damage
64.1. |
| Climate change-enterprise-agreement-2011-14.txt | 2937 | travel | an employee who travels overseas is entitled to claim equipment allowance in accordance
with the department’s travel policy to cover the cost of equipment or clothing that is
necessary for the trip.
40
department of climate change and energy efficiency – enterprise agreement 2011-14
63. motor vehicle allowance
63.1.
the secretary may authorise an employee to use a private vehicle for official purposes if it
results in greater efficiency or less expense for dccee.
63.2.
the rate of allowance that will apply at the commencement of this agreement is $0.80 per
kilometre.
64. reimbursement for loss or damage
64.1.
the secretary may approve reimbursement to an employee for loss or damage to clothing
and/or personal effects, which occurred in the course of the employee’s work.
65. first aid, fire warden, workplace contact and health and safety
representative allowance
65.1.
an employee who is appointed to one of the following roles will be eligible to receive
payment of an allowance: |
| Climate change-enterprise-agreement-2011-14.txt | 2938 | travel | with the department’s travel policy to cover the cost of equipment or clothing that is
necessary for the trip.
40
department of climate change and energy efficiency – enterprise agreement 2011-14
63. motor vehicle allowance
63.1.
the secretary may authorise an employee to use a private vehicle for official purposes if it
results in greater efficiency or less expense for dccee.
63.2.
the rate of allowance that will apply at the commencement of this agreement is $0.80 per
kilometre.
64. reimbursement for loss or damage
64.1.
the secretary may approve reimbursement to an employee for loss or damage to clothing
and/or personal effects, which occurred in the course of the employee’s work.
65. first aid, fire warden, workplace contact and health and safety
representative allowance
65.1.
an employee who is appointed to one of the following roles will be eligible to receive
payment of an allowance:
o |
| Climate change-enterprise-agreement-2011-14.txt | 2991 | bandwidth | available to be called out to perform extra duties outside their agreed bandwidth (noting the
default bandwidth is 7.00am – 7.00pm) each week the employee is directed to be restricted.
66.2.
the weekly restriction allowance will be $350 gross per week. payment of restriction
allowance will not be made to an employee who does not remain contactable or at the
required degree of readiness to perform the overtime.
66.3.
for any period of restriction less than one week in total, the employee will be paid 1/7 of the
allowance for each 24 hour period.
66.4.
a restricted employee who is required to perform overtime may be required to work at his
or her usual workplace or at another designated place, including their home; duties may
include provision of advice, the management of other employees, or work over the phone.
41
department of climate change and energy efficiency – enterprise agreement 2011-14
66.5.
where an employee restricted is required to perform overtime, but is not required to be
recalled to work, overtime payment will be made subject to a one hour minimum payment.
66.6.
|
| Climate change-enterprise-agreement-2011-14.txt | 2992 | bandwidth | default bandwidth is 7.00am – 7.00pm) each week the employee is directed to be restricted.
66.2.
the weekly restriction allowance will be $350 gross per week. payment of restriction
allowance will not be made to an employee who does not remain contactable or at the
required degree of readiness to perform the overtime.
66.3.
for any period of restriction less than one week in total, the employee will be paid 1/7 of the
allowance for each 24 hour period.
66.4.
a restricted employee who is required to perform overtime may be required to work at his
or her usual workplace or at another designated place, including their home; duties may
include provision of advice, the management of other employees, or work over the phone.
41
department of climate change and energy efficiency – enterprise agreement 2011-14
66.5.
where an employee restricted is required to perform overtime, but is not required to be
recalled to work, overtime payment will be made subject to a one hour minimum payment.
66.6.
where an employee restricted is recalled to duty at a place of work, overtime payment will |
| Climate change-enterprise-agreement-2011-14.txt | 2998 | overtime | required degree of readiness to perform the overtime.
66.3.
for any period of restriction less than one week in total, the employee will be paid 1/7 of the
allowance for each 24 hour period.
66.4.
a restricted employee who is required to perform overtime may be required to work at his
or her usual workplace or at another designated place, including their home; duties may
include provision of advice, the management of other employees, or work over the phone.
41
department of climate change and energy efficiency – enterprise agreement 2011-14
66.5.
where an employee restricted is required to perform overtime, but is not required to be
recalled to work, overtime payment will be made subject to a one hour minimum payment.
66.6.
where an employee restricted is recalled to duty at a place of work, overtime payment will
be made, subject to a two-hour minimum payment including reasonable travelling time.
66.7.
overtime will be paid in accordance with section 25 of this agreement.
|
| Climate change-enterprise-agreement-2011-14.txt | 3007 | overtime | a restricted employee who is required to perform overtime may be required to work at his
or her usual workplace or at another designated place, including their home; duties may
include provision of advice, the management of other employees, or work over the phone.
41
department of climate change and energy efficiency – enterprise agreement 2011-14
66.5.
where an employee restricted is required to perform overtime, but is not required to be
recalled to work, overtime payment will be made subject to a one hour minimum payment.
66.6.
where an employee restricted is recalled to duty at a place of work, overtime payment will
be made, subject to a two-hour minimum payment including reasonable travelling time.
66.7.
overtime will be paid in accordance with section 25 of this agreement.
67. overtime meal allowance
67.1.
if an employee, who is required to work overtime and:
o
o
o
o
|
| Climate change-enterprise-agreement-2011-14.txt | 3016 | overtime | where an employee restricted is required to perform overtime, but is not required to be
recalled to work, overtime payment will be made subject to a one hour minimum payment.
66.6.
where an employee restricted is recalled to duty at a place of work, overtime payment will
be made, subject to a two-hour minimum payment including reasonable travelling time.
66.7.
overtime will be paid in accordance with section 25 of this agreement.
67. overtime meal allowance
67.1.
if an employee, who is required to work overtime and:
o
o
o
o
a meal break is taken during overtime following completion of duty on a normal
working day; or
overtime is worked without a break up to the completion of, or after, a meal period;
or
a meal break is during overtime, before beginning duty on a normal working day; or
a meal break is taken during overtime on a day that duty would not ordinarily be
performed (e.g. weekends).
they will be paid a meal allowance of $25.00. for the purposes of this clause the meal |
| Climate change-enterprise-agreement-2011-14.txt | 3017 | overtime | recalled to work, overtime payment will be made subject to a one hour minimum payment.
66.6.
where an employee restricted is recalled to duty at a place of work, overtime payment will
be made, subject to a two-hour minimum payment including reasonable travelling time.
66.7.
overtime will be paid in accordance with section 25 of this agreement.
67. overtime meal allowance
67.1.
if an employee, who is required to work overtime and:
o
o
o
o
a meal break is taken during overtime following completion of duty on a normal
working day; or
overtime is worked without a break up to the completion of, or after, a meal period;
or
a meal break is during overtime, before beginning duty on a normal working day; or
a meal break is taken during overtime on a day that duty would not ordinarily be
performed (e.g. weekends).
they will be paid a meal allowance of $25.00. for the purposes of this clause the meal
periods are: |
| Climate change-enterprise-agreement-2011-14.txt | 3021 | overtime | where an employee restricted is recalled to duty at a place of work, overtime payment will
be made, subject to a two-hour minimum payment including reasonable travelling time.
66.7.
overtime will be paid in accordance with section 25 of this agreement.
67. overtime meal allowance
67.1.
if an employee, who is required to work overtime and:
o
o
o
o
a meal break is taken during overtime following completion of duty on a normal
working day; or
overtime is worked without a break up to the completion of, or after, a meal period;
or
a meal break is during overtime, before beginning duty on a normal working day; or
a meal break is taken during overtime on a day that duty would not ordinarily be
performed (e.g. weekends).
they will be paid a meal allowance of $25.00. for the purposes of this clause the meal
periods are:
6 am
12:30pm
7 pm
12 midnight |
| Climate change-enterprise-agreement-2011-14.txt | 3022 | travel | be made, subject to a two-hour minimum payment including reasonable travelling time.
66.7.
overtime will be paid in accordance with section 25 of this agreement.
67. overtime meal allowance
67.1.
if an employee, who is required to work overtime and:
o
o
o
o
a meal break is taken during overtime following completion of duty on a normal
working day; or
overtime is worked without a break up to the completion of, or after, a meal period;
or
a meal break is during overtime, before beginning duty on a normal working day; or
a meal break is taken during overtime on a day that duty would not ordinarily be
performed (e.g. weekends).
they will be paid a meal allowance of $25.00. for the purposes of this clause the meal
periods are:
6 am
12:30pm
7 pm
12 midnight
|
| Climate change-enterprise-agreement-2011-14.txt | 3026 | overtime | overtime will be paid in accordance with section 25 of this agreement.
67. overtime meal allowance
67.1.
if an employee, who is required to work overtime and:
o
o
o
o
a meal break is taken during overtime following completion of duty on a normal
working day; or
overtime is worked without a break up to the completion of, or after, a meal period;
or
a meal break is during overtime, before beginning duty on a normal working day; or
a meal break is taken during overtime on a day that duty would not ordinarily be
performed (e.g. weekends).
they will be paid a meal allowance of $25.00. for the purposes of this clause the meal
periods are:
6 am
12:30pm
7 pm
12 midnight
to
to
to
to |
| Climate change-enterprise-agreement-2011-14.txt | 3028 | overtime | 67. overtime meal allowance
67.1.
if an employee, who is required to work overtime and:
o
o
o
o
a meal break is taken during overtime following completion of duty on a normal
working day; or
overtime is worked without a break up to the completion of, or after, a meal period;
or
a meal break is during overtime, before beginning duty on a normal working day; or
a meal break is taken during overtime on a day that duty would not ordinarily be
performed (e.g. weekends).
they will be paid a meal allowance of $25.00. for the purposes of this clause the meal
periods are:
6 am
12:30pm
7 pm
12 midnight
to
to
to
to
7 am |
| Climate change-enterprise-agreement-2011-14.txt | 3031 | overtime | if an employee, who is required to work overtime and:
o
o
o
o
a meal break is taken during overtime following completion of duty on a normal
working day; or
overtime is worked without a break up to the completion of, or after, a meal period;
or
a meal break is during overtime, before beginning duty on a normal working day; or
a meal break is taken during overtime on a day that duty would not ordinarily be
performed (e.g. weekends).
they will be paid a meal allowance of $25.00. for the purposes of this clause the meal
periods are:
6 am
12:30pm
7 pm
12 midnight
to
to
to
to
7 am
1:30 pm
8 pm
1 am |
| Climate change-enterprise-agreement-2011-14.txt | 3037 | overtime | a meal break is taken during overtime following completion of duty on a normal
working day; or
overtime is worked without a break up to the completion of, or after, a meal period;
or
a meal break is during overtime, before beginning duty on a normal working day; or
a meal break is taken during overtime on a day that duty would not ordinarily be
performed (e.g. weekends).
they will be paid a meal allowance of $25.00. for the purposes of this clause the meal
periods are:
6 am
12:30pm
7 pm
12 midnight
to
to
to
to
7 am
1:30 pm
8 pm
1 am
68. professional membership/accreditation allowance
68.1.
the department recognises the need for some employees to be professionally accredited in
order to perform their role. in such cases the department will reimburse fees for |
| Climate change-enterprise-agreement-2011-14.txt | 3039 | overtime | overtime is worked without a break up to the completion of, or after, a meal period;
or
a meal break is during overtime, before beginning duty on a normal working day; or
a meal break is taken during overtime on a day that duty would not ordinarily be
performed (e.g. weekends).
they will be paid a meal allowance of $25.00. for the purposes of this clause the meal
periods are:
6 am
12:30pm
7 pm
12 midnight
to
to
to
to
7 am
1:30 pm
8 pm
1 am
68. professional membership/accreditation allowance
68.1.
the department recognises the need for some employees to be professionally accredited in
order to perform their role. in such cases the department will reimburse fees for
membership or accreditation of a professional association where it is deemed an essential
requirement for an employee to undertake their responsibilities, or as agreed by the |
| Climate change-enterprise-agreement-2011-14.txt | 3041 | overtime | a meal break is during overtime, before beginning duty on a normal working day; or
a meal break is taken during overtime on a day that duty would not ordinarily be
performed (e.g. weekends).
they will be paid a meal allowance of $25.00. for the purposes of this clause the meal
periods are:
6 am
12:30pm
7 pm
12 midnight
to
to
to
to
7 am
1:30 pm
8 pm
1 am
68. professional membership/accreditation allowance
68.1.
the department recognises the need for some employees to be professionally accredited in
order to perform their role. in such cases the department will reimburse fees for
membership or accreditation of a professional association where it is deemed an essential
requirement for an employee to undertake their responsibilities, or as agreed by the
secretary.
|
| Climate change-enterprise-agreement-2011-14.txt | 3042 | overtime | a meal break is taken during overtime on a day that duty would not ordinarily be
performed (e.g. weekends).
they will be paid a meal allowance of $25.00. for the purposes of this clause the meal
periods are:
6 am
12:30pm
7 pm
12 midnight
to
to
to
to
7 am
1:30 pm
8 pm
1 am
68. professional membership/accreditation allowance
68.1.
the department recognises the need for some employees to be professionally accredited in
order to perform their role. in such cases the department will reimburse fees for
membership or accreditation of a professional association where it is deemed an essential
requirement for an employee to undertake their responsibilities, or as agreed by the
secretary.
69. language proficiency allowance |
| Climate change-enterprise-agreement-2011-14.txt | 3123 | travel | 71. travel
71.1.
official travel is defined as short term travel (between 1 day and 3 months) to a locality away
from an employee’s headquarters undertaken whilst performing duties on behalf of the
department and which is approved by the secretary.
71.2.
the following principles apply to the undertaking of travel on official business:
o
o
o
o
o
71.3.
travel expenditure should always be cost effective, efficient, ethical and defensible;
in organising and approving travel for official business, delegates shall be flexible in
accommodating the needs of employees, taking into account personal
circumstances, including family responsibilities, safety, security and other relevant
factors that may affect an employees' ability to travel;
travel must be organised to ensure maximum value to the australian government;
travel should only be undertaken when it is the most effective way to achieve
departmental objectives, with video or teleconferencing to be investigated; and
the decision to travel should be made with consideration of the impact on the
environment and wherever possible alternative means of communication need to be
considered. |
| Climate change-enterprise-agreement-2011-14.txt | 3126 | travel | official travel is defined as short term travel (between 1 day and 3 months) to a locality away
from an employee’s headquarters undertaken whilst performing duties on behalf of the
department and which is approved by the secretary.
71.2.
the following principles apply to the undertaking of travel on official business:
o
o
o
o
o
71.3.
travel expenditure should always be cost effective, efficient, ethical and defensible;
in organising and approving travel for official business, delegates shall be flexible in
accommodating the needs of employees, taking into account personal
circumstances, including family responsibilities, safety, security and other relevant
factors that may affect an employees' ability to travel;
travel must be organised to ensure maximum value to the australian government;
travel should only be undertaken when it is the most effective way to achieve
departmental objectives, with video or teleconferencing to be investigated; and
the decision to travel should be made with consideration of the impact on the
environment and wherever possible alternative means of communication need to be
considered.
conditions, rates of allowances, payments and reimbursements for employees who are
posted overseas will be in accordance with the department’s long term overseas policy. |
| Climate change-enterprise-agreement-2011-14.txt | 3132 | travel | the following principles apply to the undertaking of travel on official business:
o
o
o
o
o
71.3.
travel expenditure should always be cost effective, efficient, ethical and defensible;
in organising and approving travel for official business, delegates shall be flexible in
accommodating the needs of employees, taking into account personal
circumstances, including family responsibilities, safety, security and other relevant
factors that may affect an employees' ability to travel;
travel must be organised to ensure maximum value to the australian government;
travel should only be undertaken when it is the most effective way to achieve
departmental objectives, with video or teleconferencing to be investigated; and
the decision to travel should be made with consideration of the impact on the
environment and wherever possible alternative means of communication need to be
considered.
conditions, rates of allowances, payments and reimbursements for employees who are
posted overseas will be in accordance with the department’s long term overseas policy.
conditions, rates of allowances, payments and reimbursements for employees who are
required to travel between 1 day and 3 months to a locality away from an employee’s
43
department of climate change and energy efficiency – enterprise agreement 2011-14
headquarters will be in accordance with the department’s official travel policy and |
| Climate change-enterprise-agreement-2011-14.txt | 3142 | travel | travel expenditure should always be cost effective, efficient, ethical and defensible;
in organising and approving travel for official business, delegates shall be flexible in
accommodating the needs of employees, taking into account personal
circumstances, including family responsibilities, safety, security and other relevant
factors that may affect an employees' ability to travel;
travel must be organised to ensure maximum value to the australian government;
travel should only be undertaken when it is the most effective way to achieve
departmental objectives, with video or teleconferencing to be investigated; and
the decision to travel should be made with consideration of the impact on the
environment and wherever possible alternative means of communication need to be
considered.
conditions, rates of allowances, payments and reimbursements for employees who are
posted overseas will be in accordance with the department’s long term overseas policy.
conditions, rates of allowances, payments and reimbursements for employees who are
required to travel between 1 day and 3 months to a locality away from an employee’s
43
department of climate change and energy efficiency – enterprise agreement 2011-14
headquarters will be in accordance with the department’s official travel policy and
guidelines.
71.4.
an employee undertaking official travel lasting at least 10 hours but not extending overnight
is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll
after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14 |
| Climate change-enterprise-agreement-2011-14.txt | 3143 | travel | in organising and approving travel for official business, delegates shall be flexible in
accommodating the needs of employees, taking into account personal
circumstances, including family responsibilities, safety, security and other relevant
factors that may affect an employees' ability to travel;
travel must be organised to ensure maximum value to the australian government;
travel should only be undertaken when it is the most effective way to achieve
departmental objectives, with video or teleconferencing to be investigated; and
the decision to travel should be made with consideration of the impact on the
environment and wherever possible alternative means of communication need to be
considered.
conditions, rates of allowances, payments and reimbursements for employees who are
posted overseas will be in accordance with the department’s long term overseas policy.
conditions, rates of allowances, payments and reimbursements for employees who are
required to travel between 1 day and 3 months to a locality away from an employee’s
43
department of climate change and energy efficiency – enterprise agreement 2011-14
headquarters will be in accordance with the department’s official travel policy and
guidelines.
71.4.
an employee undertaking official travel lasting at least 10 hours but not extending overnight
is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll
after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14
|
| Climate change-enterprise-agreement-2011-14.txt | 3146 | travel | factors that may affect an employees' ability to travel;
travel must be organised to ensure maximum value to the australian government;
travel should only be undertaken when it is the most effective way to achieve
departmental objectives, with video or teleconferencing to be investigated; and
the decision to travel should be made with consideration of the impact on the
environment and wherever possible alternative means of communication need to be
considered.
conditions, rates of allowances, payments and reimbursements for employees who are
posted overseas will be in accordance with the department’s long term overseas policy.
conditions, rates of allowances, payments and reimbursements for employees who are
required to travel between 1 day and 3 months to a locality away from an employee’s
43
department of climate change and energy efficiency – enterprise agreement 2011-14
headquarters will be in accordance with the department’s official travel policy and
guidelines.
71.4.
an employee undertaking official travel lasting at least 10 hours but not extending overnight
is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll
after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14
part h - termination of employment
72. grounds for termination of aps employees
72.1. |
| Climate change-enterprise-agreement-2011-14.txt | 3147 | travel | travel must be organised to ensure maximum value to the australian government;
travel should only be undertaken when it is the most effective way to achieve
departmental objectives, with video or teleconferencing to be investigated; and
the decision to travel should be made with consideration of the impact on the
environment and wherever possible alternative means of communication need to be
considered.
conditions, rates of allowances, payments and reimbursements for employees who are
posted overseas will be in accordance with the department’s long term overseas policy.
conditions, rates of allowances, payments and reimbursements for employees who are
required to travel between 1 day and 3 months to a locality away from an employee’s
43
department of climate change and energy efficiency – enterprise agreement 2011-14
headquarters will be in accordance with the department’s official travel policy and
guidelines.
71.4.
an employee undertaking official travel lasting at least 10 hours but not extending overnight
is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll
after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14
part h - termination of employment
72. grounds for termination of aps employees
72.1.
|
| Climate change-enterprise-agreement-2011-14.txt | 3148 | travel | travel should only be undertaken when it is the most effective way to achieve
departmental objectives, with video or teleconferencing to be investigated; and
the decision to travel should be made with consideration of the impact on the
environment and wherever possible alternative means of communication need to be
considered.
conditions, rates of allowances, payments and reimbursements for employees who are
posted overseas will be in accordance with the department’s long term overseas policy.
conditions, rates of allowances, payments and reimbursements for employees who are
required to travel between 1 day and 3 months to a locality away from an employee’s
43
department of climate change and energy efficiency – enterprise agreement 2011-14
headquarters will be in accordance with the department’s official travel policy and
guidelines.
71.4.
an employee undertaking official travel lasting at least 10 hours but not extending overnight
is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll
after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14
part h - termination of employment
72. grounds for termination of aps employees
72.1.
where an aps employee in the department is to have his or her employment terminated, |
| Climate change-enterprise-agreement-2011-14.txt | 3150 | travel | the decision to travel should be made with consideration of the impact on the
environment and wherever possible alternative means of communication need to be
considered.
conditions, rates of allowances, payments and reimbursements for employees who are
posted overseas will be in accordance with the department’s long term overseas policy.
conditions, rates of allowances, payments and reimbursements for employees who are
required to travel between 1 day and 3 months to a locality away from an employee’s
43
department of climate change and energy efficiency – enterprise agreement 2011-14
headquarters will be in accordance with the department’s official travel policy and
guidelines.
71.4.
an employee undertaking official travel lasting at least 10 hours but not extending overnight
is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll
after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14
part h - termination of employment
72. grounds for termination of aps employees
72.1.
where an aps employee in the department is to have his or her employment terminated,
the provisions of section 29 of the public service act 1999 shall be applicable.
|
| Climate change-enterprise-agreement-2011-14.txt | 3157 | travel | required to travel between 1 day and 3 months to a locality away from an employee’s
43
department of climate change and energy efficiency – enterprise agreement 2011-14
headquarters will be in accordance with the department’s official travel policy and
guidelines.
71.4.
an employee undertaking official travel lasting at least 10 hours but not extending overnight
is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll
after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14
part h - termination of employment
72. grounds for termination of aps employees
72.1.
where an aps employee in the department is to have his or her employment terminated,
the provisions of section 29 of the public service act 1999 shall be applicable.
73. procedures in this agreement
73.1.
where procedures outlined in this agreement may lead to termination of employment on
any of the allowable grounds under section 29 of the public service act 1999, those
procedures must be followed before an ongoing employee’s employment may be
terminated. |
| Climate change-enterprise-agreement-2011-14.txt | 3161 | travel | headquarters will be in accordance with the department’s official travel policy and
guidelines.
71.4.
an employee undertaking official travel lasting at least 10 hours but not extending overnight
is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll
after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14
part h - termination of employment
72. grounds for termination of aps employees
72.1.
where an aps employee in the department is to have his or her employment terminated,
the provisions of section 29 of the public service act 1999 shall be applicable.
73. procedures in this agreement
73.1.
where procedures outlined in this agreement may lead to termination of employment on
any of the allowable grounds under section 29 of the public service act 1999, those
procedures must be followed before an ongoing employee’s employment may be
terminated.
74. right of review
74.1.
|
| Climate change-enterprise-agreement-2011-14.txt | 3165 | travel | an employee undertaking official travel lasting at least 10 hours but not extending overnight
is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll
after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14
part h - termination of employment
72. grounds for termination of aps employees
72.1.
where an aps employee in the department is to have his or her employment terminated,
the provisions of section 29 of the public service act 1999 shall be applicable.
73. procedures in this agreement
73.1.
where procedures outlined in this agreement may lead to termination of employment on
any of the allowable grounds under section 29 of the public service act 1999, those
procedures must be followed before an ongoing employee’s employment may be
terminated.
74. right of review
74.1.
the sole and exhaustive rights and remedies in relation to termination of employment are
under:
o
o |
| Climate change-enterprise-agreement-2011-14.txt | 3166 | travel | is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll
after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14
part h - termination of employment
72. grounds for termination of aps employees
72.1.
where an aps employee in the department is to have his or her employment terminated,
the provisions of section 29 of the public service act 1999 shall be applicable.
73. procedures in this agreement
73.1.
where procedures outlined in this agreement may lead to termination of employment on
any of the allowable grounds under section 29 of the public service act 1999, those
procedures must be followed before an ongoing employee’s employment may be
terminated.
74. right of review
74.1.
the sole and exhaustive rights and remedies in relation to termination of employment are
under:
o
o
o |
| Climate change-enterprise-agreement-2011-14.txt | 3166 | travel allowance | is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll
after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14
part h - termination of employment
72. grounds for termination of aps employees
72.1.
where an aps employee in the department is to have his or her employment terminated,
the provisions of section 29 of the public service act 1999 shall be applicable.
73. procedures in this agreement
73.1.
where procedures outlined in this agreement may lead to termination of employment on
any of the allowable grounds under section 29 of the public service act 1999, those
procedures must be followed before an ongoing employee’s employment may be
terminated.
74. right of review
74.1.
the sole and exhaustive rights and remedies in relation to termination of employment are
under:
o
o
o |
| Climate change-enterprise-agreement-2011-14.txt | 3167 | travel | after travel is completed and is subject to taxation.
44
department of climate change and energy efficiency – enterprise agreement 2011-14
part h - termination of employment
72. grounds for termination of aps employees
72.1.
where an aps employee in the department is to have his or her employment terminated,
the provisions of section 29 of the public service act 1999 shall be applicable.
73. procedures in this agreement
73.1.
where procedures outlined in this agreement may lead to termination of employment on
any of the allowable grounds under section 29 of the public service act 1999, those
procedures must be followed before an ongoing employee’s employment may be
terminated.
74. right of review
74.1.
the sole and exhaustive rights and remedies in relation to termination of employment are
under:
o
o
o
|
| Climate change-enterprise-agreement-2011-14.txt | 3476 | long service leave | government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976;
service with the commonwealth (other than service with a joint commonwealthstate body corporate in which the commonwealth does not have a controlling
interest) which is recognised for long service leave purposes;
service with the australian defence forces;
aps service immediately preceding deemed resignation (as defined), if the service
has not previously been recognised for severance pay purposes; and
service in another organisation where an employee was transferred from the aps to
that organisation with a transfer of function or an employee engaged by that
organisation on work within a function is appointed as a result of the transfer of that
function to the aps and such service is recognised for long service leave purposes.
the break in service is less than 4 weeks and occurs where an offer of employment
with the new employer was made and accepted by the employee before ceasing
employment with the preceding employer; or
the earlier period of service was with the aps and ceased because the employee was
deemed to have resigned from the aps on marriage under the repealed section 49
of the public service act 1922.
any period of service which ceased by way of:
o
o
o
o
any of the grounds for termination specified in s.29 of the public service act 1999
(including any additional grounds prescribed in the ps regulations);
on a ground equivalent to any of these grounds;
through voluntary retirement at or above the minimum retiring age applicable to
the employee; |
| Climate change-enterprise-agreement-2011-14.txt | 3479 | long service leave | interest) which is recognised for long service leave purposes;
service with the australian defence forces;
aps service immediately preceding deemed resignation (as defined), if the service
has not previously been recognised for severance pay purposes; and
service in another organisation where an employee was transferred from the aps to
that organisation with a transfer of function or an employee engaged by that
organisation on work within a function is appointed as a result of the transfer of that
function to the aps and such service is recognised for long service leave purposes.
the break in service is less than 4 weeks and occurs where an offer of employment
with the new employer was made and accepted by the employee before ceasing
employment with the preceding employer; or
the earlier period of service was with the aps and ceased because the employee was
deemed to have resigned from the aps on marriage under the repealed section 49
of the public service act 1922.
any period of service which ceased by way of:
o
o
o
o
any of the grounds for termination specified in s.29 of the public service act 1999
(including any additional grounds prescribed in the ps regulations);
on a ground equivalent to any of these grounds;
through voluntary retirement at or above the minimum retiring age applicable to
the employee;
with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit;
49
|
| Climate change-enterprise-agreement-2011-14.txt | 3486 | long service leave | function to the aps and such service is recognised for long service leave purposes.
the break in service is less than 4 weeks and occurs where an offer of employment
with the new employer was made and accepted by the employee before ceasing
employment with the preceding employer; or
the earlier period of service was with the aps and ceased because the employee was
deemed to have resigned from the aps on marriage under the repealed section 49
of the public service act 1922.
any period of service which ceased by way of:
o
o
o
o
any of the grounds for termination specified in s.29 of the public service act 1999
(including any additional grounds prescribed in the ps regulations);
on a ground equivalent to any of these grounds;
through voluntary retirement at or above the minimum retiring age applicable to
the employee;
with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit;
49
department of climate change and energy efficiency – enterprise agreement 2011-14
will not count as service for redundancy pay purposes.
84.7.
absences from work, which do not count as service for any purpose, will not count as service
for redundancy pay purposes.
|
| Climate change-enterprise-agreement-2011-14.txt | 3557 | travel | may, on request, provide assistance in meeting reasonable travel costs and
incidental expenses incurred in seeking alternative employment where these are not
met by the prospective employer;
where an excess employee is required to move the employee’s household to a new
locality the agency head may approve reasonable expenses where these expenses
are not met by the prospective employer;
may, after giving 4 weeks’ notice to the employee, reduce the employee’s
classification as a means of securing alternative employment. if this occurs prior to
the end of the retention period, the employee will continue to be paid at their
previous level for the balance of the retention period.
the retention period will not be extended by any periods of paid or unpaid leave. the
secretary may consider extending a retention period where medical evidence indicates the
employee is substantially incapacitated and are considered to be unfit for work by a medical
practitioner nominated by the department. it would only be in exceptional circumstances
that the retention period would be extended beyond an additional 2 months.
50
department of climate change and energy efficiency – enterprise agreement 2011-14
86. retention period – early termination
86.1.
where the secretary is satisfied that there is insufficient productive work available for the
employee within the department during the remainder of the retention period and that
there is no reasonable redeployment prospects in the aps, the secretary, with the
agreement of the employee terminate the employee’s employment under s.29 of the public
service act 1999 ; and upon termination, the employee will be paid a lump sum comprising:
o |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 258 | long service leave | long service leave;
ii)
maternity leave;
1
1.5
superannuation;
iv)
work health and safety;
v)
safety, rehabilitation and compensation; and
vi)
review of actions.
delegation
a)
1.6
iii)
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 262 | maternity leave | maternity leave;
1
1.5
superannuation;
iv)
work health and safety;
v)
safety, rehabilitation and compensation; and
vi)
review of actions.
delegation
a)
1.6
iii)
the inspector-general may delegate to or authorise a person to perform any of the
inspector-general’s powers or functions under this agreement.
individual flexibility arrangement |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 310 | overtime | overtime rates;
3)
penalty rates;
4)
allowances;
5)
leave and leave loading;
6)
remuneration; and
ii)
the ifa meets the genuine needs of the inspector-general of taxation and the
employee in relation to one or more of the matters mentioned in clause 1.6(a)(i);
and
iii)
the ifa is genuinely agreed to by the inspector-general and the employee.
the inspector-general must ensure that the terms of the ifa:
i) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 539 | bandwidth | an employee’s normal hours are those hours and times, within the bandwidth, that the
employee works on a regular basis.
2.2.2 full-time employees
a)
the ordinary hours of work for a full-time employee are 38 hours per week, which
translates to a standard day of 7 hours and 36 minutes from monday to friday, within a
bandwidth from 7 am to 7 pm.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
b)
using flexible working hours, employees are not expected to work more than 10 hours
in any given day. overtime (or, where agreed, time off in lieu of overtime for those
who are entitled to overtime) will be paid for hours required by the manager to be
worked outside the bandwidth or for work in excess of 10 hours on any one day, in
accordance with clause 2.4.1.
c)
for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and
1.30 pm to 5.06 pm.
d)
for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning on
the day this agreement comes into operation. |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 547 | bandwidth | bandwidth from 7 am to 7 pm.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
b)
using flexible working hours, employees are not expected to work more than 10 hours
in any given day. overtime (or, where agreed, time off in lieu of overtime for those
who are entitled to overtime) will be paid for hours required by the manager to be
worked outside the bandwidth or for work in excess of 10 hours on any one day, in
accordance with clause 2.4.1.
c)
for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and
1.30 pm to 5.06 pm.
d)
for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning on
the day this agreement comes into operation.
2.2.3 part-time employees
a)
any employee who has an agreement with their manager to work fewer hours than the
standard week of 38 hours is a part-time employee.
b) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 548 | bandwidth | note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
b)
using flexible working hours, employees are not expected to work more than 10 hours
in any given day. overtime (or, where agreed, time off in lieu of overtime for those
who are entitled to overtime) will be paid for hours required by the manager to be
worked outside the bandwidth or for work in excess of 10 hours on any one day, in
accordance with clause 2.4.1.
c)
for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and
1.30 pm to 5.06 pm.
d)
for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning on
the day this agreement comes into operation.
2.2.3 part-time employees
a)
any employee who has an agreement with their manager to work fewer hours than the
standard week of 38 hours is a part-time employee.
b)
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 553 | overtime | in any given day. overtime (or, where agreed, time off in lieu of overtime for those
who are entitled to overtime) will be paid for hours required by the manager to be
worked outside the bandwidth or for work in excess of 10 hours on any one day, in
accordance with clause 2.4.1.
c)
for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and
1.30 pm to 5.06 pm.
d)
for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning on
the day this agreement comes into operation.
2.2.3 part-time employees
a)
any employee who has an agreement with their manager to work fewer hours than the
standard week of 38 hours is a part-time employee.
b)
managers will facilitate requests from full-time employees for part-time work
arrangements, subject to the inspector-general of taxation’s operational requirements.
5
all employees returning from parental, adoption or permanent foster care leave will |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 554 | overtime | who are entitled to overtime) will be paid for hours required by the manager to be
worked outside the bandwidth or for work in excess of 10 hours on any one day, in
accordance with clause 2.4.1.
c)
for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and
1.30 pm to 5.06 pm.
d)
for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning on
the day this agreement comes into operation.
2.2.3 part-time employees
a)
any employee who has an agreement with their manager to work fewer hours than the
standard week of 38 hours is a part-time employee.
b)
managers will facilitate requests from full-time employees for part-time work
arrangements, subject to the inspector-general of taxation’s operational requirements.
5
all employees returning from parental, adoption or permanent foster care leave will
have access to part-time work, where the inspector-general of taxation’s operational |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 555 | bandwidth | worked outside the bandwidth or for work in excess of 10 hours on any one day, in
accordance with clause 2.4.1.
c)
for this agreement, a standard day for the purposes of leave, attendance (including
flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and
1.30 pm to 5.06 pm.
d)
for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning on
the day this agreement comes into operation.
2.2.3 part-time employees
a)
any employee who has an agreement with their manager to work fewer hours than the
standard week of 38 hours is a part-time employee.
b)
managers will facilitate requests from full-time employees for part-time work
arrangements, subject to the inspector-general of taxation’s operational requirements.
5
all employees returning from parental, adoption or permanent foster care leave will
have access to part-time work, where the inspector-general of taxation’s operational
requirements permit, at least up until the child has reached school age. a manager must |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 561 | flextime | flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and
1.30 pm to 5.06 pm.
d)
for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the
parties agree that the averaging periods will be successive 26 week periods beginning on
the day this agreement comes into operation.
2.2.3 part-time employees
a)
any employee who has an agreement with their manager to work fewer hours than the
standard week of 38 hours is a part-time employee.
b)
managers will facilitate requests from full-time employees for part-time work
arrangements, subject to the inspector-general of taxation’s operational requirements.
5
all employees returning from parental, adoption or permanent foster care leave will
have access to part-time work, where the inspector-general of taxation’s operational
requirements permit, at least up until the child has reached school age. a manager must
provide a written response to the request for part-time work arrangements stating
whether the request has been granted or refused.
c)
the terms and conditions of employment of a part-time employee shall be, unless
otherwise provided for in this agreement, those of full-time employees but reduced on |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 601 | bandwidth | agreed part-time hours will be within the 7 am to 7 pm bandwidth.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
f)
no full-time employee will be compelled to change to part-time arrangements.
2.2.4 variation of hours
a)
the 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having
regard to operational requirements, provided the length of the bandwidth period
remains a minimum of 12 continuous hours.
b)
the bandwidth as varied will be taken to be the bandwidth for that employee for all
purposes under this agreement (including for the purposes of determining an
employee’s eligibility to receive overtime payments).
2.2.5 regular breaks
a)
2.3
an employee should not work more than five hours without a break of at least
30 minutes. managers and employees have joint responsibility in this regard.
flextime
a) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 602 | bandwidth | note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
f)
no full-time employee will be compelled to change to part-time arrangements.
2.2.4 variation of hours
a)
the 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having
regard to operational requirements, provided the length of the bandwidth period
remains a minimum of 12 continuous hours.
b)
the bandwidth as varied will be taken to be the bandwidth for that employee for all
purposes under this agreement (including for the purposes of determining an
employee’s eligibility to receive overtime payments).
2.2.5 regular breaks
a)
2.3
an employee should not work more than five hours without a break of at least
30 minutes. managers and employees have joint responsibility in this regard.
flextime
a)
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 611 | bandwidth | the 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having
regard to operational requirements, provided the length of the bandwidth period
remains a minimum of 12 continuous hours.
b)
the bandwidth as varied will be taken to be the bandwidth for that employee for all
purposes under this agreement (including for the purposes of determining an
employee’s eligibility to receive overtime payments).
2.2.5 regular breaks
a)
2.3
an employee should not work more than five hours without a break of at least
30 minutes. managers and employees have joint responsibility in this regard.
flextime
a)
employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b)
flextime arrangements include the following features:
i)
an employee may carry over a maximum of 38 hours as a flex credit or up to 10 |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 612 | bandwidth | regard to operational requirements, provided the length of the bandwidth period
remains a minimum of 12 continuous hours.
b)
the bandwidth as varied will be taken to be the bandwidth for that employee for all
purposes under this agreement (including for the purposes of determining an
employee’s eligibility to receive overtime payments).
2.2.5 regular breaks
a)
2.3
an employee should not work more than five hours without a break of at least
30 minutes. managers and employees have joint responsibility in this regard.
flextime
a)
employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b)
flextime arrangements include the following features:
i)
an employee may carry over a maximum of 38 hours as a flex credit or up to 10
hours as a flex debit into the next settlement period. |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 617 | bandwidth | the bandwidth as varied will be taken to be the bandwidth for that employee for all
purposes under this agreement (including for the purposes of determining an
employee’s eligibility to receive overtime payments).
2.2.5 regular breaks
a)
2.3
an employee should not work more than five hours without a break of at least
30 minutes. managers and employees have joint responsibility in this regard.
flextime
a)
employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b)
flextime arrangements include the following features:
i)
an employee may carry over a maximum of 38 hours as a flex credit or up to 10
hours as a flex debit into the next settlement period.
ii)
a settlement period is a four week period.
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 619 | overtime | employee’s eligibility to receive overtime payments).
2.2.5 regular breaks
a)
2.3
an employee should not work more than five hours without a break of at least
30 minutes. managers and employees have joint responsibility in this regard.
flextime
a)
employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b)
flextime arrangements include the following features:
i)
an employee may carry over a maximum of 38 hours as a flex credit or up to 10
hours as a flex debit into the next settlement period.
ii)
a settlement period is a four week period.
iii)
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 629 | flextime | flextime
a)
employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b)
flextime arrangements include the following features:
i)
an employee may carry over a maximum of 38 hours as a flex credit or up to 10
hours as a flex debit into the next settlement period.
ii)
a settlement period is a four week period.
iii)
an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
6
2.4
overtime and time off in lieu
2.4.1 aps level employees: overtime and time off in lieu
a) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 632 | flextime | employees at or below the aps 6 level are entitled to access flextime. further
information can be found in the policy relating to flextime.
b)
flextime arrangements include the following features:
i)
an employee may carry over a maximum of 38 hours as a flex credit or up to 10
hours as a flex debit into the next settlement period.
ii)
a settlement period is a four week period.
iii)
an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
6
2.4
overtime and time off in lieu
2.4.1 aps level employees: overtime and time off in lieu
a)
overtime is payable to employees at or below aps 6 level.
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 633 | flextime | information can be found in the policy relating to flextime.
b)
flextime arrangements include the following features:
i)
an employee may carry over a maximum of 38 hours as a flex credit or up to 10
hours as a flex debit into the next settlement period.
ii)
a settlement period is a four week period.
iii)
an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
6
2.4
overtime and time off in lieu
2.4.1 aps level employees: overtime and time off in lieu
a)
overtime is payable to employees at or below aps 6 level.
b) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 637 | flextime | flextime arrangements include the following features:
i)
an employee may carry over a maximum of 38 hours as a flex credit or up to 10
hours as a flex debit into the next settlement period.
ii)
a settlement period is a four week period.
iii)
an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
6
2.4
overtime and time off in lieu
2.4.1 aps level employees: overtime and time off in lieu
a)
overtime is payable to employees at or below aps 6 level.
b)
overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager. |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 649 | flextime | an employee may take up to five days as flextime in any one settlement period,
subject to operational requirements.
6
2.4
overtime and time off in lieu
2.4.1 aps level employees: overtime and time off in lieu
a)
overtime is payable to employees at or below aps 6 level.
b)
overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c)
for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d)
for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates: |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 655 | overtime | overtime and time off in lieu
2.4.1 aps level employees: overtime and time off in lieu
a)
overtime is payable to employees at or below aps 6 level.
b)
overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c)
for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d)
for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i)
overtime worked monday to saturday will be paid at the rate of time and a quarter
for the first three hours each day and time and a half thereafter.
ii) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 657 | overtime | 2.4.1 aps level employees: overtime and time off in lieu
a)
overtime is payable to employees at or below aps 6 level.
b)
overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c)
for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d)
for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i)
overtime worked monday to saturday will be paid at the rate of time and a quarter
for the first three hours each day and time and a half thereafter.
ii)
overtime worked on sunday will be paid at the rate of time and a half. emergency |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 660 | overtime | overtime is payable to employees at or below aps 6 level.
b)
overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c)
for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d)
for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i)
overtime worked monday to saturday will be paid at the rate of time and a quarter
for the first three hours each day and time and a half thereafter.
ii)
overtime worked on sunday will be paid at the rate of time and a half. emergency
duty, where no notice is given to the employee prior to ceasing ordinary duty, will
also be paid at the rate of time and a half.
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 664 | overtime | overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for
hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c)
for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d)
for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i)
overtime worked monday to saturday will be paid at the rate of time and a quarter
for the first three hours each day and time and a half thereafter.
ii)
overtime worked on sunday will be paid at the rate of time and a half. emergency
duty, where no notice is given to the employee prior to ceasing ordinary duty, will
also be paid at the rate of time and a half.
iii)
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 665 | bandwidth | hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
approval of an employee’s manager.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c)
for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d)
for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i)
overtime worked monday to saturday will be paid at the rate of time and a quarter
for the first three hours each day and time and a half thereafter.
ii)
overtime worked on sunday will be paid at the rate of time and a half. emergency
duty, where no notice is given to the employee prior to ceasing ordinary duty, will
also be paid at the rate of time and a half.
iii)
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 667 | bandwidth | note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
c)
for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d)
for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i)
overtime worked monday to saturday will be paid at the rate of time and a quarter
for the first three hours each day and time and a half thereafter.
ii)
overtime worked on sunday will be paid at the rate of time and a half. emergency
duty, where no notice is given to the employee prior to ceasing ordinary duty, will
also be paid at the rate of time and a half.
iii)
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 671 | overtime | for part-time employees at these levels, overtime is work performed at the direction of
a manager which is not continuous with the employee’s agreed or specified hours or is
beyond the total hours of work specified for the employee.
d)
for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i)
overtime worked monday to saturday will be paid at the rate of time and a quarter
for the first three hours each day and time and a half thereafter.
ii)
overtime worked on sunday will be paid at the rate of time and a half. emergency
duty, where no notice is given to the employee prior to ceasing ordinary duty, will
also be paid at the rate of time and a half.
iii)
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e)
where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 677 | overtime | for an employee eligible to receive overtime payments, overtime hours worked will be
paid at the following penalty rates:
i)
overtime worked monday to saturday will be paid at the rate of time and a quarter
for the first three hours each day and time and a half thereafter.
ii)
overtime worked on sunday will be paid at the rate of time and a half. emergency
duty, where no notice is given to the employee prior to ceasing ordinary duty, will
also be paid at the rate of time and a half.
iii)
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e)
where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of two
hours.
f)
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 681 | overtime | overtime worked monday to saturday will be paid at the rate of time and a quarter
for the first three hours each day and time and a half thereafter.
ii)
overtime worked on sunday will be paid at the rate of time and a half. emergency
duty, where no notice is given to the employee prior to ceasing ordinary duty, will
also be paid at the rate of time and a half.
iii)
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e)
where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of two
hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period. |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 686 | overtime | overtime worked on sunday will be paid at the rate of time and a half. emergency
duty, where no notice is given to the employee prior to ceasing ordinary duty, will
also be paid at the rate of time and a half.
iii)
overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e)
where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of two
hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g)
clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 692 | overtime | overtime worked on a public holiday will be paid at the rate of double time. duty
on a public holiday, not in excess of the prescribed weekly hours (that is duty
during prescribed standard hours) will be payable at ordinary time in addition to
payment for the holiday.
e)
where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of two
hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g)
clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h)
where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 699 | overtime | where overtime is continuous with ordinary duty, overtime payments will be made for
hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of two
hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g)
clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h)
where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
i)
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 700 | overtime | hours actually worked (that is, there will be no minimum period for which overtime will
be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of two
hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g)
clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h)
where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
i)
where agreed with managers, employees may take time off in lieu of overtime at the |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 701 | overtime | be paid). where overtime is not continuous, or where overtime constitutes emergency
duty, payment for each separate overtime attendance will be for a minimum of two
hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g)
clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h)
where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1. |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 702 | overtime | duty, payment for each separate overtime attendance will be for a minimum of two
hours.
f)
where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g)
clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h)
where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 707 | bandwidth | where an employee is directed to work outside the bandwidth by their manager, the
employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g)
clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h)
where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 708 | travel | employee will be entitled to an eight hour break plus reasonable travelling time before
commencing work again. if the break occurs during standard working hours, then the
employee will receive their normal salary during that period.
g)
clause 2.4.1(f) does not apply to an employee who is directed to work outside the
bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h)
where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original
entitlement. |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 715 | bandwidth | bandwidth for a period of two hours or less and the period of work commences no
earlier than two hours before the beginning of the bandwidth.
h)
where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original
entitlement.
2.4.2 executive level employees: flexible hours and time off in lieu
a)
2.5
employees above the overtime barrier (executive level 1 and 2) are able to work |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 716 | bandwidth | earlier than two hours before the beginning of the bandwidth.
h)
where a break as described in clause 2.4.1(f) is not possible due to operational
requirements as approved by the employee’s manager, the employee will be paid for
subsequent periods of work at the rate of time and a half of the employee’s salary until
the employee has taken an eight hour break.
7
i)
where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original
entitlement.
2.4.2 executive level employees: flexible hours and time off in lieu
a)
2.5
employees above the overtime barrier (executive level 1 and 2) are able to work
flexible hours, under the inspector-general of taxation’s time off in lieu (toil) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 729 | overtime | where agreed with managers, employees may take time off in lieu of overtime at the
appropriate penalty rate specified in clause 2.4.1.
j)
where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original
entitlement.
2.4.2 executive level employees: flexible hours and time off in lieu
a)
2.5
employees above the overtime barrier (executive level 1 and 2) are able to work
flexible hours, under the inspector-general of taxation’s time off in lieu (toil)
system. this means that variations in attendance times and absences, including for partday or full-day absences may be agreed with managers without the need for a leave
application. further information on toil can be found in the toil guidelines.
public holidays
a)
employees will be entitled to the following public holidays:
i)
new year's day (1 january);
ii)
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 734 | overtime | where time off in lieu of payment of overtime has been agreed, but the employee has
not been granted that time off within four weeks or another agreed period due to
operational requirements, the employee may elect to receive payment of the original
entitlement.
2.4.2 executive level employees: flexible hours and time off in lieu
a)
2.5
employees above the overtime barrier (executive level 1 and 2) are able to work
flexible hours, under the inspector-general of taxation’s time off in lieu (toil)
system. this means that variations in attendance times and absences, including for partday or full-day absences may be agreed with managers without the need for a leave
application. further information on toil can be found in the toil guidelines.
public holidays
a)
employees will be entitled to the following public holidays:
i)
new year's day (1 january);
ii)
australia day (26 january);
iii)
good friday; |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 744 | overtime | employees above the overtime barrier (executive level 1 and 2) are able to work
flexible hours, under the inspector-general of taxation’s time off in lieu (toil)
system. this means that variations in attendance times and absences, including for partday or full-day absences may be agreed with managers without the need for a leave
application. further information on toil can be found in the toil guidelines.
public holidays
a)
employees will be entitled to the following public holidays:
i)
new year's day (1 january);
ii)
australia day (26 january);
iii)
good friday;
iv)
easter monday
v)
anzac day (25 april);
vi) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 815 | maternity leave | leave, maternity leave and primary carer leave or adoption and permanent foster care
leave there is no entitlement to receive payment as a public holiday. payment for that
day would be in accordance with the entitlement for that form of leave (for example if
on long service leave half pay, payment is on half pay).
christmas closedown
a)
the inspector-general of taxation will close its normal operations from the close of
business on the last working day before christmas day, with business resuming on the
first working day after new year’s day (christmas closedown).
b)
employees will be provided with time off between christmas day and new year’s day
and will be paid in accordance with their ordinary hours of work. where an employee is
absent on long service leave, maternity leave and primary carer leave, or adoption and
permanent foster care leave, payment for christmas closedown will be in accordance
with the entitlement for that form of leave (for example if on long service leave at half
pay, payment is at half pay).
c)
with the exception of long service leave, maternity leave and primary carer leave, or
adoption and permanent foster care leave, there will be no deduction from paid leave
credits for the christmas closedown.
d)
if an employee is directed to work on any of the working days during christmas |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 818 | long service leave | on long service leave half pay, payment is on half pay).
christmas closedown
a)
the inspector-general of taxation will close its normal operations from the close of
business on the last working day before christmas day, with business resuming on the
first working day after new year’s day (christmas closedown).
b)
employees will be provided with time off between christmas day and new year’s day
and will be paid in accordance with their ordinary hours of work. where an employee is
absent on long service leave, maternity leave and primary carer leave, or adoption and
permanent foster care leave, payment for christmas closedown will be in accordance
with the entitlement for that form of leave (for example if on long service leave at half
pay, payment is at half pay).
c)
with the exception of long service leave, maternity leave and primary carer leave, or
adoption and permanent foster care leave, there will be no deduction from paid leave
credits for the christmas closedown.
d)
if an employee is directed to work on any of the working days during christmas
closedown, then the employee may elect to have their credit of annual leave increased
by the equivalent period, or to receive the equivalent period as time off in lieu. in
addition, employees who are directed to work on the first work day after the boxing |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 831 | maternity leave | absent on long service leave, maternity leave and primary carer leave, or adoption and
permanent foster care leave, payment for christmas closedown will be in accordance
with the entitlement for that form of leave (for example if on long service leave at half
pay, payment is at half pay).
c)
with the exception of long service leave, maternity leave and primary carer leave, or
adoption and permanent foster care leave, there will be no deduction from paid leave
credits for the christmas closedown.
d)
if an employee is directed to work on any of the working days during christmas
closedown, then the employee may elect to have their credit of annual leave increased
by the equivalent period, or to receive the equivalent period as time off in lieu. in
addition, employees who are directed to work on the first work day after the boxing
day public holiday will be paid as if it were a public holiday.
e)
a part-time employee as defined in clause 2.2.3 who would not usually work one or
more of the working days between christmas day and new year’s day will be granted
a period of absence equal to 20 per cent of their weekly part-time hours for each of the
days on which they would not usually work.
f)
an absence under this clause 2.6 will count as service for all purposes.
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 831 | long service leave | absent on long service leave, maternity leave and primary carer leave, or adoption and
permanent foster care leave, payment for christmas closedown will be in accordance
with the entitlement for that form of leave (for example if on long service leave at half
pay, payment is at half pay).
c)
with the exception of long service leave, maternity leave and primary carer leave, or
adoption and permanent foster care leave, there will be no deduction from paid leave
credits for the christmas closedown.
d)
if an employee is directed to work on any of the working days during christmas
closedown, then the employee may elect to have their credit of annual leave increased
by the equivalent period, or to receive the equivalent period as time off in lieu. in
addition, employees who are directed to work on the first work day after the boxing
day public holiday will be paid as if it were a public holiday.
e)
a part-time employee as defined in clause 2.2.3 who would not usually work one or
more of the working days between christmas day and new year’s day will be granted
a period of absence equal to 20 per cent of their weekly part-time hours for each of the
days on which they would not usually work.
f)
an absence under this clause 2.6 will count as service for all purposes.
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 833 | long service leave | with the entitlement for that form of leave (for example if on long service leave at half
pay, payment is at half pay).
c)
with the exception of long service leave, maternity leave and primary carer leave, or
adoption and permanent foster care leave, there will be no deduction from paid leave
credits for the christmas closedown.
d)
if an employee is directed to work on any of the working days during christmas
closedown, then the employee may elect to have their credit of annual leave increased
by the equivalent period, or to receive the equivalent period as time off in lieu. in
addition, employees who are directed to work on the first work day after the boxing
day public holiday will be paid as if it were a public holiday.
e)
a part-time employee as defined in clause 2.2.3 who would not usually work one or
more of the working days between christmas day and new year’s day will be granted
a period of absence equal to 20 per cent of their weekly part-time hours for each of the
days on which they would not usually work.
f)
an absence under this clause 2.6 will count as service for all purposes.
9
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 838 | maternity leave | with the exception of long service leave, maternity leave and primary carer leave, or
adoption and permanent foster care leave, there will be no deduction from paid leave
credits for the christmas closedown.
d)
if an employee is directed to work on any of the working days during christmas
closedown, then the employee may elect to have their credit of annual leave increased
by the equivalent period, or to receive the equivalent period as time off in lieu. in
addition, employees who are directed to work on the first work day after the boxing
day public holiday will be paid as if it were a public holiday.
e)
a part-time employee as defined in clause 2.2.3 who would not usually work one or
more of the working days between christmas day and new year’s day will be granted
a period of absence equal to 20 per cent of their weekly part-time hours for each of the
days on which they would not usually work.
f)
an absence under this clause 2.6 will count as service for all purposes.
9
part 3 — leave entitlements
3.1
3.2
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 838 | long service leave | with the exception of long service leave, maternity leave and primary carer leave, or
adoption and permanent foster care leave, there will be no deduction from paid leave
credits for the christmas closedown.
d)
if an employee is directed to work on any of the working days during christmas
closedown, then the employee may elect to have their credit of annual leave increased
by the equivalent period, or to receive the equivalent period as time off in lieu. in
addition, employees who are directed to work on the first work day after the boxing
day public holiday will be paid as if it were a public holiday.
e)
a part-time employee as defined in clause 2.2.3 who would not usually work one or
more of the working days between christmas day and new year’s day will be granted
a period of absence equal to 20 per cent of their weekly part-time hours for each of the
days on which they would not usually work.
f)
an absence under this clause 2.6 will count as service for all purposes.
9
part 3 — leave entitlements
3.1
3.2
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1062 | parental leave | parental leave
a)
an employee is entitled to maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973.
b)
an employee may elect to spread the payment for leave granted under clause 3.8(a) over
a maximum period of 24 weeks at a rate no less than half pay. any such period of leave
in excess of 12 weeks will not count as service for any purpose.
c)
an employee, other than a casual, who has at least 12 continuous months of aps
service and who is the primary carer of a child may take four weeks’ paid leave within 12
months of the birth of that child, which:
i)
must be taken as a continuous block;
12
3.9
ii)
is only available to employees who are the primary carer of their own child or
their partner’s child;
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1065 | maternity leave | an employee is entitled to maternity leave in accordance with the maternity leave
(commonwealth employees) act 1973.
b)
an employee may elect to spread the payment for leave granted under clause 3.8(a) over
a maximum period of 24 weeks at a rate no less than half pay. any such period of leave
in excess of 12 weeks will not count as service for any purpose.
c)
an employee, other than a casual, who has at least 12 continuous months of aps
service and who is the primary carer of a child may take four weeks’ paid leave within 12
months of the birth of that child, which:
i)
must be taken as a continuous block;
12
3.9
ii)
is only available to employees who are the primary carer of their own child or
their partner’s child;
iii)
for primary carers who are the birth mother, is in addition to the entitlement |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1208 | long service leave | long service leave
a)
an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
b)
the minimum period during which long service leave can be taken is seven calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
defence reservists leave
a)
an employee may be granted leave by their manager (with or without pay) to enable the
employee to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
note: the entitlement to leave for reserve service is prescribed under the defence reserve service
(protection act 2001).
b)
an employee is entitled to adf reserve leave with pay, for up to four weeks during
each financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required.
i)
a further two weeks’ paid leave may be granted to facilitate participation in
additional adf reserve training, including induction requirements. this two |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1211 | long service leave | an employee is eligible for long service leave in accordance with the long service leave
(commonwealth employees) act 1976.
b)
the minimum period during which long service leave can be taken is seven calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
defence reservists leave
a)
an employee may be granted leave by their manager (with or without pay) to enable the
employee to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
note: the entitlement to leave for reserve service is prescribed under the defence reserve service
(protection act 2001).
b)
an employee is entitled to adf reserve leave with pay, for up to four weeks during
each financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required.
i)
a further two weeks’ paid leave may be granted to facilitate participation in
additional adf reserve training, including induction requirements. this two
week period of paid leave may be accessed during an employee’s first two years of
14 |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1216 | long service leave | the minimum period during which long service leave can be taken is seven calendar
days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
defence reservists leave
a)
an employee may be granted leave by their manager (with or without pay) to enable the
employee to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
note: the entitlement to leave for reserve service is prescribed under the defence reserve service
(protection act 2001).
b)
an employee is entitled to adf reserve leave with pay, for up to four weeks during
each financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required.
i)
a further two weeks’ paid leave may be granted to facilitate participation in
additional adf reserve training, including induction requirements. this two
week period of paid leave may be accessed during an employee’s first two years of
14
adf reserve service. no employee can access more then two weeks’ paid leave
under this clause.
3.13 |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1217 | long service leave | days at full pay (or 14 calendar days at half pay). long service leave cannot be broken
with other periods of leave, except as otherwise provided by legislation.
defence reservists leave
a)
an employee may be granted leave by their manager (with or without pay) to enable the
employee to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
note: the entitlement to leave for reserve service is prescribed under the defence reserve service
(protection act 2001).
b)
an employee is entitled to adf reserve leave with pay, for up to four weeks during
each financial year for the purpose of fulfilling service in the adf reserve. these
purposes include training and operational duty as required.
i)
a further two weeks’ paid leave may be granted to facilitate participation in
additional adf reserve training, including induction requirements. this two
week period of paid leave may be accessed during an employee’s first two years of
14
adf reserve service. no employee can access more then two weeks’ paid leave
under this clause.
3.13
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1269 | long service leave | eligible employees may also apply for annual leave, long service leave, leave without
pay, or they may use flextime for the purpose of fulfilling adf reserve, cfts or cadet
force obligations.
e)
employees are to notify their manager at the earliest opportunity once the dates for
adf reserve, cfts or cadet force activities are known and/or changed.
miscellaneous leave
a)
the inspector-general may grant leave not provided for elsewhere to an employee for a
purpose that the inspector-general considers to be in the interests of the inspectorgeneral of taxation and the commonwealth, having regard to operational
requirements. further information on miscellaneous leave can be found in the leave
guidelines.
b)
miscellaneous leave may be granted for the period requested or another period, with or
without pay and may be subject to conditions as determined by the inspector-general.
c)
when an employee is granted leave without pay (lwop), the inspector-general will
determine whether the period of lwop counts as service for purposes of annual and
personal leave entitlements.
unauthorised absence
a) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1270 | flextime | pay, or they may use flextime for the purpose of fulfilling adf reserve, cfts or cadet
force obligations.
e)
employees are to notify their manager at the earliest opportunity once the dates for
adf reserve, cfts or cadet force activities are known and/or changed.
miscellaneous leave
a)
the inspector-general may grant leave not provided for elsewhere to an employee for a
purpose that the inspector-general considers to be in the interests of the inspectorgeneral of taxation and the commonwealth, having regard to operational
requirements. further information on miscellaneous leave can be found in the leave
guidelines.
b)
miscellaneous leave may be granted for the period requested or another period, with or
without pay and may be subject to conditions as determined by the inspector-general.
c)
when an employee is granted leave without pay (lwop), the inspector-general will
determine whether the period of lwop counts as service for purposes of annual and
personal leave entitlements.
unauthorised absence
a)
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1301 | flextime | all pay and other benefits provided under this agreement (such as flextime) will cease to
be available until the employee resumes duty or is granted leave.
b)
any period of unauthorised absence does not count as service for any purpose, and no
entitlements accrue during this period.
15
3.15
payment in lieu of leave entitlements on death of employee
a)
where an employee dies, or is presumed to have died on a particular date, the
general manager human resources may authorise payment to be made to
dependants, the partner of the former employee or the former employee’s legal
representative of all leave entitlements otherwise payable on resignation or
retirement.
16
part 4 — conditions of engagement
4.1
portability of leave
a)
where an employee moves (including on promotion or for an agreed period) from |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1383 | parental leave | annual leave, paid personal leave, paid parental leave, paid adoption and permanent
foster care leave, paid short-term foster care leave, paid compassionate leave and
payment for public holidays not worked.
17
c)
4.4
a casual employee is entitled to unpaid carer’s and unpaid compassionate leave in
accordance with the national employment standards.
resignation
4.4.1 notice of resignation or retirement from the aps
a)
an employee will give a minimum of two weeks’ notice of an intended resignation or
retirement from the aps, unless otherwise agreed with their manager or the general
manager human resources.
4.4.2 date of effect of resignation or retirement
4.5
a)
the date of effect of an employee’s resignation or retirement will not be a day on which
the employee would normally not have been on duty or on an approved period of leave. |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1779 | travel | travel allowance
a)
an employee who undertakes travel on official business and is required to be away from
home overnight will be paid an allowance for meals and incidental expenses. an
allowance for accommodation will be paid where there are reasonable and actual costs
involved. wherever possible the inspector-general of taxation will prepay
accommodation costs.
b)
in some circumstances, an allowance will be payable for travel that does not involve an
overnight absence.
overtime meal allowance
a)
6.4
6.6
an employee who is required by their manager to work overtime and takes a meal break
during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where the inspector-general of taxation provides the employee with a meal.
first aid officer allowance
a)
6.5 |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1779 | travel allowance | travel allowance
a)
an employee who undertakes travel on official business and is required to be away from
home overnight will be paid an allowance for meals and incidental expenses. an
allowance for accommodation will be paid where there are reasonable and actual costs
involved. wherever possible the inspector-general of taxation will prepay
accommodation costs.
b)
in some circumstances, an allowance will be payable for travel that does not involve an
overnight absence.
overtime meal allowance
a)
6.4
6.6
an employee who is required by their manager to work overtime and takes a meal break
during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where the inspector-general of taxation provides the employee with a meal.
first aid officer allowance
a)
6.5 |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1782 | travel | an employee who undertakes travel on official business and is required to be away from
home overnight will be paid an allowance for meals and incidental expenses. an
allowance for accommodation will be paid where there are reasonable and actual costs
involved. wherever possible the inspector-general of taxation will prepay
accommodation costs.
b)
in some circumstances, an allowance will be payable for travel that does not involve an
overnight absence.
overtime meal allowance
a)
6.4
6.6
an employee who is required by their manager to work overtime and takes a meal break
during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where the inspector-general of taxation provides the employee with a meal.
first aid officer allowance
a)
6.5
the rates that apply at the commencement of this agreement will be the minimum that
will apply. further information can be found in the allowance and reimbursement |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1790 | travel | in some circumstances, an allowance will be payable for travel that does not involve an
overnight absence.
overtime meal allowance
a)
6.4
6.6
an employee who is required by their manager to work overtime and takes a meal break
during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where the inspector-general of taxation provides the employee with a meal.
first aid officer allowance
a)
6.5
the rates that apply at the commencement of this agreement will be the minimum that
will apply. further information can be found in the allowance and reimbursement
guidelines.
an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
departmental liaison officer allowance
a)
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1793 | overtime | overtime meal allowance
a)
6.4
6.6
an employee who is required by their manager to work overtime and takes a meal break
during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where the inspector-general of taxation provides the employee with a meal.
first aid officer allowance
a)
6.5
the rates that apply at the commencement of this agreement will be the minimum that
will apply. further information can be found in the allowance and reimbursement
guidelines.
an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
departmental liaison officer allowance
a)
an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the inspector-general.
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1800 | overtime | an employee who is required by their manager to work overtime and takes a meal break
during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where the inspector-general of taxation provides the employee with a meal.
first aid officer allowance
a)
6.5
the rates that apply at the commencement of this agreement will be the minimum that
will apply. further information can be found in the allowance and reimbursement
guidelines.
an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
departmental liaison officer allowance
a)
an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the inspector-general.
b)
an employee who receives the dlo allowance is not eligible for overtime worked while
performing the duties of dlo.
restriction allowance
a) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1801 | overtime | during the overtime (within meal break periods) will be paid a meal allowance, in
addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where the inspector-general of taxation provides the employee with a meal.
first aid officer allowance
a)
6.5
the rates that apply at the commencement of this agreement will be the minimum that
will apply. further information can be found in the allowance and reimbursement
guidelines.
an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
departmental liaison officer allowance
a)
an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the inspector-general.
b)
an employee who receives the dlo allowance is not eligible for overtime worked while
performing the duties of dlo.
restriction allowance
a)
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1802 | overtime | addition to any entitled overtime. an employee is not eligible for the overtime meal
allowance where the inspector-general of taxation provides the employee with a meal.
first aid officer allowance
a)
6.5
the rates that apply at the commencement of this agreement will be the minimum that
will apply. further information can be found in the allowance and reimbursement
guidelines.
an employee who possesses a first aid certificate or equivalent qualification and has
been appointed as a first aid officer will receive payment of a first aid officer allowance.
departmental liaison officer allowance
a)
an employee who performs duties of departmental liaison officer (dlo) is entitled to
an annual allowance as determined by the inspector-general.
b)
an employee who receives the dlo allowance is not eligible for overtime worked while
performing the duties of dlo.
restriction allowance
a)
a manager may direct an employee to be contactable and to be available to perform |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1825 | overtime | an employee who receives the dlo allowance is not eligible for overtime worked while
performing the duties of dlo.
restriction allowance
a)
a manager may direct an employee to be contactable and to be available to perform
extra duty outside of the bandwidth, subject to payment of an allowance. the rate of
payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted
24
hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each
restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate
of salary for each restricted hour on public holidays.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
6.7
6.8
establishment allowance — graduate recruitment
a)
employees who are recruited to the inspector-general of taxation as a result of a
graduate recruitment campaign may be entitled to an establishment allowance in the
form of a single lump sum payment to cover relocation costs incurred in the graduate’s
commencement at the inspector-general of taxation.
b) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1832 | bandwidth | extra duty outside of the bandwidth, subject to payment of an allowance. the rate of
payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted
24
hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each
restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate
of salary for each restricted hour on public holidays.
note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
6.7
6.8
establishment allowance — graduate recruitment
a)
employees who are recruited to the inspector-general of taxation as a result of a
graduate recruitment campaign may be entitled to an establishment allowance in the
form of a single lump sum payment to cover relocation costs incurred in the graduate’s
commencement at the inspector-general of taxation.
b)
unless otherwise determined by the general manager human resources, clause 6.11
(removal expenses) will not apply to employees recruited under graduate recruitment
campaigns.
lifestyle contribution
a) |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1840 | bandwidth | note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
6.7
6.8
establishment allowance — graduate recruitment
a)
employees who are recruited to the inspector-general of taxation as a result of a
graduate recruitment campaign may be entitled to an establishment allowance in the
form of a single lump sum payment to cover relocation costs incurred in the graduate’s
commencement at the inspector-general of taxation.
b)
unless otherwise determined by the general manager human resources, clause 6.11
(removal expenses) will not apply to employees recruited under graduate recruitment
campaigns.
lifestyle contribution
a)
6.9
family responsibilities
a)
6.10
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 1872 | travel | family care arrangements made necessary where an employee is required to travel away
from their normal work location for business purposes or is directed to work outside
their normal patterns of work. wherever possible, employees should alert their manager
when that situation might arise.
loss, damage and indemnity
a)
6.11
in recognition of the benefit to the inspector-general of taxation of its employees
undertaking initiatives of their own, each eligible ongoing employee may apply for a
single payment of $600 each calendar year to contribute towards maintaining a healthy
lifestyle. further information on payment of the lifestyle contribution can be found in
the allowance and reimbursement guidelines.
a manager may approve reimbursement to an employee for loss or damage to clothing
or personal effects, which occurred in the course of the employee’s work. further
information is available in the guidelines.
relocation expenses on engagement or reassignment of duties
a)
the inspector-general may approve financial assistance to existing or prospective
employees to assist with relocation and removal expenses where an employee is
relocating for work purposes. the employee will be notified of any assistance before
25
they move locality. further information on removal or relocation expenses can be found |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 2083 | long service leave | government service as defined in section 10 of the long service leave (commonwealth
employees) act 1976;
iii)
service with the commonwealth (other than service with a joint commonwealth
state body or a body corporate in which the commonwealth does not have a
controlling interest) which is recognised for long service leave purposes;
iv)
service with the australian defence forces; and
v)
service in another organisation where:
1)
an employee was transferred from that organisation with a transfer of
function; or
2)
an employee engaged by that organisation on work connected with the
function is engaged as a result of the transfer of that function to the aps
and such service is recognised for long service leave purposes.
29
7.6 |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 2090 | long service leave | controlling interest) which is recognised for long service leave purposes;
iv)
service with the australian defence forces; and
v)
service in another organisation where:
1)
an employee was transferred from that organisation with a transfer of
function; or
2)
an employee engaged by that organisation on work connected with the
function is engaged as a result of the transfer of that function to the aps
and such service is recognised for long service leave purposes.
29
7.6
service not to count as service for redundancy pay purposes
a)
b)
7.7 |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 2108 | long service leave | and such service is recognised for long service leave purposes.
29
7.6
service not to count as service for redundancy pay purposes
a)
b)
7.7
i)
retrenchment;
ii)
retirement on grounds of invalidity;
iii)
termination of probation;
iv)
‘voluntary’ retirement at or above the minimum retiring age applicable to the
employee or with the payment of an employer financed retirement benefit; or
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 2165 | long service leave | absences from duty that do not count as service for long service leave purposes will not
count as service for redundancy pay purposes.
earlier periods of service
a)
7.8
any period of service which ceased in any of the following ways will not count as
service for redundancy pay purposes:
for earlier periods of service to count, there must be no breaks between the periods
except where the break in service is less than one month and occurs where an offer of
employment with the new employer was made and accepted by the employee before
ceasing employment with the preceding employer.
rate of payment — redundancy pay
a)
for the purposes of calculating any payment under clause 7.4 or 7.10, ‘salary’ will
include:
i)
the employee’s full-time base salary, adjusted on a pro-rata basis for periods of
part-time service;
ii)
other allowances in the nature of salary which have been paid during periods of
annual leave and on a regular basis and which are not reimbursement for expenses |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 2232 | travel | employee will be entitled to reasonable travel and incidental expenses incurred.
reduction in classification
a)
where the inspector-general proposes to reduce an excess employee’s classification,
pursuant to clause 7.3, either:
i)
the employee will be given the same period of notice as the employee would have
been entitled to receive pursuant to clause 7.9; or
ii)
the inspector-general of taxation may pay an amount to maintain the level of
salary received by the employee at the date of notice of reduction in classification
for the number of weeks of notice still owing. such payments will be calculated in
accordance with clause 7.4.
31
part 8 — dispute resolution
8.1
dispute resolution procedures
a)
if a dispute relates to a matter under this agreement, or the national employment
standards, the parties to the dispute must first attempt to resolve the matter at the
workplace level by discussions between the employee or employees concerned and the |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 2354 | bandwidth | ‘bandwidth’ means the hours between 7 am to 7 pm, monday to friday excluding public holidays, or
the bandwidth otherwise agreed between the employee and the manager under clause 2.2.4, provided
the varied bandwidth remains a minimum continuous 12 hour period.
‘employee’, unless otherwise stated, refers to someone employed in the inspector-general of taxation,
ongoing or non-ongoing, full-time or part-time, who is employed under or within the meaning of the
public service act 1999.
‘family’ is defined as a person who:
•
is related to the employee by blood or marriage (including former spouses); or
•
has a strong affinity with the employee by way of traditional or ceremonial affiliation, as
determined by the inspector-general; or
•
stands in a genuine domestic or household relationship with the employee without discrimination
as to sexual preference (including a former de facto partner); or
•
is a child or an adopted child of the employee; or
•
is a child or an adopted child of the person who stands in a genuine domestic or household
relationship with the employee.
|
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 2355 | bandwidth | the bandwidth otherwise agreed between the employee and the manager under clause 2.2.4, provided
the varied bandwidth remains a minimum continuous 12 hour period.
‘employee’, unless otherwise stated, refers to someone employed in the inspector-general of taxation,
ongoing or non-ongoing, full-time or part-time, who is employed under or within the meaning of the
public service act 1999.
‘family’ is defined as a person who:
•
is related to the employee by blood or marriage (including former spouses); or
•
has a strong affinity with the employee by way of traditional or ceremonial affiliation, as
determined by the inspector-general; or
•
stands in a genuine domestic or household relationship with the employee without discrimination
as to sexual preference (including a former de facto partner); or
•
is a child or an adopted child of the employee; or
•
is a child or an adopted child of the person who stands in a genuine domestic or household
relationship with the employee.
‘flextime’ means the scheme of flexible working hours in the inspector-general of taxation. |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 2356 | bandwidth | the varied bandwidth remains a minimum continuous 12 hour period.
‘employee’, unless otherwise stated, refers to someone employed in the inspector-general of taxation,
ongoing or non-ongoing, full-time or part-time, who is employed under or within the meaning of the
public service act 1999.
‘family’ is defined as a person who:
•
is related to the employee by blood or marriage (including former spouses); or
•
has a strong affinity with the employee by way of traditional or ceremonial affiliation, as
determined by the inspector-general; or
•
stands in a genuine domestic or household relationship with the employee without discrimination
as to sexual preference (including a former de facto partner); or
•
is a child or an adopted child of the employee; or
•
is a child or an adopted child of the person who stands in a genuine domestic or household
relationship with the employee.
‘flextime’ means the scheme of flexible working hours in the inspector-general of taxation.
‘full-time employee’ means an employee whose ordinary hours of work are 38 hours each week. |
| Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt | 2384 | flextime | ‘flextime’ means the scheme of flexible working hours in the inspector-general of taxation.
‘full-time employee’ means an employee whose ordinary hours of work are 38 hours each week.
‘inspector-general’ means the inspector-general of taxation or the inspector-general of taxation’s
delegate.
‘lwop’ means leave without pay.
‘manager’ is taken to mean all or any of the following ‘manager’, ‘immediate manager’, ‘team leader’,
‘division head’ and ‘general manager’.
‘part-time employee’ means an employee whose normal hours of work are less than 38 hours each
week.
‘pds’ means performance development system.
‘salary’ means the amount determined under part 5 and schedule a to this agreement.
34
‘ses pay model’ means the model that the inspector-general of taxation apply to the salary of senior
executive employees in the inspector-general of taxation.
‘standard day’ means 7 hours and 36 minutes per day worked between the hours of 8:30am to 12:30pm
and 1:30pm to 5:06pm, monday to friday.
‘toil’ means the time off in lieu system in the inspector-general of taxation.
35
schedule a — rates of pay
current
rates
effective on
commencement
effective 12 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 458 | zone of discretion | advancement within the zone of discretion
where an employee is on the highest pay point or has a salary within the zone of discretion
for their classification level, and has demonstrated sustained strong performance, the
delegate may determine an increase within the zone of discretion or to the maximum
guidepoint within the substantive classification salary range.
2.11
ineligibility for annual salary and pay point advancement
an employee who receives a requires development performance rating at the end of the
performance cycle will be placed on a performance improvement plan (pip) and will be
ineligible for an annual salary increase and pay point advancement until such time as the
employee’s performance is rated as effective. in this case, increases and pay point
advancement will not be backdated and will come into effect from the date the pip is signed
off as successfully completed, unless considered appropriate by the delegate.
2.12
salary payable on engagement, promotion and movement
a)
unless otherwise determined by the delegate, salary will be payable in accordance
with the following table:
type of movement and circumstance
promoted to or within finance or newly engaged
in the aps
pay point |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 460 | zone of discretion | where an employee is on the highest pay point or has a salary within the zone of discretion
for their classification level, and has demonstrated sustained strong performance, the
delegate may determine an increase within the zone of discretion or to the maximum
guidepoint within the substantive classification salary range.
2.11
ineligibility for annual salary and pay point advancement
an employee who receives a requires development performance rating at the end of the
performance cycle will be placed on a performance improvement plan (pip) and will be
ineligible for an annual salary increase and pay point advancement until such time as the
employee’s performance is rated as effective. in this case, increases and pay point
advancement will not be backdated and will come into effect from the date the pip is signed
off as successfully completed, unless considered appropriate by the delegate.
2.12
salary payable on engagement, promotion and movement
a)
unless otherwise determined by the delegate, salary will be payable in accordance
with the following table:
type of movement and circumstance
promoted to or within finance or newly engaged
in the aps
pay point
minimum guidepoint of the relevant
salary classification |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 462 | zone of discretion | delegate may determine an increase within the zone of discretion or to the maximum
guidepoint within the substantive classification salary range.
2.11
ineligibility for annual salary and pay point advancement
an employee who receives a requires development performance rating at the end of the
performance cycle will be placed on a performance improvement plan (pip) and will be
ineligible for an annual salary increase and pay point advancement until such time as the
employee’s performance is rated as effective. in this case, increases and pay point
advancement will not be backdated and will come into effect from the date the pip is signed
off as successfully completed, unless considered appropriate by the delegate.
2.12
salary payable on engagement, promotion and movement
a)
unless otherwise determined by the delegate, salary will be payable in accordance
with the following table:
type of movement and circumstance
promoted to or within finance or newly engaged
in the aps
pay point
minimum guidepoint of the relevant
salary classification
promoted – where the employee’s former |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 568 | travel | future payments of travel allowance or motor vehicle allowance in relation to
debts incurred in the course of travel; or
iv.
the employee’s pay or salary, leave entitlements or other monies (except
superannuation funds) payable upon termination of the employee’s
employment under the ps act and finance is authorised to implement any
such set-off it considers appropriate.
b)
finance will make reasonable attempts to contact the employee prior to commencing
recovery and will consider any claims of hardship raised by the employee in any
decision on the rate of recovery.
3
superannuation
3.1
superannuation accumulation funds
a)
finance will make compulsory employer contributions as required by the applicable
legislation and fund requirements. the employer contribution will apply to the
employee’s ordinary time earnings (ote) as defined in the superannuation
guarantee (administration) act 1992. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 568 | travel allowance | future payments of travel allowance or motor vehicle allowance in relation to
debts incurred in the course of travel; or
iv.
the employee’s pay or salary, leave entitlements or other monies (except
superannuation funds) payable upon termination of the employee’s
employment under the ps act and finance is authorised to implement any
such set-off it considers appropriate.
b)
finance will make reasonable attempts to contact the employee prior to commencing
recovery and will consider any claims of hardship raised by the employee in any
decision on the rate of recovery.
3
superannuation
3.1
superannuation accumulation funds
a)
finance will make compulsory employer contributions as required by the applicable
legislation and fund requirements. the employer contribution will apply to the
employee’s ordinary time earnings (ote) as defined in the superannuation
guarantee (administration) act 1992. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 569 | travel | debts incurred in the course of travel; or
iv.
the employee’s pay or salary, leave entitlements or other monies (except
superannuation funds) payable upon termination of the employee’s
employment under the ps act and finance is authorised to implement any
such set-off it considers appropriate.
b)
finance will make reasonable attempts to contact the employee prior to commencing
recovery and will consider any claims of hardship raised by the employee in any
decision on the rate of recovery.
3
superannuation
3.1
superannuation accumulation funds
a)
finance will make compulsory employer contributions as required by the applicable
legislation and fund requirements. the employer contribution will apply to the
employee’s ordinary time earnings (ote) as defined in the superannuation
guarantee (administration) act 1992.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 608 | parental leave | funds during periods of paid and unpaid parental leave (including maternity, parental,
adoption and foster care leave) for periods of leave to a maximum of 52 weeks.
d)
finance will make employer superannuation payments to any eligible superannuation
fund nominated by an employee, provided that it accepts payment by fortnightly
electronic funds transfer (eft) using a file generated by the department’s payroll
system.
3.2
superannuation salary payment – employees with arrangements in place prior
to commencement of the agreement
a)
this clause applies only to employees who had an existing superannuation salary
payment arrangement in place prior to the commencement of the department of
finance and deregulation 2011–14 agreement.
b)
where an employee has an existing arrangement to reduce the percentage of
superannuation contributions made to the superannuation fund of choice, to no less
than the minimum percentage of superannuation contributions provided for by the
superannuation guarantee (administration) act 1992 and to be paid as salary the
difference between the superannuation contribution paid and an amount equivalent
to rate as for employees who are pssap members, they are entitled to continue this
arrangement under this agreement. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 719 | overtime | and in lieu of overtime payments, flex-time, toil and meal provisions:
date of effect
amount
year 1 #
$17,699
year 2
$18,053
year 3
$18,414
# first full pay following commencement of the agreement
7
5.5
meal provisions
if an employee, other than a comcar driver, is required to work more than 10 hours on
any one day, the employee may provide their own meal at finance’s expense. the
maximum amount that may be reimbursed to the employee will be as set out in the relevant
australian taxation office determination for meals and incidentals.
5.6
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 914 | overtime | and overtime for work performed in addition to the normal and regular rostered hours.
d)
comcar employees receiving a roster allowance who are required to work on a
public holiday or on an annual closedown day will be granted a day in lieu.
employees rostered off on a public holiday or annual closedown day will also be
granted a day in lieu.
e)
at the completion of a continuous five night shift an employee will not be required to
work until they have had a 36 hour break.
f)
employees will generally be given 14 days notice of a roster change, where possible.
9
5.15
comcar operational allowance
a)
comcar state managers are required to regularly perform work outside the
bandwidth of hours and on weekends in the standard course of their duties. the
employee will receive the following annual comcar operational allowance paid
fortnightly: |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 941 | bandwidth | bandwidth of hours and on weekends in the standard course of their duties. the
employee will receive the following annual comcar operational allowance paid
fortnightly:
date of effect
amount
year 1 #
$14,204
year 2
$14,488
year 3
$14,778
# first full pay following commencement of the agreement
b)
comcar assistant managers and comcar depot supervisors are expected to
regularly perform work outside the bandwidth of hours and on weekends in the
standard course of their duties. the employee will receive the following annual
comcar operational allowance paid fortnightly:
date of effect
amount
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 964 | bandwidth | regularly perform work outside the bandwidth of hours and on weekends in the
standard course of their duties. the employee will receive the following annual
comcar operational allowance paid fortnightly:
date of effect
amount
year 1 #
$6,084
year 2
$6,206
year 3
$6,330
# first full pay following commencement of the agreement
c)
5.16
employees in receipt of a comcar operational allowance will be eligible to accrue
flex-time but will not attract overtime for any work in excess of 10 hours on any one
normal working day or for work on weekends, public holidays or christmas
closedown, other than where:
i.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 989 | overtime | flex-time but will not attract overtime for any work in excess of 10 hours on any one
normal working day or for work on weekends, public holidays or christmas
closedown, other than where:
i.
a state manager performs more than 50 actual hours of work which would
normally attract overtime, within a three month period being january – march,
april – june, july – september and october – december.
ii.
an assistant manager/supervisor performs more than 25 actual hours of work
which would normally attract overtime, within a three month period being
january – march, april – june, july – september and october – december.
comcar supervisor driving allowance
where the delegate requires a comcar administrative supervisor to regularly
perform driving duties, the employee will receive the following annual allowance paid
fortnightly:
date of effect
amount
year 1 #
$8,921
year 2
$9,099 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 995 | overtime | normally attract overtime, within a three month period being january – march,
april – june, july – september and october – december.
ii.
an assistant manager/supervisor performs more than 25 actual hours of work
which would normally attract overtime, within a three month period being
january – march, april – june, july – september and october – december.
comcar supervisor driving allowance
where the delegate requires a comcar administrative supervisor to regularly
perform driving duties, the employee will receive the following annual allowance paid
fortnightly:
date of effect
amount
year 1 #
$8,921
year 2
$9,099
year 3
$9,281
# first full pay following commencement of the agreement |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1001 | overtime | which would normally attract overtime, within a three month period being
january – march, april – june, july – september and october – december.
comcar supervisor driving allowance
where the delegate requires a comcar administrative supervisor to regularly
perform driving duties, the employee will receive the following annual allowance paid
fortnightly:
date of effect
amount
year 1 #
$8,921
year 2
$9,099
year 3
$9,281
# first full pay following commencement of the agreement
10
6
travel for official purposes |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1030 | travel | travel for official purposes
6.1
travel rates
a)
for all finance official business, an employee will be eligible to receive a travel
allowance in accordance with the applicable australian taxation office
determination.
b)
components of a daily travel allowance will not be payable where the relevant
expense is met by finance or another organisation.
c)
further information is found in finance’s accountable authority instructions.
6.2
illness while travelling
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the delegate may determine that all reasonable return journey
costs will be provided to the employee on their return home, where necessary.
6.3
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1034 | travel | travel rates
a)
for all finance official business, an employee will be eligible to receive a travel
allowance in accordance with the applicable australian taxation office
determination.
b)
components of a daily travel allowance will not be payable where the relevant
expense is met by finance or another organisation.
c)
further information is found in finance’s accountable authority instructions.
6.2
illness while travelling
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the delegate may determine that all reasonable return journey
costs will be provided to the employee on their return home, where necessary.
6.3
recognition of travel time
a)
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1038 | travel | for all finance official business, an employee will be eligible to receive a travel
allowance in accordance with the applicable australian taxation office
determination.
b)
components of a daily travel allowance will not be payable where the relevant
expense is met by finance or another organisation.
c)
further information is found in finance’s accountable authority instructions.
6.2
illness while travelling
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the delegate may determine that all reasonable return journey
costs will be provided to the employee on their return home, where necessary.
6.3
recognition of travel time
a)
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
i.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1044 | travel | components of a daily travel allowance will not be payable where the relevant
expense is met by finance or another organisation.
c)
further information is found in finance’s accountable authority instructions.
6.2
illness while travelling
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the delegate may determine that all reasonable return journey
costs will be provided to the employee on their return home, where necessary.
6.3
recognition of travel time
a)
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
i.
flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime
in accordance with clause 12.7;
ii.
toil for el employees in accordance with clause 13.1; and |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1044 | travel allowance | components of a daily travel allowance will not be payable where the relevant
expense is met by finance or another organisation.
c)
further information is found in finance’s accountable authority instructions.
6.2
illness while travelling
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the delegate may determine that all reasonable return journey
costs will be provided to the employee on their return home, where necessary.
6.3
recognition of travel time
a)
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
i.
flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime
in accordance with clause 12.7;
ii.
toil for el employees in accordance with clause 13.1; and |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1053 | travel | illness while travelling
where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the delegate may determine that all reasonable return journey
costs will be provided to the employee on their return home, where necessary.
6.3
recognition of travel time
a)
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
i.
flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime
in accordance with clause 12.7;
ii.
toil for el employees in accordance with clause 13.1; and
iii.
paid working hours for comcar drivers.
b)
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the delegate. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1055 | travel | where an employee falls ill or is injured while travelling on official business and
subsequently takes leave, the delegate may determine that all reasonable return journey
costs will be provided to the employee on their return home, where necessary.
6.3
recognition of travel time
a)
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
i.
flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime
in accordance with clause 12.7;
ii.
toil for el employees in accordance with clause 13.1; and
iii.
paid working hours for comcar drivers.
b)
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the delegate.
6.4 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1060 | travel | recognition of travel time
a)
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
i.
flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime
in accordance with clause 12.7;
ii.
toil for el employees in accordance with clause 13.1; and
iii.
paid working hours for comcar drivers.
b)
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the delegate.
6.4
motor vehicle allowance
a)
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1060 | recognition of travel time | recognition of travel time
a)
all time spent in transit en route between origin and destination, or between
destinations if there is more than one, will be recorded as work hours and will attract:
i.
flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime
in accordance with clause 12.7;
ii.
toil for el employees in accordance with clause 13.1; and
iii.
paid working hours for comcar drivers.
b)
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the delegate.
6.4
motor vehicle allowance
a)
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1068 | overtime | flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime
in accordance with clause 12.7;
ii.
toil for el employees in accordance with clause 13.1; and
iii.
paid working hours for comcar drivers.
b)
the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the delegate.
6.4
motor vehicle allowance
a)
motor vehicle allowance (mva) is payable where an employee is approved to use a
private car for official purposes.
b)
where an employee seeks, and is approved to use, a private vehicle the mva rate
will be equivalent to the rate per kilometre in accordance with the applicable
australian taxation office determination. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1081 | travel | the amount of time ordinarily spent travelling to and from work will be excluded from
the travel time recorded unless otherwise agreed by the delegate.
6.4
motor vehicle allowance
a)
motor vehicle allowance (mva) is payable where an employee is approved to use a
private car for official purposes.
b)
where an employee seeks, and is approved to use, a private vehicle the mva rate
will be equivalent to the rate per kilometre in accordance with the applicable
australian taxation office determination.
7
international postings
7.1
employment entitlements
the employment entitlements for employees posted overseas will be consistent with
whole-of-government overseas entitlements. the delegate may determine supplementary
terms and conditions for employees on posting, where required.
7.2 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1082 | travel | the travel time recorded unless otherwise agreed by the delegate.
6.4
motor vehicle allowance
a)
motor vehicle allowance (mva) is payable where an employee is approved to use a
private car for official purposes.
b)
where an employee seeks, and is approved to use, a private vehicle the mva rate
will be equivalent to the rate per kilometre in accordance with the applicable
australian taxation office determination.
7
international postings
7.1
employment entitlements
the employment entitlements for employees posted overseas will be consistent with
whole-of-government overseas entitlements. the delegate may determine supplementary
terms and conditions for employees on posting, where required.
7.2
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1147 | travel | relation to travel, temporary accommodation and other associated expenses will be
limited to:
i.
$3,270 for an employee without a spouse, partner or dependant;
ii.
$5,450 for an employee with a spouse, partner or one dependant; and
iii.
$8,720 for an employee with two or more people, provided they are a spouse,
partner and/or a dependant (documentary evidence may be requested by
finance).
c)
reasonable storage and removal costs will also be reimbursed, as determined by the
delegate.
d)
the delegate retains the discretion to approve the reimbursement of relocation
expenses that exceed these limits.
e)
the delegate may also determine that an employee will be paid relocation assistance
for long-term temporary relocations in lieu of travel allowance. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1176 | travel | for long-term temporary relocations in lieu of travel allowance.
8.2
repayment of relocation assistance
where an employee who receives relocation assistance and does not proceed with the
relocation, or leaves finance employment voluntarily or is terminated due to misconduct
within 12 months of the date of relocation, the delegate may determine that the employee
reimburse all, or a proportion of, any relocation assistance already paid by finance.
9
restriction payment
9.1
restriction eligibility
the delegate may approve the provision of a restriction payment to an employee where
there is a requirement to be contactable and available to work for a specified period outside
the bandwidth of hours.
a)
restriction payment is payable whether or not the restricted employee is required to
work. an employee who is receiving a restriction payment and is required to perform
duty whilst rostered on (restricted) will not receive flex-time, toil, or overtime where
they are recalled to duty or respond to a call as a result of a restriction arrangement.
b) |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1176 | travel allowance | for long-term temporary relocations in lieu of travel allowance.
8.2
repayment of relocation assistance
where an employee who receives relocation assistance and does not proceed with the
relocation, or leaves finance employment voluntarily or is terminated due to misconduct
within 12 months of the date of relocation, the delegate may determine that the employee
reimburse all, or a proportion of, any relocation assistance already paid by finance.
9
restriction payment
9.1
restriction eligibility
the delegate may approve the provision of a restriction payment to an employee where
there is a requirement to be contactable and available to work for a specified period outside
the bandwidth of hours.
a)
restriction payment is payable whether or not the restricted employee is required to
work. an employee who is receiving a restriction payment and is required to perform
duty whilst rostered on (restricted) will not receive flex-time, toil, or overtime where
they are recalled to duty or respond to a call as a result of a restriction arrangement.
b) |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1197 | bandwidth | the bandwidth of hours.
a)
restriction payment is payable whether or not the restricted employee is required to
work. an employee who is receiving a restriction payment and is required to perform
duty whilst rostered on (restricted) will not receive flex-time, toil, or overtime where
they are recalled to duty or respond to a call as a result of a restriction arrangement.
b)
where an employee is rostered off and is required to work due to an emergency,
overtime, flex-time and/or toil will accrue as appropriate.
12
9.2
restriction rates
a)
an eligible employee will be paid fortnightly, based on a pro-rata calculation of the
annual rates listed below, and the number of days (or part thereof) the employee has
been, or will be, restricted in a financial year:
days (or part thereof)
year 1 #
year 2
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1202 | overtime | duty whilst rostered on (restricted) will not receive flex-time, toil, or overtime where
they are recalled to duty or respond to a call as a result of a restriction arrangement.
b)
where an employee is rostered off and is required to work due to an emergency,
overtime, flex-time and/or toil will accrue as appropriate.
12
9.2
restriction rates
a)
an eligible employee will be paid fortnightly, based on a pro-rata calculation of the
annual rates listed below, and the number of days (or part thereof) the employee has
been, or will be, restricted in a financial year:
days (or part thereof)
year 1 #
year 2
year 3
38 – 53
$12,276 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1208 | overtime | overtime, flex-time and/or toil will accrue as appropriate.
12
9.2
restriction rates
a)
an eligible employee will be paid fortnightly, based on a pro-rata calculation of the
annual rates listed below, and the number of days (or part thereof) the employee has
been, or will be, restricted in a financial year:
days (or part thereof)
year 1 #
year 2
year 3
38 – 53
$12,276
$12,522
$12,772
54 – 68 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1430 | flexible work arrangements | their ordinary hours of duty. to support flexible work arrangements, employees may
request to average working hours over the relevant 75 hour pay period fortnight.
b)
managers and employees have a mutual responsibility to integrate the management
of working hours and the wellbeing of the employee, including leave planning and
flexible work arrangements, into operational requirements.
c)
it is expected that employees may work reasonable additional hours consistent with
the fw act.
11.2
part-time hours
a)
a part-time employee is one who regularly works less than full-time ordinary hours
according to an agreed work pattern. the minimum hours to be worked on any one
day are three hours.
b)
a part-time employee, including comcar employees, may not vary their hours for a
period of one pay period or less. changes in hours (for example to attend training) for
these periods should be accommodated using flex time (aps 1 – 6), toil (el), or
alternative informal arrangements as agreed with their manager. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1437 | flexible work arrangements | flexible work arrangements, into operational requirements.
c)
it is expected that employees may work reasonable additional hours consistent with
the fw act.
11.2
part-time hours
a)
a part-time employee is one who regularly works less than full-time ordinary hours
according to an agreed work pattern. the minimum hours to be worked on any one
day are three hours.
b)
a part-time employee, including comcar employees, may not vary their hours for a
period of one pay period or less. changes in hours (for example to attend training) for
these periods should be accommodated using flex time (aps 1 – 6), toil (el), or
alternative informal arrangements as agreed with their manager.
11.3
part-time work
a)
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1493 | flexible work arrangements | where an employee has had a formal request for flexible work arrangements
rejected, the reason will be given in writing within 21 days of the written
request. requests can only be rejected based on reasonable business grounds with
consideration given to operational requirements.
d)
further information is available in the flexible work policy.
11.5
pattern of hours
a)
the pattern of hours by which employees complete their ordinary hours is by
agreement between the manager and the employee. however, an employee will not
normally be expected to work more than:
b)
i.
ten hours ordinary time on any day; and
ii.
five consecutive hours without a meal break of at least 30 minutes.
the agreed pattern of hours should provide the flexibility, where agreed by the |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1537 | bandwidth | bandwidth of hours
the bandwidth of hours in which employees, other than rostered employees, will work their
ordinary hours are 7.00am to 7.00pm monday to friday.
11.7
nine hour break (aps 1 – 6)
excluding exceptional circumstances, where an aps 1 – 6 level employee works overtime,
or in accordance with a roster arrangement, the employee will be entitled to a nine hour
break (including travelling time) before recommencing work, without incurring any loss of
pay.
11.8
nine-hour break (el 1 – 2)
excluding exceptional circumstances, where an el 1 – 2 level employee works a continuous
period of greater than 10 hours the employee will be entitled to a nine hour break (including
travelling time) before recommencing work, without incurring any loss of pay.
11.9
job sharing
the delegate may approve job sharing arrangements between two or more employees
subject to operational requirements, on the basis of the employees’ applications.
11.10 recording attendance
a)
an aps 1 – 6 employee must accurately record their attendance, including
commencement, break and finish times, and records of their leave or absences in the |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1539 | bandwidth | the bandwidth of hours in which employees, other than rostered employees, will work their
ordinary hours are 7.00am to 7.00pm monday to friday.
11.7
nine hour break (aps 1 – 6)
excluding exceptional circumstances, where an aps 1 – 6 level employee works overtime,
or in accordance with a roster arrangement, the employee will be entitled to a nine hour
break (including travelling time) before recommencing work, without incurring any loss of
pay.
11.8
nine-hour break (el 1 – 2)
excluding exceptional circumstances, where an el 1 – 2 level employee works a continuous
period of greater than 10 hours the employee will be entitled to a nine hour break (including
travelling time) before recommencing work, without incurring any loss of pay.
11.9
job sharing
the delegate may approve job sharing arrangements between two or more employees
subject to operational requirements, on the basis of the employees’ applications.
11.10 recording attendance
a)
an aps 1 – 6 employee must accurately record their attendance, including
commencement, break and finish times, and records of their leave or absences in the
department’s human resource management information system.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1545 | overtime | excluding exceptional circumstances, where an aps 1 – 6 level employee works overtime,
or in accordance with a roster arrangement, the employee will be entitled to a nine hour
break (including travelling time) before recommencing work, without incurring any loss of
pay.
11.8
nine-hour break (el 1 – 2)
excluding exceptional circumstances, where an el 1 – 2 level employee works a continuous
period of greater than 10 hours the employee will be entitled to a nine hour break (including
travelling time) before recommencing work, without incurring any loss of pay.
11.9
job sharing
the delegate may approve job sharing arrangements between two or more employees
subject to operational requirements, on the basis of the employees’ applications.
11.10 recording attendance
a)
an aps 1 – 6 employee must accurately record their attendance, including
commencement, break and finish times, and records of their leave or absences in the
department’s human resource management information system.
b)
on days which an employee is not actually at work (including public holidays and
periods of approved leave), employees will record their ordinary working hours
(excluding any leave taken with flex credits).
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1547 | travel | break (including travelling time) before recommencing work, without incurring any loss of
pay.
11.8
nine-hour break (el 1 – 2)
excluding exceptional circumstances, where an el 1 – 2 level employee works a continuous
period of greater than 10 hours the employee will be entitled to a nine hour break (including
travelling time) before recommencing work, without incurring any loss of pay.
11.9
job sharing
the delegate may approve job sharing arrangements between two or more employees
subject to operational requirements, on the basis of the employees’ applications.
11.10 recording attendance
a)
an aps 1 – 6 employee must accurately record their attendance, including
commencement, break and finish times, and records of their leave or absences in the
department’s human resource management information system.
b)
on days which an employee is not actually at work (including public holidays and
periods of approved leave), employees will record their ordinary working hours
(excluding any leave taken with flex credits).
c)
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1555 | travel | travelling time) before recommencing work, without incurring any loss of pay.
11.9
job sharing
the delegate may approve job sharing arrangements between two or more employees
subject to operational requirements, on the basis of the employees’ applications.
11.10 recording attendance
a)
an aps 1 – 6 employee must accurately record their attendance, including
commencement, break and finish times, and records of their leave or absences in the
department’s human resource management information system.
b)
on days which an employee is not actually at work (including public holidays and
periods of approved leave), employees will record their ordinary working hours
(excluding any leave taken with flex credits).
c)
timesheets must be completed and entered into the department’s human resource
management information system preferably on a daily basis and submitted to their
manager for approval at the end of the pay period.
d)
unscheduled leave must be entered into the department’s human resource
management information system within 48 hours of the employees return to work. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1602 | overtime | work performed in excess of ordinary hours, which does not attract overtime, will
accrue as flex-time on an hour-for-hour basis.
b)
where there is agreement between a manager and employee on how flex-time will
work within the team, an employee may:
c)
i.
vary their hours of work; and/or
ii.
work additional hours.
where there is insufficient work, a manager will not agree that an employee can work
hours in addition to their ordinary hours.
16
d)
employees must seek prior approval from their manager for absence from the
workplace to utilise flex-time credits.
12.2
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1723 | overtime | overtime
a)
aps 1 – 6 level employees will be provided with payment of overtime where they are
required by the delegate to perform additional work:
i.
on a public holiday or weekend;
ii.
where the employee is required to return to work, or address workplace issues,
outside the bandwidth (clause 11.6), and is not rostered on the restriction roster
at that point in time;
iii.
in excess of 10 hours on any one normal working day; or
iv.
during annual closedown.
b)
employees in receipt of a comcar operational allowance will only attract overtime
in accordance with clause 5.15(c).
12.8 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1727 | overtime | aps 1 – 6 level employees will be provided with payment of overtime where they are
required by the delegate to perform additional work:
i.
on a public holiday or weekend;
ii.
where the employee is required to return to work, or address workplace issues,
outside the bandwidth (clause 11.6), and is not rostered on the restriction roster
at that point in time;
iii.
in excess of 10 hours on any one normal working day; or
iv.
during annual closedown.
b)
employees in receipt of a comcar operational allowance will only attract overtime
in accordance with clause 5.15(c).
12.8
payment for overtime
a) |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1736 | bandwidth | outside the bandwidth (clause 11.6), and is not rostered on the restriction roster
at that point in time;
iii.
in excess of 10 hours on any one normal working day; or
iv.
during annual closedown.
b)
employees in receipt of a comcar operational allowance will only attract overtime
in accordance with clause 5.15(c).
12.8
payment for overtime
a)
payment for overtime will be made for the actual additional period worked and is
calculated at a rate of time-and-one-half.
b)
in calculating the overtime entitlement, a weekly divisor of 37.5 hours is to be used.
12.9 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1749 | overtime | employees in receipt of a comcar operational allowance will only attract overtime
in accordance with clause 5.15(c).
12.8
payment for overtime
a)
payment for overtime will be made for the actual additional period worked and is
calculated at a rate of time-and-one-half.
b)
in calculating the overtime entitlement, a weekly divisor of 37.5 hours is to be used.
12.9
option to take flex-time off in lieu
where an employee would prefer to take time in lieu rather than receive payment for
overtime, and their manager agrees to that arrangement, they are entitled to take that time at
the same rate they would have received as an overtime payment, and may add it to their flex
credit.
13
toil
13.1 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1754 | overtime | payment for overtime
a)
payment for overtime will be made for the actual additional period worked and is
calculated at a rate of time-and-one-half.
b)
in calculating the overtime entitlement, a weekly divisor of 37.5 hours is to be used.
12.9
option to take flex-time off in lieu
where an employee would prefer to take time in lieu rather than receive payment for
overtime, and their manager agrees to that arrangement, they are entitled to take that time at
the same rate they would have received as an overtime payment, and may add it to their flex
credit.
13
toil
13.1
eligibility for toil
a)
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1758 | overtime | payment for overtime will be made for the actual additional period worked and is
calculated at a rate of time-and-one-half.
b)
in calculating the overtime entitlement, a weekly divisor of 37.5 hours is to be used.
12.9
option to take flex-time off in lieu
where an employee would prefer to take time in lieu rather than receive payment for
overtime, and their manager agrees to that arrangement, they are entitled to take that time at
the same rate they would have received as an overtime payment, and may add it to their flex
credit.
13
toil
13.1
eligibility for toil
a)
managers will approve the accrual of toil for el employees (and their equivalents)
for work performed at the manager’s request or by agreement with the manager:
i.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1763 | overtime | in calculating the overtime entitlement, a weekly divisor of 37.5 hours is to be used.
12.9
option to take flex-time off in lieu
where an employee would prefer to take time in lieu rather than receive payment for
overtime, and their manager agrees to that arrangement, they are entitled to take that time at
the same rate they would have received as an overtime payment, and may add it to their flex
credit.
13
toil
13.1
eligibility for toil
a)
managers will approve the accrual of toil for el employees (and their equivalents)
for work performed at the manager’s request or by agreement with the manager:
i.
in excess of 8 hours 30 minutes on any one day;
ii.
on a weekend or public holiday; or |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1770 | overtime | overtime, and their manager agrees to that arrangement, they are entitled to take that time at
the same rate they would have received as an overtime payment, and may add it to their flex
credit.
13
toil
13.1
eligibility for toil
a)
managers will approve the accrual of toil for el employees (and their equivalents)
for work performed at the manager’s request or by agreement with the manager:
i.
in excess of 8 hours 30 minutes on any one day;
ii.
on a weekend or public holiday; or
iii.
during annual closedown.
b)
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1771 | overtime | the same rate they would have received as an overtime payment, and may add it to their flex
credit.
13
toil
13.1
eligibility for toil
a)
managers will approve the accrual of toil for el employees (and their equivalents)
for work performed at the manager’s request or by agreement with the manager:
i.
in excess of 8 hours 30 minutes on any one day;
ii.
on a weekend or public holiday; or
iii.
during annual closedown.
b)
toil will accrue and may be taken on an hour-for-hour basis monday to friday, and |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1939 | overtime | manager, without entitlement to flex-time, toil or payment for overtime.
19
14.3
public holidays during paid leave
where a public holiday falls during a period when an employee is on annual or paid personal
leave, payment for the public holiday will be made at the employee’s ordinary hours of work.
payment for a public holiday during other forms of leave will be in accordance with the
entitlement to that form of leave (e.g. if on long service leave on half pay, payment is at half
pay).
14.4
annual close down
a)
finance will be closed for normal business and employees will not be required to
perform normal duty on the working days between christmas day and new years
day. employees will be paid in accordance with their ordinary hours of work on these
days.
b)
employees on parental leave, leave without pay, or long service leave during the
annual closedown will not be entitled to re-crediting of leave.
14.5 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1950 | long service leave | entitlement to that form of leave (e.g. if on long service leave on half pay, payment is at half
pay).
14.4
annual close down
a)
finance will be closed for normal business and employees will not be required to
perform normal duty on the working days between christmas day and new years
day. employees will be paid in accordance with their ordinary hours of work on these
days.
b)
employees on parental leave, leave without pay, or long service leave during the
annual closedown will not be entitled to re-crediting of leave.
14.5
part-time employees
part-time employees normally not working on the days of the week on which annual
closedown or a public holiday occurs will not be entitled to alternative time off duty or
additional payment.
14.6
employees required to work on public holidays and/or annual closedown
employees required to work on public holidays and/or annual closedown will be entitled to |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1965 | parental leave | employees on parental leave, leave without pay, or long service leave during the
annual closedown will not be entitled to re-crediting of leave.
14.5
part-time employees
part-time employees normally not working on the days of the week on which annual
closedown or a public holiday occurs will not be entitled to alternative time off duty or
additional payment.
14.6
employees required to work on public holidays and/or annual closedown
employees required to work on public holidays and/or annual closedown will be entitled to
the following:
i.
aps 1 – 6 employees will accrue overtime consistent with clause 12.7; and
ii.
el 1 – 2 employees will accrue toil consistent with clause 13.1.
leave
15
general conditions
15.1 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1965 | long service leave | employees on parental leave, leave without pay, or long service leave during the
annual closedown will not be entitled to re-crediting of leave.
14.5
part-time employees
part-time employees normally not working on the days of the week on which annual
closedown or a public holiday occurs will not be entitled to alternative time off duty or
additional payment.
14.6
employees required to work on public holidays and/or annual closedown
employees required to work on public holidays and/or annual closedown will be entitled to
the following:
i.
aps 1 – 6 employees will accrue overtime consistent with clause 12.7; and
ii.
el 1 – 2 employees will accrue toil consistent with clause 13.1.
leave
15
general conditions
15.1 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 1983 | overtime | aps 1 – 6 employees will accrue overtime consistent with clause 12.7; and
ii.
el 1 – 2 employees will accrue toil consistent with clause 13.1.
leave
15
general conditions
15.1
non-approval of leave
where an employee has had a formal application for leave rejected, the delegate will advise
the employee of the reason(s) for the decision in writing, where requested by the employee.
15.2
balances and record keeping
all accrued leave entitlements will be expressed and deducted in hours and minutes, with
the exception of long service leave which is expressed in calendar days.
15.3
recall to duty
finance will not unreasonably cancel approved leave or recall employees to duty while on
approved leave, or on weekends or public holidays. in such circumstances the delegate will
approve reimbursement of reasonable costs towards travel expenses, incidental expenses |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2005 | long service leave | the exception of long service leave which is expressed in calendar days.
15.3
recall to duty
finance will not unreasonably cancel approved leave or recall employees to duty while on
approved leave, or on weekends or public holidays. in such circumstances the delegate will
approve reimbursement of reasonable costs towards travel expenses, incidental expenses
or family care costs not otherwise recoverable under insurance or from another source.
16
recognition of prior service
16.1
portability of leave
a)
where an employee moves (including on promotion or for an agreed period) from
another agency where they were an ongoing aps employee, the employee’s unused
accrued annual leave and personal/carer’s leave (however described) will be
transferred, provided there is no break in continuity of service.
20
b)
where an employee is engaged as either an ongoing or non-ongoing aps employee |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2012 | travel | approve reimbursement of reasonable costs towards travel expenses, incidental expenses
or family care costs not otherwise recoverable under insurance or from another source.
16
recognition of prior service
16.1
portability of leave
a)
where an employee moves (including on promotion or for an agreed period) from
another agency where they were an ongoing aps employee, the employee’s unused
accrued annual leave and personal/carer’s leave (however described) will be
transferred, provided there is no break in continuity of service.
20
b)
where an employee is engaged as either an ongoing or non-ongoing aps employee
immediately following a period of ongoing employment in the parliamentary service
or the act government service, the employee’s unused accrued annual leave and
personal/carer’s leave (however described) will be recognised.
c)
for the purposes of this clause: |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2487 | parental leave | maternity, parenting and parental leave
21.1
maternity leave
a)
eligible employees are entitled to maternity leave in accordance with the maternity
leave (commonwealth employees) act 1973 (the ml act).
b)
employees who are eligible for paid maternity leave under the ml act are entitled to
an additional four weeks (inclusive of public holidays) of paid leave, to be taken
immediately following the period of paid maternity leave provided by the ml act.
25
21.2
maternity leave at half pay
a)
the delegate will approve spreading the payment for the paid period of maternity
leave over a maximum period of 24 continuous weeks at half normal pay. where
payment is spread over a greater period, any period beyond the first 12 weeks will
not count as service for any purpose.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2491 | maternity leave | maternity leave
a)
eligible employees are entitled to maternity leave in accordance with the maternity
leave (commonwealth employees) act 1973 (the ml act).
b)
employees who are eligible for paid maternity leave under the ml act are entitled to
an additional four weeks (inclusive of public holidays) of paid leave, to be taken
immediately following the period of paid maternity leave provided by the ml act.
25
21.2
maternity leave at half pay
a)
the delegate will approve spreading the payment for the paid period of maternity
leave over a maximum period of 24 continuous weeks at half normal pay. where
payment is spread over a greater period, any period beyond the first 12 weeks will
not count as service for any purpose.
b)
the delegate will approve spreading the additional period over a maximum period of
eight continuous weeks at half normal pay. where additional maternity leave is taken |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2495 | maternity leave | eligible employees are entitled to maternity leave in accordance with the maternity
leave (commonwealth employees) act 1973 (the ml act).
b)
employees who are eligible for paid maternity leave under the ml act are entitled to
an additional four weeks (inclusive of public holidays) of paid leave, to be taken
immediately following the period of paid maternity leave provided by the ml act.
25
21.2
maternity leave at half pay
a)
the delegate will approve spreading the payment for the paid period of maternity
leave over a maximum period of 24 continuous weeks at half normal pay. where
payment is spread over a greater period, any period beyond the first 12 weeks will
not count as service for any purpose.
b)
the delegate will approve spreading the additional period over a maximum period of
eight continuous weeks at half normal pay. where additional maternity leave is taken
at half pay only the first four weeks will count as service.
21.3
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2500 | maternity leave | employees who are eligible for paid maternity leave under the ml act are entitled to
an additional four weeks (inclusive of public holidays) of paid leave, to be taken
immediately following the period of paid maternity leave provided by the ml act.
25
21.2
maternity leave at half pay
a)
the delegate will approve spreading the payment for the paid period of maternity
leave over a maximum period of 24 continuous weeks at half normal pay. where
payment is spread over a greater period, any period beyond the first 12 weeks will
not count as service for any purpose.
b)
the delegate will approve spreading the additional period over a maximum period of
eight continuous weeks at half normal pay. where additional maternity leave is taken
at half pay only the first four weeks will count as service.
21.3
special maternity leave
a)
where the expecting mother experiences a pregnancy related illness, or if their |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2502 | maternity leave | immediately following the period of paid maternity leave provided by the ml act.
25
21.2
maternity leave at half pay
a)
the delegate will approve spreading the payment for the paid period of maternity
leave over a maximum period of 24 continuous weeks at half normal pay. where
payment is spread over a greater period, any period beyond the first 12 weeks will
not count as service for any purpose.
b)
the delegate will approve spreading the additional period over a maximum period of
eight continuous weeks at half normal pay. where additional maternity leave is taken
at half pay only the first four weeks will count as service.
21.3
special maternity leave
a)
where the expecting mother experiences a pregnancy related illness, or if their
pregnancy ends within 28 weeks of expected birth, they will be granted paid personal
leave for the period of leave as set out in the medical certificate. if personal leave |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2508 | maternity leave | maternity leave at half pay
a)
the delegate will approve spreading the payment for the paid period of maternity
leave over a maximum period of 24 continuous weeks at half normal pay. where
payment is spread over a greater period, any period beyond the first 12 weeks will
not count as service for any purpose.
b)
the delegate will approve spreading the additional period over a maximum period of
eight continuous weeks at half normal pay. where additional maternity leave is taken
at half pay only the first four weeks will count as service.
21.3
special maternity leave
a)
where the expecting mother experiences a pregnancy related illness, or if their
pregnancy ends within 28 weeks of expected birth, they will be granted paid personal
leave for the period of leave as set out in the medical certificate. if personal leave
credits are exhausted, the remainder of leave will be unpaid.
b)
special maternity leave will operate in conjunction with entitlements under the
ml act. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2520 | maternity leave | eight continuous weeks at half normal pay. where additional maternity leave is taken
at half pay only the first four weeks will count as service.
21.3
special maternity leave
a)
where the expecting mother experiences a pregnancy related illness, or if their
pregnancy ends within 28 weeks of expected birth, they will be granted paid personal
leave for the period of leave as set out in the medical certificate. if personal leave
credits are exhausted, the remainder of leave will be unpaid.
b)
special maternity leave will operate in conjunction with entitlements under the
ml act.
c)
further information is available in the parental leave policy.
21.4
parenting leave
a)
within 12 months of the birth, adoption or long-term fostering of a child, an employee |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2525 | maternity leave | special maternity leave
a)
where the expecting mother experiences a pregnancy related illness, or if their
pregnancy ends within 28 weeks of expected birth, they will be granted paid personal
leave for the period of leave as set out in the medical certificate. if personal leave
credits are exhausted, the remainder of leave will be unpaid.
b)
special maternity leave will operate in conjunction with entitlements under the
ml act.
c)
further information is available in the parental leave policy.
21.4
parenting leave
a)
within 12 months of the birth, adoption or long-term fostering of a child, an employee
who has or will have responsibility for the care of a child and who is otherwise
ineligible for leave under the ml act, adoption leave or fostering leave is entitled to
20 days leave with pay (inclusive of public holidays) to care for the child.
b) |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2536 | maternity leave | special maternity leave will operate in conjunction with entitlements under the
ml act.
c)
further information is available in the parental leave policy.
21.4
parenting leave
a)
within 12 months of the birth, adoption or long-term fostering of a child, an employee
who has or will have responsibility for the care of a child and who is otherwise
ineligible for leave under the ml act, adoption leave or fostering leave is entitled to
20 days leave with pay (inclusive of public holidays) to care for the child.
b)
this leave can be taken at half pay and counts as service for all purposes.
21.5
ability to transfer the four weeks of leave
employees who are eligible for four weeks of paid leave (maternity leave, parenting
leave, adoption, long-term fostering of a child) may transfer one to four weeks of this
entitlement to a partner who is a finance employee.
21.6 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2541 | parental leave | further information is available in the parental leave policy.
21.4
parenting leave
a)
within 12 months of the birth, adoption or long-term fostering of a child, an employee
who has or will have responsibility for the care of a child and who is otherwise
ineligible for leave under the ml act, adoption leave or fostering leave is entitled to
20 days leave with pay (inclusive of public holidays) to care for the child.
b)
this leave can be taken at half pay and counts as service for all purposes.
21.5
ability to transfer the four weeks of leave
employees who are eligible for four weeks of paid leave (maternity leave, parenting
leave, adoption, long-term fostering of a child) may transfer one to four weeks of this
entitlement to a partner who is a finance employee.
21.6
parental leave without pay
a)
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2561 | maternity leave | employees who are eligible for four weeks of paid leave (maternity leave, parenting
leave, adoption, long-term fostering of a child) may transfer one to four weeks of this
entitlement to a partner who is a finance employee.
21.6
parental leave without pay
a)
to enable an employee to care for a newborn child, or newly adopted or fostered
child under 16 years, the employee will be entitled to authorised leave without pay
(except for employees covered by the ml act to the extent that that act is more
beneficial) where the employee has, or will have, a responsibility for the care of the
child.
b)
parental leave without pay does not count as service for any other purpose except as
provided in the ml act.
21.7
maximum period of parental leave
the total period of parental leave (paid and unpaid) taken in respect of the birth or adoption
or fostering of a child will not exceed two years (excluding other periods of paid leave such
as annual leave).
21.8
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2567 | parental leave | parental leave without pay
a)
to enable an employee to care for a newborn child, or newly adopted or fostered
child under 16 years, the employee will be entitled to authorised leave without pay
(except for employees covered by the ml act to the extent that that act is more
beneficial) where the employee has, or will have, a responsibility for the care of the
child.
b)
parental leave without pay does not count as service for any other purpose except as
provided in the ml act.
21.7
maximum period of parental leave
the total period of parental leave (paid and unpaid) taken in respect of the birth or adoption
or fostering of a child will not exceed two years (excluding other periods of paid leave such
as annual leave).
21.8
return from parental leave
a)
prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2579 | parental leave | parental leave without pay does not count as service for any other purpose except as
provided in the ml act.
21.7
maximum period of parental leave
the total period of parental leave (paid and unpaid) taken in respect of the birth or adoption
or fostering of a child will not exceed two years (excluding other periods of paid leave such
as annual leave).
21.8
return from parental leave
a)
prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work.
26
b)
following consultation and dependent on operational requirements, the employee
may be given suitable duties at their substantive classification either in the role they
performed prior to leave, or in another role.
21.9
adoption leave |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2584 | parental leave | maximum period of parental leave
the total period of parental leave (paid and unpaid) taken in respect of the birth or adoption
or fostering of a child will not exceed two years (excluding other periods of paid leave such
as annual leave).
21.8
return from parental leave
a)
prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work.
26
b)
following consultation and dependent on operational requirements, the employee
may be given suitable duties at their substantive classification either in the role they
performed prior to leave, or in another role.
21.9
adoption leave
a)
an eligible employee is entitled to a continuous period of up to 16 weeks (inclusive of
public holidays) paid leave on full pay or half pay for the purposes of adopting a child. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2586 | parental leave | the total period of parental leave (paid and unpaid) taken in respect of the birth or adoption
or fostering of a child will not exceed two years (excluding other periods of paid leave such
as annual leave).
21.8
return from parental leave
a)
prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work.
26
b)
following consultation and dependent on operational requirements, the employee
may be given suitable duties at their substantive classification either in the role they
performed prior to leave, or in another role.
21.9
adoption leave
a)
an eligible employee is entitled to a continuous period of up to 16 weeks (inclusive of
public holidays) paid leave on full pay or half pay for the purposes of adopting a child.
b) |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2591 | parental leave | return from parental leave
a)
prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work.
26
b)
following consultation and dependent on operational requirements, the employee
may be given suitable duties at their substantive classification either in the role they
performed prior to leave, or in another role.
21.9
adoption leave
a)
an eligible employee is entitled to a continuous period of up to 16 weeks (inclusive of
public holidays) paid leave on full pay or half pay for the purposes of adopting a child.
b)
to be eligible for adoption leave:
c)
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2595 | parental leave | prior to an employee returning from parental leave the manager will discuss with the
employee their return to work, including any request for part-time work.
26
b)
following consultation and dependent on operational requirements, the employee
may be given suitable duties at their substantive classification either in the role they
performed prior to leave, or in another role.
21.9
adoption leave
a)
an eligible employee is entitled to a continuous period of up to 16 weeks (inclusive of
public holidays) paid leave on full pay or half pay for the purposes of adopting a child.
b)
to be eligible for adoption leave:
c)
i.
the employee must have completed at least 12 months continuous service in
the aps; |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2752 | long service leave | long service leave
23.1
entitlement
a)
an employee will be eligible for long service leave (lsl) in accordance with the long
service leave (commonwealth employees) act 1976.
b)
the minimum period for which lsl will be granted is seven consecutive calendar
days at full pay or 14 calendar days for leave at half pay. a period of lsl cannot be
broken by other periods of leave, including flex-time or toil, a weekend or a public
holiday, except as otherwise provided by legislation.
c)
long service leave credits may be taken at any time, on full pay or half pay, subject
to operational requirements and the approval of the employee’s manager.
23.2
substitution of leave during periods of long service leave
employees who become eligible for leave that is required to be granted in accordance with
the nes, such as personal leave, compassionate leave or community service leave, while
they are absent on a period of long service leave, may apply for the substitution of that |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2760 | long service leave | an employee will be eligible for long service leave (lsl) in accordance with the long
service leave (commonwealth employees) act 1976.
b)
the minimum period for which lsl will be granted is seven consecutive calendar
days at full pay or 14 calendar days for leave at half pay. a period of lsl cannot be
broken by other periods of leave, including flex-time or toil, a weekend or a public
holiday, except as otherwise provided by legislation.
c)
long service leave credits may be taken at any time, on full pay or half pay, subject
to operational requirements and the approval of the employee’s manager.
23.2
substitution of leave during periods of long service leave
employees who become eligible for leave that is required to be granted in accordance with
the nes, such as personal leave, compassionate leave or community service leave, while
they are absent on a period of long service leave, may apply for the substitution of that
28
leave. substitution of leave is subject to the production of satisfactory evidence of the
eligibility for the leave. long service leave will be recredited to the extent of the other leave
granted.
24 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2772 | long service leave | long service leave credits may be taken at any time, on full pay or half pay, subject
to operational requirements and the approval of the employee’s manager.
23.2
substitution of leave during periods of long service leave
employees who become eligible for leave that is required to be granted in accordance with
the nes, such as personal leave, compassionate leave or community service leave, while
they are absent on a period of long service leave, may apply for the substitution of that
28
leave. substitution of leave is subject to the production of satisfactory evidence of the
eligibility for the leave. long service leave will be recredited to the extent of the other leave
granted.
24
miscellaneous leave
a)
the delegate may grant leave to an employee, either with or without pay, where the
delegate considers it is appropriate.
b)
miscellaneous leave may be approved, as appropriate, where an employee is
required to be absent as a result of domestic and family violence situations. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2777 | long service leave | substitution of leave during periods of long service leave
employees who become eligible for leave that is required to be granted in accordance with
the nes, such as personal leave, compassionate leave or community service leave, while
they are absent on a period of long service leave, may apply for the substitution of that
28
leave. substitution of leave is subject to the production of satisfactory evidence of the
eligibility for the leave. long service leave will be recredited to the extent of the other leave
granted.
24
miscellaneous leave
a)
the delegate may grant leave to an employee, either with or without pay, where the
delegate considers it is appropriate.
b)
miscellaneous leave may be approved, as appropriate, where an employee is
required to be absent as a result of domestic and family violence situations.
c)
unless the delegate determines otherwise, any period or cumulative periods of
miscellaneous leave without pay greater than 30 calendar days within a 12 month |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2781 | long service leave | they are absent on a period of long service leave, may apply for the substitution of that
28
leave. substitution of leave is subject to the production of satisfactory evidence of the
eligibility for the leave. long service leave will be recredited to the extent of the other leave
granted.
24
miscellaneous leave
a)
the delegate may grant leave to an employee, either with or without pay, where the
delegate considers it is appropriate.
b)
miscellaneous leave may be approved, as appropriate, where an employee is
required to be absent as a result of domestic and family violence situations.
c)
unless the delegate determines otherwise, any period or cumulative periods of
miscellaneous leave without pay greater than 30 calendar days within a 12 month
period will not count as service for annual leave and personal/carer’s leave purposes.
d)
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2786 | long service leave | eligibility for the leave. long service leave will be recredited to the extent of the other leave
granted.
24
miscellaneous leave
a)
the delegate may grant leave to an employee, either with or without pay, where the
delegate considers it is appropriate.
b)
miscellaneous leave may be approved, as appropriate, where an employee is
required to be absent as a result of domestic and family violence situations.
c)
unless the delegate determines otherwise, any period or cumulative periods of
miscellaneous leave without pay greater than 30 calendar days within a 12 month
period will not count as service for annual leave and personal/carer’s leave purposes.
d)
further information is available in the leave and domestic and family violence
policies.
25
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2823 | travel | reasonable travel and recovery time, and ceremonial duties, will be approved. the
delegate may determine whether any or all of leave taken for participation in
voluntary emergency management activities will be with pay.
b)
an employee required to attend jury service will have leave approved and will
continue to be paid by finance for any period of jury service, but will be required to
pay to finance any amount of jury service pay received by the employee.
26
unauthorised leave absences
a)
where an employee is absent from work without approval, all pay and other benefits
provided under this agreement cease to be available until the employee resumes
duty, is granted leave or ceases employment. such absences will not count as
service for any purpose.
b)
unauthorised absences will be referred to the delegate to determine the appropriate
action under the ps act, including termination of employment.
c)
finance will take all reasonable steps to make contact with the employee.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2941 | study assistance | study assistance
a)
the delegate may approve access, for ongoing employees, to financial assistance
and/or study leave, to support the successful completion of tertiary studies which are
relevant to the operational needs of finance.
b)
further information is available in the study assistance policy.
28.5
professional memberships and/or subscriptions
a)
the delegate may approve financial reimbursement for professional memberships
and/or subscriptions deemed relevant to the needs of finance.
b)
further information is available in the professional memberships and subscription
policy.
30
separation from the aps
29 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2946 | study leave | and/or study leave, to support the successful completion of tertiary studies which are
relevant to the operational needs of finance.
b)
further information is available in the study assistance policy.
28.5
professional memberships and/or subscriptions
a)
the delegate may approve financial reimbursement for professional memberships
and/or subscriptions deemed relevant to the needs of finance.
b)
further information is available in the professional memberships and subscription
policy.
30
separation from the aps
29
resignation
29.1
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 2951 | study assistance | further information is available in the study assistance policy.
28.5
professional memberships and/or subscriptions
a)
the delegate may approve financial reimbursement for professional memberships
and/or subscriptions deemed relevant to the needs of finance.
b)
further information is available in the professional memberships and subscription
policy.
30
separation from the aps
29
resignation
29.1
notice of resignation
where an employee resigns, they must provide their manager with two weeks notice
(aps 1 – 6), or four weeks notice (el 1 – 2), unless otherwise agreed with their manager.
29.2 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 3155 | long service leave | government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976;
iii.
service with a commonwealth body (other than service with a joint
commonwealth-state body corporate) in which the commonwealth has a
controlling interest which is recognised for long service leave purposes;
iv.
service with the australian defence forces;
v.
aps service immediately preceding deemed resignation under repealed
section 49 of the public service act 1922, if the service has not previously been
recognised for severance pay purposes; service in another organisation
(excluding the act public service) where:
•
an employee moved from the aps to that organisation with a transfer of
function;
•
an employee engaged by that organisation on work within a function is
engaged in the aps as a result of the transfer of that function to the aps
such service is recognised for long service leave purposes;
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 3162 | long service leave | controlling interest which is recognised for long service leave purposes;
iv.
service with the australian defence forces;
v.
aps service immediately preceding deemed resignation under repealed
section 49 of the public service act 1922, if the service has not previously been
recognised for severance pay purposes; service in another organisation
(excluding the act public service) where:
•
an employee moved from the aps to that organisation with a transfer of
function;
•
an employee engaged by that organisation on work within a function is
engaged in the aps as a result of the transfer of that function to the aps
such service is recognised for long service leave purposes;
•
act public service for persons who were compulsorily transferred to the
act public service on its establishment as a separate service on 1 july
1994 and who subsequently rejoined the aps.
for earlier periods of service to count there must be no breaks between the periods |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 3183 | long service leave | such service is recognised for long service leave purposes;
•
act public service for persons who were compulsorily transferred to the
act public service on its establishment as a separate service on 1 july
1994 and who subsequently rejoined the aps.
for earlier periods of service to count there must be no breaks between the periods
of service, except where:
i.
the break in service is less than one month and occurs where an offer of
employment with the new employer was made and accepted by the employee
before ceasing employment with the preceding employer; or
ii.
the earlier period of service was with the aps and ceased because the
employee was deemed to have resigned from the aps on marriage under
repealed section 49 of the public service act 1922.
30.10 service not to count
a)
b)
having regard to clause 30.9, any period of service that ceased will not count as
service for severance pay purposes:
i. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 3231 | long service leave | absences from work which do not count as service for long service leave purposes
will not count as service for severance pay purposes.
workplace consultation and dispute resolution
31
workplace consultation
31.1
staff consultative group
for the life of this agreement, finance will establish and maintain a staff consultative
group.
33
31.2
consultation and communication
the terms for consultation are provided in attachment b of this agreement.
31.3
support person / employee representative
an employee may choose to have a support person accompany them in one-on-one
discussions with their manager(s) where there are issues about the employee’s
performance. where there are issues about the employee’s employment, the employee may
choose to have a support person or an employee representative accompany them. finance |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 3475 | long service leave | (excluding long service leave) and public holidays in addition to the base hourly rate.
c)
for all work performed on a monday to friday, a 15 per cent loading will be paid on
the hourly rate (base plus casual loading) in recognition of the flexibility requirements.
d)
for all work performed on a weekend and a public holiday, an additional loading will
be paid on the hourly rate (base plus casual loading) as set out in attachment a.
e)
in addition, a special duties loading of 20 per cent will be paid to casual drivers when
driving the following vip clients:
i.
the prime minister of australia;
ii.
the governor-general of australia;
iii.
persons entitled to a dedicated driver in the particular capital city;
iv.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 3585 | overtime | hours overtime component of two hours per week (or pro rata for part-time drivers). the
period of the biannual cycles will be:
1st cycle
2nd cycle
1 january – 30 june
1 july – 31 december
37
34.3
biannual cycle hours
a)
each full-time driver, with the exception of dedicated drivers, will be required to work
1040 hours in each cycle (pro rata for part-time drivers).
b)
part-time drivers may be required to perform reasonable administrative or other
non-driving tasks from time to time in order to fulfil the biannual cycle hours.
34.4
no financial adjustment if insufficient work available
where a driver has worked all hours nominated but not worked the required hours applicable
as described in clause 34.3, no financial adjustment will apply. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 3718 | overtime | overtime and penalties, a national flexibility allowance as set out in attachment a
will be paid to full-time ongoing drivers. a part-time driver may be required to
maintain either a 24 hours per day availability (except entitled rest days) or a 12
hours per day availability (except entitled rest days).
b)
the full national flexibility allowance will be paid to drivers required to maintain 24
hour availability, while 50 per cent of the national flexibility allowance will be paid to
drivers required to maintain 12 hours per day availability. the period of availability will
be agreed at the time of employment and may be varied by mutual agreement
between the driver and the delegate.
c)
the annual salary for a full-time ongoing driver will be as per attachment a
(pro-rata for part-time drivers). the employee’s rate of salary will be salary for all
purposes. specifically, where salary sacrifice arrangements (or other relevant
arrangements) are in place, the employee’s salary for purposes of superannuation,
severance and termination payments (or other purposes) will be determined as if the
salary sacrifice (or other) arrangement had not been entered into.
34.11 special conditions applying to dedicated drivers
a)
from time to time the delegate may designate an ongoing driver to be a dedicated
driver, being dedicated to drive for a particular office holder until otherwise notified by
the delegate. the provisions outlined below apply to an ongoing driver for any period
whilst they are designated a dedicated driver.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 3760 | overtime | dedicated drivers will operate under the biannual cycle except that the overtime
component will be seven hours per week, therefore the biannual cycle hours
required, subject to clause 34.12 will be 1118 (pro-rata for part-time drivers).
34.12 excess hours within a cycle worked by dedicated drivers
a)
at the request of the delegate, a dedicated driver may exceed the maximum number
of hours worked within the cycle.
39
b)
where a dedicated driver exceeds, or it appears they will exceed the applicable
hours as defined in clause 34.11 within any biannual reconciliation period as defined
in clause 34.2, the driver will have the option of either payment at the normal hourly
rate (base salary, inclusive of allowances received) or time off in lieu or a
combination thereof as soon as possible after the end of each biannual period.
c)
a dedicated driver will receive at least two weeks notice (or four weeks if they have
been performing the role for two or more years) in the event they cease to become a
dedicated driver. the dedicated driver allowance will cease at the expiration of the
notice period.
d)
a dedicated driver will be required to undertake pool work when not required by their |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 3986 | long service leave | government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976;
iii.
service with a commonwealth body (other than service with a joint
commonwealth-state body corporate) in which the commonwealth has a
controlling interest which is recognised for long service leave purposes;
iv.
service with the australian defence forces;
v.
aps service immediately preceding deemed resignation under repealed
section 49 of the public service act 1922, if the service has not previously been
recognised for severance pay purposes;
vi.
service in another organisation (excluding the act public service) where:
•
•
an employee moved from the aps to that organisation with a transfer of
function;
an employee engaged by that organisation on work within a function is
engaged in the aps as a result of the transfer of that function to the aps;
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 3993 | long service leave | controlling interest which is recognised for long service leave purposes;
iv.
service with the australian defence forces;
v.
aps service immediately preceding deemed resignation under repealed
section 49 of the public service act 1922, if the service has not previously been
recognised for severance pay purposes;
vi.
service in another organisation (excluding the act public service) where:
•
•
an employee moved from the aps to that organisation with a transfer of
function;
an employee engaged by that organisation on work within a function is
engaged in the aps as a result of the transfer of that function to the aps;
such service is recognised for long service leave purposes.
vii.
act public service for persons who were compulsorily transferred to the act
public service on its establishment as a separate service on 1 july 1994 and
who subsequently rejoined the aps.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 4016 | long service leave | such service is recognised for long service leave purposes.
vii.
act public service for persons who were compulsorily transferred to the act
public service on its establishment as a separate service on 1 july 1994 and
who subsequently rejoined the aps.
viii.
for earlier periods of service to count there must be no breaks between the
periods of service, except where:
•
•
e)
the break in service is less than one month and occurs where an offer of
employment with the new employer was made and accepted by the
employee before ceasing employment with the preceding employer; or
the earlier period of service was with the aps and ceased because the
employee was deemed to have resigned from the aps on marriage under
repealed section 49 of the public service act 1922.
any period of service, which ceased:
i.
through termination on the following grounds, or on a ground equivalent to any
of the following grounds:
•
• |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 4079 | long service leave | absences from work which do not count as service for long service leave purposes
will not count as service for severance pay purposes.
g)
comcar is bound by the rules governing re-engagement by an australian
government agency of an ex-aps or ex-parliamentary service act employee who
has received a redundancy benefit.
34.18 rate of payment – severance benefit
for the purpose of calculating any payment under clause 34.17, salary will include:
i.
the driver’s full time salary, adjusted on a pro-rata basis for periods of
part-time service; and
ii.
ongoing allowances paid under this agreement including national flexibility
allowance and dedicated driver allowance.
34.19 retention periods
a)
b)
c)
an excess ongoing driver who does not accept an offer of voluntary retrenchment will
not be involuntarily terminated without their agreement until the following retention |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 4143 | travel | the excess ongoing driver may request assistance in meeting reasonable travel and
incidental expenses, where these are not met by the prospective employer, incurred
seeking alternative employment and/or in moving residence to take up alternative
employment.
e)
where:
i.
an excess ongoing driver has been receiving redeployment assistance for two
months; and
ii.
the redeployment agency certifies that there is no reasonable prospect of
redeployment in the aps; and
43
iii.
the delegate is satisfied that there is insufficient productive work available for
them in comcar during the remainder of their retention period;
iv.
the delegate may, with the agreement of the ongoing driver, terminate their
employment under section 29 of the ps act and pay the balance of the
retention period as a lump sum, and this payment will be taken to include the |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 4539 | zone of discretion | for maximum guidepoint refer to clause 2.10 – zone of discretion
table 3: year 2 increase (two per cent)
aps 1
aps 2
aps 3
aps 4
aps 5
aps6
el 1
el 2
min guidepoint
48,019
55,138
61,291
69,133
77,095 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 4700 | zone of discretion | for maximum guidepoint refer to clause 2.10 – zone of discretion
45
table 4: year 3 increase (two per cent)
aps 1
aps 2
aps 3
aps 4
aps 5
aps 6
el 1
el 2
min guidepoint
48,979
56,241
62,517
70,516 |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 4863 | zone of discretion | for maximum guidepoint refer to clause 2.10 – zone of discretion
46
table 5: casual comcar driver increases
per hour (incorporating casual loading)
current
rates
year 1 #
year 2
year 3
monday to friday rate
$38.94
$39.72
$40.51
$41.32
saturday rate
$50.81
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 5275 | travel | reasonable expense amounts for domestic and overseas travel
including accommodation, meals and incidentals when travelling
away from home overnight for work.
casual employee
an employee who is engaged under section 22(2)(c) of the ps
act.
comcar
a discrete business unit within finance that has responsibility for
the provision of car-with-driver services to clients.
comcar driver
an employee engaged to perform driving duties within comcar.
continuity of
service
means no break in employment from the final working day from
the transferring agency to the next consecutive working day which
must be the commencement date with finance. a weekend or a
public holiday is not considered a break in the continuity of
service. this does not apply to long service leave which will be
in accordance with the long service leave (commonwealth
employees) act 1976.
with the exception of continuous service for redundancy pay,
which will be as set out at clause 30.9, 30.10 and 34.17. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 5276 | travel | including accommodation, meals and incidentals when travelling
away from home overnight for work.
casual employee
an employee who is engaged under section 22(2)(c) of the ps
act.
comcar
a discrete business unit within finance that has responsibility for
the provision of car-with-driver services to clients.
comcar driver
an employee engaged to perform driving duties within comcar.
continuity of
service
means no break in employment from the final working day from
the transferring agency to the next consecutive working day which
must be the commencement date with finance. a weekend or a
public holiday is not considered a break in the continuity of
service. this does not apply to long service leave which will be
in accordance with the long service leave (commonwealth
employees) act 1976.
with the exception of continuous service for redundancy pay,
which will be as set out at clause 30.9, 30.10 and 34.17.
continuous service, for the purpose of the long service leave |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 5300 | long service leave | service. this does not apply to long service leave which will be
in accordance with the long service leave (commonwealth
employees) act 1976.
with the exception of continuous service for redundancy pay,
which will be as set out at clause 30.9, 30.10 and 34.17.
continuous service, for the purpose of the long service leave
(commonwealth employees) act 1976 is a break of no greater
than 12 months. continuous service for eligibility for paid
maternity leave, paid adoption/foster leave and portability of leave
is strictly continuous (no break at all).
continuous service
dedicated driver
an ongoing driver who is designated to drive for a particular office
holder.
delegate
the person delegated by the secretary to perform functions as
provided in the finance hr delegations and this agreement.
executive level employee.
el
employee
a non ses employee of finance eligible to be covered by this
agreement, and engaged under section 22(2)(a) and (b) of the
ps act. |
| Department of Finance Enterprise Agreement 2019_1_0.txt | 5301 | long service leave | in accordance with the long service leave (commonwealth
employees) act 1976.
with the exception of continuous service for redundancy pay,
which will be as set out at clause 30.9, 30.10 and 34.17.
continuous service, for the purpose of the long service leave
(commonwealth employees) act 1976 is a break of no greater
than 12 months. continuous service for eligibility for paid
maternity leave, paid adoption/foster leave and portability of leave
is strictly continuous (no break at all).
continuous service
dedicated driver
an ongoing driver who is designated to drive for a particular office
holder.
delegate
the person delegated by the secretary to perform functions as
provided in the finance hr delegations and this agreement.
executive level employee.
el
employee
a non ses employee of finance eligible to be covered by this
agreement, and engaged under section 22(2)(a) and (b) of the
ps act.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 5305 | long service leave | continuous service, for the purpose of the long service leave
(commonwealth employees) act 1976 is a break of no greater
than 12 months. continuous service for eligibility for paid
maternity leave, paid adoption/foster leave and portability of leave
is strictly continuous (no break at all).
continuous service
dedicated driver
an ongoing driver who is designated to drive for a particular office
holder.
delegate
the person delegated by the secretary to perform functions as
provided in the finance hr delegations and this agreement.
executive level employee.
el
employee
a non ses employee of finance eligible to be covered by this
agreement, and engaged under section 22(2)(a) and (b) of the
ps act.
52
employer
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 5308 | maternity leave | maternity leave, paid adoption/foster leave and portability of leave
is strictly continuous (no break at all).
continuous service
dedicated driver
an ongoing driver who is designated to drive for a particular office
holder.
delegate
the person delegated by the secretary to perform functions as
provided in the finance hr delegations and this agreement.
executive level employee.
el
employee
a non ses employee of finance eligible to be covered by this
agreement, and engaged under section 22(2)(a) and (b) of the
ps act.
52
employer
means the secretary of finance, on behalf of the commonwealth
of australia.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 5383 | zone of discretion | before the zone of discretion.
immediate family
immediate family member means:
•
a spouse, de facto partner(including same sex partner), child,
parent, grandparent, grandchild or sibling of the employee;
•
a child, parent, grandparent, grandchild or sibling of a spouse
or de facto partner of the employee;
• fostering or traditional kinship;
immediate family member also includes a former de facto partner
and a former spouse.
manager
a manager is an aps 6 employee or above who has another
employee reporting directly to them.
maximum
guidepoint
the highest salary available within the salary structure of the
aps 6 – el 2 classifications.
|
| Department of Finance Enterprise Agreement 2019_1_0.txt | 5482 | zone of discretion | zone of discretion
the salary zone between the highest pay point and the maximum
guidepoint in the relevant aps 6 – el 2 classification salary
range.
54
55
|
| AIHW-Enterprise-Agreement.txt | 491 | overtime | overtime rates.
recording attendance
53.
54.
aps 1-6 employees will record their actual times of arrival and departure and any
breaks each day.
executive level employees are not required to record their actual hours of
attendance, unless requested by their manager. executive level employees may
be required to provide evidence of their attendance to substantiate any request for
time off in lieu (toil).
flexible working hours
55.
56.
the flextime system is provided for all aps level 1–6 employees. part-time
employees may access flextime arrangements, subject to agreement with his or
her manager. further information is available in the aihw’s guidelines on
‘working hours, recording attendance and flextime’.
the following flextime arrangements will apply:
(i)
an employee may carry over a maximum flextime credit of 30 hours at the
end of a four-week settlement period, unless approved by a senior manager.
(ii) an employee may carry over a maximum of 10 hours flex debit
accumulated in any one settlement period into the next settlement period.
_____________________________________________________________________________________ |
| AIHW-Enterprise-Agreement.txt | 509 | flextime | the flextime system is provided for all aps level 1–6 employees. part-time
employees may access flextime arrangements, subject to agreement with his or
her manager. further information is available in the aihw’s guidelines on
‘working hours, recording attendance and flextime’.
the following flextime arrangements will apply:
(i)
an employee may carry over a maximum flextime credit of 30 hours at the
end of a four-week settlement period, unless approved by a senior manager.
(ii) an employee may carry over a maximum of 10 hours flex debit
accumulated in any one settlement period into the next settlement period.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 7
(iii)
57.
58.
59.
60.
an employee may take up to five days of flex leave in one settlement
period.
the use of flex leave during core hours must have the prior approval of the
manager.
employees in jobs that require attendance at pre-determined times to meet client
service needs must have their manager’s prior approval to use flex leave during
standard hours. |
| AIHW-Enterprise-Agreement.txt | 510 | flextime | employees may access flextime arrangements, subject to agreement with his or
her manager. further information is available in the aihw’s guidelines on
‘working hours, recording attendance and flextime’.
the following flextime arrangements will apply:
(i)
an employee may carry over a maximum flextime credit of 30 hours at the
end of a four-week settlement period, unless approved by a senior manager.
(ii) an employee may carry over a maximum of 10 hours flex debit
accumulated in any one settlement period into the next settlement period.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 7
(iii)
57.
58.
59.
60.
an employee may take up to five days of flex leave in one settlement
period.
the use of flex leave during core hours must have the prior approval of the
manager.
employees in jobs that require attendance at pre-determined times to meet client
service needs must have their manager’s prior approval to use flex leave during
standard hours.
aps employees acting at the el1 level will not access formal flextime |
| AIHW-Enterprise-Agreement.txt | 512 | flextime | ‘working hours, recording attendance and flextime’.
the following flextime arrangements will apply:
(i)
an employee may carry over a maximum flextime credit of 30 hours at the
end of a four-week settlement period, unless approved by a senior manager.
(ii) an employee may carry over a maximum of 10 hours flex debit
accumulated in any one settlement period into the next settlement period.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 7
(iii)
57.
58.
59.
60.
an employee may take up to five days of flex leave in one settlement
period.
the use of flex leave during core hours must have the prior approval of the
manager.
employees in jobs that require attendance at pre-determined times to meet client
service needs must have their manager’s prior approval to use flex leave during
standard hours.
aps employees acting at the el1 level will not access formal flextime
arrangements unless approved to do so by the director.
executive level employees may access flexible working hours, consistent with |
| AIHW-Enterprise-Agreement.txt | 513 | flextime | the following flextime arrangements will apply:
(i)
an employee may carry over a maximum flextime credit of 30 hours at the
end of a four-week settlement period, unless approved by a senior manager.
(ii) an employee may carry over a maximum of 10 hours flex debit
accumulated in any one settlement period into the next settlement period.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 7
(iii)
57.
58.
59.
60.
an employee may take up to five days of flex leave in one settlement
period.
the use of flex leave during core hours must have the prior approval of the
manager.
employees in jobs that require attendance at pre-determined times to meet client
service needs must have their manager’s prior approval to use flex leave during
standard hours.
aps employees acting at the el1 level will not access formal flextime
arrangements unless approved to do so by the director.
executive level employees may access flexible working hours, consistent with
clause 61 and with operational requirements. |
| AIHW-Enterprise-Agreement.txt | 515 | flextime | an employee may carry over a maximum flextime credit of 30 hours at the
end of a four-week settlement period, unless approved by a senior manager.
(ii) an employee may carry over a maximum of 10 hours flex debit
accumulated in any one settlement period into the next settlement period.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 7
(iii)
57.
58.
59.
60.
an employee may take up to five days of flex leave in one settlement
period.
the use of flex leave during core hours must have the prior approval of the
manager.
employees in jobs that require attendance at pre-determined times to meet client
service needs must have their manager’s prior approval to use flex leave during
standard hours.
aps employees acting at the el1 level will not access formal flextime
arrangements unless approved to do so by the director.
executive level employees may access flexible working hours, consistent with
clause 61 and with operational requirements.
recognition of extended hours for executive level staff |
| AIHW-Enterprise-Agreement.txt | 539 | flextime | aps employees acting at the el1 level will not access formal flextime
arrangements unless approved to do so by the director.
executive level employees may access flexible working hours, consistent with
clause 61 and with operational requirements.
recognition of extended hours for executive level staff
61.
62.
63.
64.
executive level employees may at times be required to work extended hours.
the manager may approve paid time off (time off in lieu, or toil) to recognise
the extended hours.
for the purposes of the preceding clause, toil may not be taken on a one-for-one
basis except for:
(i) time necessarily worked by an executive level 1 employee in excess of one
additional hour on any normal business day, or
(ii) any time necessarily worked by an executive level 1 employee on weekends
and public holidays.
toil taken on a one-for-one basis does not reduce the employee’s right to access
fair and reasonable time off for other additional hours worked.
in exceptional circumstances the director may approve payment for additional
hours worked by executive level employees.
reversion to standard hours
65.
66. |
| AIHW-Enterprise-Agreement.txt | 621 | travel | travelling time and working extended hours (aps level 1-6 only)
72.
when employees accessing flextime are required to work in a different city, in
addition to any extended hours worked, they may record the additional time of
duration of the journeys as working time on their flexsheets. that is, any
travelling time between their homes to the other workplace that is additional to
the time normally spent getting between home and their normal place of work.
time recorded on this basis will be considered ordinary hours and not attract
overtime rates. the method of travel is subject to the prior approval of the
manager.
overtime and recompense for overtime (aps level 1-6 only)
73.
74.
75.
76.
77.
overtime means work performed at the prior direction of management by
employees at or below aps level 6 that:
(i)
is in excess of 8 hours 25 minutes on any one day
(ii) is outside the span of hours specified in clause 45
(iii) is performed on weekends or public holidays.
flexible working hours (see flexible working hours) will generally be used to |
| AIHW-Enterprise-Agreement.txt | 624 | flextime | when employees accessing flextime are required to work in a different city, in
addition to any extended hours worked, they may record the additional time of
duration of the journeys as working time on their flexsheets. that is, any
travelling time between their homes to the other workplace that is additional to
the time normally spent getting between home and their normal place of work.
time recorded on this basis will be considered ordinary hours and not attract
overtime rates. the method of travel is subject to the prior approval of the
manager.
overtime and recompense for overtime (aps level 1-6 only)
73.
74.
75.
76.
77.
overtime means work performed at the prior direction of management by
employees at or below aps level 6 that:
(i)
is in excess of 8 hours 25 minutes on any one day
(ii) is outside the span of hours specified in clause 45
(iii) is performed on weekends or public holidays.
flexible working hours (see flexible working hours) will generally be used to
meet operational requirements within the span of hours. however, it is
recognised that operational requirements will on occasions require an
employee(s) to be directed to work outside the span of hours or in excess of |
| AIHW-Enterprise-Agreement.txt | 627 | travel | travelling time between their homes to the other workplace that is additional to
the time normally spent getting between home and their normal place of work.
time recorded on this basis will be considered ordinary hours and not attract
overtime rates. the method of travel is subject to the prior approval of the
manager.
overtime and recompense for overtime (aps level 1-6 only)
73.
74.
75.
76.
77.
overtime means work performed at the prior direction of management by
employees at or below aps level 6 that:
(i)
is in excess of 8 hours 25 minutes on any one day
(ii) is outside the span of hours specified in clause 45
(iii) is performed on weekends or public holidays.
flexible working hours (see flexible working hours) will generally be used to
meet operational requirements within the span of hours. however, it is
recognised that operational requirements will on occasions require an
employee(s) to be directed to work outside the span of hours or in excess of
8 hours 25 minutes on any one day. in accordance with section 62 of the fair
work act 2009, an employee may refuse to work additional hours if they are
unreasonable. |
| AIHW-Enterprise-Agreement.txt | 630 | travel | overtime rates. the method of travel is subject to the prior approval of the
manager.
overtime and recompense for overtime (aps level 1-6 only)
73.
74.
75.
76.
77.
overtime means work performed at the prior direction of management by
employees at or below aps level 6 that:
(i)
is in excess of 8 hours 25 minutes on any one day
(ii) is outside the span of hours specified in clause 45
(iii) is performed on weekends or public holidays.
flexible working hours (see flexible working hours) will generally be used to
meet operational requirements within the span of hours. however, it is
recognised that operational requirements will on occasions require an
employee(s) to be directed to work outside the span of hours or in excess of
8 hours 25 minutes on any one day. in accordance with section 62 of the fair
work act 2009, an employee may refuse to work additional hours if they are
unreasonable.
overtime is considered to be continuous with ordinary duty when an employee
does not have a break, other than a meal break, between the periods of ordinary
duty and overtime. |
| AIHW-Enterprise-Agreement.txt | 630 | overtime | overtime rates. the method of travel is subject to the prior approval of the
manager.
overtime and recompense for overtime (aps level 1-6 only)
73.
74.
75.
76.
77.
overtime means work performed at the prior direction of management by
employees at or below aps level 6 that:
(i)
is in excess of 8 hours 25 minutes on any one day
(ii) is outside the span of hours specified in clause 45
(iii) is performed on weekends or public holidays.
flexible working hours (see flexible working hours) will generally be used to
meet operational requirements within the span of hours. however, it is
recognised that operational requirements will on occasions require an
employee(s) to be directed to work outside the span of hours or in excess of
8 hours 25 minutes on any one day. in accordance with section 62 of the fair
work act 2009, an employee may refuse to work additional hours if they are
unreasonable.
overtime is considered to be continuous with ordinary duty when an employee
does not have a break, other than a meal break, between the periods of ordinary
duty and overtime. |
| AIHW-Enterprise-Agreement.txt | 633 | overtime | overtime and recompense for overtime (aps level 1-6 only)
73.
74.
75.
76.
77.
overtime means work performed at the prior direction of management by
employees at or below aps level 6 that:
(i)
is in excess of 8 hours 25 minutes on any one day
(ii) is outside the span of hours specified in clause 45
(iii) is performed on weekends or public holidays.
flexible working hours (see flexible working hours) will generally be used to
meet operational requirements within the span of hours. however, it is
recognised that operational requirements will on occasions require an
employee(s) to be directed to work outside the span of hours or in excess of
8 hours 25 minutes on any one day. in accordance with section 62 of the fair
work act 2009, an employee may refuse to work additional hours if they are
unreasonable.
overtime is considered to be continuous with ordinary duty when an employee
does not have a break, other than a meal break, between the periods of ordinary
duty and overtime.
time off in lieu is the standard form of recompense for overtime performed in
continuous periods on normal business days. payment is the standard form of
recompense for overtime performed on all other occasions. |
| AIHW-Enterprise-Agreement.txt | 644 | overtime | overtime means work performed at the prior direction of management by
employees at or below aps level 6 that:
(i)
is in excess of 8 hours 25 minutes on any one day
(ii) is outside the span of hours specified in clause 45
(iii) is performed on weekends or public holidays.
flexible working hours (see flexible working hours) will generally be used to
meet operational requirements within the span of hours. however, it is
recognised that operational requirements will on occasions require an
employee(s) to be directed to work outside the span of hours or in excess of
8 hours 25 minutes on any one day. in accordance with section 62 of the fair
work act 2009, an employee may refuse to work additional hours if they are
unreasonable.
overtime is considered to be continuous with ordinary duty when an employee
does not have a break, other than a meal break, between the periods of ordinary
duty and overtime.
time off in lieu is the standard form of recompense for overtime performed in
continuous periods on normal business days. payment is the standard form of
recompense for overtime performed on all other occasions.
where overtime is worked, recompense (whether payment or time off in lieu) is
calculated at the following rates (see attachment a.2 – salary rates for overtime
formulae):
(i)
monday to saturday: time and a half for the first three hours of overtime
worked each day and double time thereafter.
(ii) sunday: double time.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 9 |
| AIHW-Enterprise-Agreement.txt | 657 | overtime | overtime is considered to be continuous with ordinary duty when an employee
does not have a break, other than a meal break, between the periods of ordinary
duty and overtime.
time off in lieu is the standard form of recompense for overtime performed in
continuous periods on normal business days. payment is the standard form of
recompense for overtime performed on all other occasions.
where overtime is worked, recompense (whether payment or time off in lieu) is
calculated at the following rates (see attachment a.2 – salary rates for overtime
formulae):
(i)
monday to saturday: time and a half for the first three hours of overtime
worked each day and double time thereafter.
(ii) sunday: double time.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 9
public holiday: double time and a half for duty outside the standard hours
specified in clause 43. for duty within the standard hours, toil will be
calculated at double time and a half, but payment will be calculated at time
and a half additional to the single time as employees are already being paid
for the public holiday.
part-time aps 1-6 level employees are eligible for overtime for work performed
at the prior direction of management, which:
(i)
is not continuous with the employee’s agreed standard hours
(ii) exceeds the employee’s agreed total standard hours over the four-week
settlement period.
where aps level 1-6 employees other than employees receiving an emergency |
| AIHW-Enterprise-Agreement.txt | 659 | overtime | duty and overtime.
time off in lieu is the standard form of recompense for overtime performed in
continuous periods on normal business days. payment is the standard form of
recompense for overtime performed on all other occasions.
where overtime is worked, recompense (whether payment or time off in lieu) is
calculated at the following rates (see attachment a.2 – salary rates for overtime
formulae):
(i)
monday to saturday: time and a half for the first three hours of overtime
worked each day and double time thereafter.
(ii) sunday: double time.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 9
public holiday: double time and a half for duty outside the standard hours
specified in clause 43. for duty within the standard hours, toil will be
calculated at double time and a half, but payment will be calculated at time
and a half additional to the single time as employees are already being paid
for the public holiday.
part-time aps 1-6 level employees are eligible for overtime for work performed
at the prior direction of management, which:
(i)
is not continuous with the employee’s agreed standard hours
(ii) exceeds the employee’s agreed total standard hours over the four-week
settlement period.
where aps level 1-6 employees other than employees receiving an emergency
out-of-hours contact officer allowance (see clause 223) are called into work to
meet an emergency outside the span of hours specified in clause 45 or are |
| AIHW-Enterprise-Agreement.txt | 660 | overtime | time off in lieu is the standard form of recompense for overtime performed in
continuous periods on normal business days. payment is the standard form of
recompense for overtime performed on all other occasions.
where overtime is worked, recompense (whether payment or time off in lieu) is
calculated at the following rates (see attachment a.2 – salary rates for overtime
formulae):
(i)
monday to saturday: time and a half for the first three hours of overtime
worked each day and double time thereafter.
(ii) sunday: double time.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 9
public holiday: double time and a half for duty outside the standard hours
specified in clause 43. for duty within the standard hours, toil will be
calculated at double time and a half, but payment will be calculated at time
and a half additional to the single time as employees are already being paid
for the public holiday.
part-time aps 1-6 level employees are eligible for overtime for work performed
at the prior direction of management, which:
(i)
is not continuous with the employee’s agreed standard hours
(ii) exceeds the employee’s agreed total standard hours over the four-week
settlement period.
where aps level 1-6 employees other than employees receiving an emergency
out-of-hours contact officer allowance (see clause 223) are called into work to
meet an emergency outside the span of hours specified in clause 45 or are
required to work overtime for a period that is not continuous with their ordinary |
| AIHW-Enterprise-Agreement.txt | 662 | overtime | recompense for overtime performed on all other occasions.
where overtime is worked, recompense (whether payment or time off in lieu) is
calculated at the following rates (see attachment a.2 – salary rates for overtime
formulae):
(i)
monday to saturday: time and a half for the first three hours of overtime
worked each day and double time thereafter.
(ii) sunday: double time.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 9
public holiday: double time and a half for duty outside the standard hours
specified in clause 43. for duty within the standard hours, toil will be
calculated at double time and a half, but payment will be calculated at time
and a half additional to the single time as employees are already being paid
for the public holiday.
part-time aps 1-6 level employees are eligible for overtime for work performed
at the prior direction of management, which:
(i)
is not continuous with the employee’s agreed standard hours
(ii) exceeds the employee’s agreed total standard hours over the four-week
settlement period.
where aps level 1-6 employees other than employees receiving an emergency
out-of-hours contact officer allowance (see clause 223) are called into work to
meet an emergency outside the span of hours specified in clause 45 or are
required to work overtime for a period that is not continuous with their ordinary
duty, they will be paid for the period of work and any time necessarily spent in
travelling to and from work at the relevant overtime rate. |
| AIHW-Enterprise-Agreement.txt | 663 | overtime | where overtime is worked, recompense (whether payment or time off in lieu) is
calculated at the following rates (see attachment a.2 – salary rates for overtime
formulae):
(i)
monday to saturday: time and a half for the first three hours of overtime
worked each day and double time thereafter.
(ii) sunday: double time.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 9
public holiday: double time and a half for duty outside the standard hours
specified in clause 43. for duty within the standard hours, toil will be
calculated at double time and a half, but payment will be calculated at time
and a half additional to the single time as employees are already being paid
for the public holiday.
part-time aps 1-6 level employees are eligible for overtime for work performed
at the prior direction of management, which:
(i)
is not continuous with the employee’s agreed standard hours
(ii) exceeds the employee’s agreed total standard hours over the four-week
settlement period.
where aps level 1-6 employees other than employees receiving an emergency
out-of-hours contact officer allowance (see clause 223) are called into work to
meet an emergency outside the span of hours specified in clause 45 or are
required to work overtime for a period that is not continuous with their ordinary
duty, they will be paid for the period of work and any time necessarily spent in
travelling to and from work at the relevant overtime rate.
the minimum payment on each occasion will be two hours. however, where |
| AIHW-Enterprise-Agreement.txt | 664 | overtime | calculated at the following rates (see attachment a.2 – salary rates for overtime
formulae):
(i)
monday to saturday: time and a half for the first three hours of overtime
worked each day and double time thereafter.
(ii) sunday: double time.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 9
public holiday: double time and a half for duty outside the standard hours
specified in clause 43. for duty within the standard hours, toil will be
calculated at double time and a half, but payment will be calculated at time
and a half additional to the single time as employees are already being paid
for the public holiday.
part-time aps 1-6 level employees are eligible for overtime for work performed
at the prior direction of management, which:
(i)
is not continuous with the employee’s agreed standard hours
(ii) exceeds the employee’s agreed total standard hours over the four-week
settlement period.
where aps level 1-6 employees other than employees receiving an emergency
out-of-hours contact officer allowance (see clause 223) are called into work to
meet an emergency outside the span of hours specified in clause 45 or are
required to work overtime for a period that is not continuous with their ordinary
duty, they will be paid for the period of work and any time necessarily spent in
travelling to and from work at the relevant overtime rate.
the minimum payment on each occasion will be two hours. however, where
more than one attendance is involved, the minimum overtime payment provision |
| AIHW-Enterprise-Agreement.txt | 667 | overtime | monday to saturday: time and a half for the first three hours of overtime
worked each day and double time thereafter.
(ii) sunday: double time.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 9
public holiday: double time and a half for duty outside the standard hours
specified in clause 43. for duty within the standard hours, toil will be
calculated at double time and a half, but payment will be calculated at time
and a half additional to the single time as employees are already being paid
for the public holiday.
part-time aps 1-6 level employees are eligible for overtime for work performed
at the prior direction of management, which:
(i)
is not continuous with the employee’s agreed standard hours
(ii) exceeds the employee’s agreed total standard hours over the four-week
settlement period.
where aps level 1-6 employees other than employees receiving an emergency
out-of-hours contact officer allowance (see clause 223) are called into work to
meet an emergency outside the span of hours specified in clause 45 or are
required to work overtime for a period that is not continuous with their ordinary
duty, they will be paid for the period of work and any time necessarily spent in
travelling to and from work at the relevant overtime rate.
the minimum payment on each occasion will be two hours. however, where
more than one attendance is involved, the minimum overtime payment provision
will not operate to increase an employee's overtime remuneration beyond the
amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty |
| AIHW-Enterprise-Agreement.txt | 680 | overtime | part-time aps 1-6 level employees are eligible for overtime for work performed
at the prior direction of management, which:
(i)
is not continuous with the employee’s agreed standard hours
(ii) exceeds the employee’s agreed total standard hours over the four-week
settlement period.
where aps level 1-6 employees other than employees receiving an emergency
out-of-hours contact officer allowance (see clause 223) are called into work to
meet an emergency outside the span of hours specified in clause 45 or are
required to work overtime for a period that is not continuous with their ordinary
duty, they will be paid for the period of work and any time necessarily spent in
travelling to and from work at the relevant overtime rate.
the minimum payment on each occasion will be two hours. however, where
more than one attendance is involved, the minimum overtime payment provision
will not operate to increase an employee's overtime remuneration beyond the
amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance.
where employees are required to work beyond the normal span of hours as set
out in clause 45, the institute will meet all fair and necessary additional costs
associated with safe travel arrangements between work and their usual place of
residence.
where an employee is required to work overtime for a continuous period to the
completion of or beyond a meal period, he or she will be paid a reasonable
amount for overtime meal allowance as determined by the annual taxation
ruling on reasonable travel and meal allowance expense amounts. for the
purpose of this clause, meal period means any of the following periods: 6.00 am
to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm.
where an employee works overtime he or she will be entitled to an 8-hour break
plus reasonable travelling time before recommencing work. if an employee is |
| AIHW-Enterprise-Agreement.txt | 689 | overtime | required to work overtime for a period that is not continuous with their ordinary
duty, they will be paid for the period of work and any time necessarily spent in
travelling to and from work at the relevant overtime rate.
the minimum payment on each occasion will be two hours. however, where
more than one attendance is involved, the minimum overtime payment provision
will not operate to increase an employee's overtime remuneration beyond the
amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance.
where employees are required to work beyond the normal span of hours as set
out in clause 45, the institute will meet all fair and necessary additional costs
associated with safe travel arrangements between work and their usual place of
residence.
where an employee is required to work overtime for a continuous period to the
completion of or beyond a meal period, he or she will be paid a reasonable
amount for overtime meal allowance as determined by the annual taxation
ruling on reasonable travel and meal allowance expense amounts. for the
purpose of this clause, meal period means any of the following periods: 6.00 am
to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm.
where an employee works overtime he or she will be entitled to an 8-hour break
plus reasonable travelling time before recommencing work. if an employee is
required to resume or continue work without having had the required break, then
payment at double time will be made for the time worked until the employee has
had the required break.
(iii)
78.
79.
|
| AIHW-Enterprise-Agreement.txt | 691 | travel | travelling to and from work at the relevant overtime rate.
the minimum payment on each occasion will be two hours. however, where
more than one attendance is involved, the minimum overtime payment provision
will not operate to increase an employee's overtime remuneration beyond the
amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance.
where employees are required to work beyond the normal span of hours as set
out in clause 45, the institute will meet all fair and necessary additional costs
associated with safe travel arrangements between work and their usual place of
residence.
where an employee is required to work overtime for a continuous period to the
completion of or beyond a meal period, he or she will be paid a reasonable
amount for overtime meal allowance as determined by the annual taxation
ruling on reasonable travel and meal allowance expense amounts. for the
purpose of this clause, meal period means any of the following periods: 6.00 am
to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm.
where an employee works overtime he or she will be entitled to an 8-hour break
plus reasonable travelling time before recommencing work. if an employee is
required to resume or continue work without having had the required break, then
payment at double time will be made for the time worked until the employee has
had the required break.
(iii)
78.
79.
80.
|
| AIHW-Enterprise-Agreement.txt | 691 | overtime | travelling to and from work at the relevant overtime rate.
the minimum payment on each occasion will be two hours. however, where
more than one attendance is involved, the minimum overtime payment provision
will not operate to increase an employee's overtime remuneration beyond the
amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance.
where employees are required to work beyond the normal span of hours as set
out in clause 45, the institute will meet all fair and necessary additional costs
associated with safe travel arrangements between work and their usual place of
residence.
where an employee is required to work overtime for a continuous period to the
completion of or beyond a meal period, he or she will be paid a reasonable
amount for overtime meal allowance as determined by the annual taxation
ruling on reasonable travel and meal allowance expense amounts. for the
purpose of this clause, meal period means any of the following periods: 6.00 am
to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm.
where an employee works overtime he or she will be entitled to an 8-hour break
plus reasonable travelling time before recommencing work. if an employee is
required to resume or continue work without having had the required break, then
payment at double time will be made for the time worked until the employee has
had the required break.
(iii)
78.
79.
80.
|
| AIHW-Enterprise-Agreement.txt | 693 | overtime | more than one attendance is involved, the minimum overtime payment provision
will not operate to increase an employee's overtime remuneration beyond the
amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance.
where employees are required to work beyond the normal span of hours as set
out in clause 45, the institute will meet all fair and necessary additional costs
associated with safe travel arrangements between work and their usual place of
residence.
where an employee is required to work overtime for a continuous period to the
completion of or beyond a meal period, he or she will be paid a reasonable
amount for overtime meal allowance as determined by the annual taxation
ruling on reasonable travel and meal allowance expense amounts. for the
purpose of this clause, meal period means any of the following periods: 6.00 am
to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm.
where an employee works overtime he or she will be entitled to an 8-hour break
plus reasonable travelling time before recommencing work. if an employee is
required to resume or continue work without having had the required break, then
payment at double time will be made for the time worked until the employee has
had the required break.
(iii)
78.
79.
80.
81.
|
| AIHW-Enterprise-Agreement.txt | 694 | overtime | will not operate to increase an employee's overtime remuneration beyond the
amount which would have been received had the employee remained on duty
from the commencing time of duty on one attendance to the ceasing time of duty
on a following attendance.
where employees are required to work beyond the normal span of hours as set
out in clause 45, the institute will meet all fair and necessary additional costs
associated with safe travel arrangements between work and their usual place of
residence.
where an employee is required to work overtime for a continuous period to the
completion of or beyond a meal period, he or she will be paid a reasonable
amount for overtime meal allowance as determined by the annual taxation
ruling on reasonable travel and meal allowance expense amounts. for the
purpose of this clause, meal period means any of the following periods: 6.00 am
to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm.
where an employee works overtime he or she will be entitled to an 8-hour break
plus reasonable travelling time before recommencing work. if an employee is
required to resume or continue work without having had the required break, then
payment at double time will be made for the time worked until the employee has
had the required break.
(iii)
78.
79.
80.
81.
82. |
| AIHW-Enterprise-Agreement.txt | 700 | travel | associated with safe travel arrangements between work and their usual place of
residence.
where an employee is required to work overtime for a continuous period to the
completion of or beyond a meal period, he or she will be paid a reasonable
amount for overtime meal allowance as determined by the annual taxation
ruling on reasonable travel and meal allowance expense amounts. for the
purpose of this clause, meal period means any of the following periods: 6.00 am
to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm.
where an employee works overtime he or she will be entitled to an 8-hour break
plus reasonable travelling time before recommencing work. if an employee is
required to resume or continue work without having had the required break, then
payment at double time will be made for the time worked until the employee has
had the required break.
(iii)
78.
79.
80.
81.
82.
83.
blood donation
84.
|
| AIHW-Enterprise-Agreement.txt | 702 | overtime | where an employee is required to work overtime for a continuous period to the
completion of or beyond a meal period, he or she will be paid a reasonable
amount for overtime meal allowance as determined by the annual taxation
ruling on reasonable travel and meal allowance expense amounts. for the
purpose of this clause, meal period means any of the following periods: 6.00 am
to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm.
where an employee works overtime he or she will be entitled to an 8-hour break
plus reasonable travelling time before recommencing work. if an employee is
required to resume or continue work without having had the required break, then
payment at double time will be made for the time worked until the employee has
had the required break.
(iii)
78.
79.
80.
81.
82.
83.
blood donation
84.
employees will be provided with time off to donate blood. there will be no
deduction from paid leave credits for this purpose. |
| AIHW-Enterprise-Agreement.txt | 704 | overtime | amount for overtime meal allowance as determined by the annual taxation
ruling on reasonable travel and meal allowance expense amounts. for the
purpose of this clause, meal period means any of the following periods: 6.00 am
to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm.
where an employee works overtime he or she will be entitled to an 8-hour break
plus reasonable travelling time before recommencing work. if an employee is
required to resume or continue work without having had the required break, then
payment at double time will be made for the time worked until the employee has
had the required break.
(iii)
78.
79.
80.
81.
82.
83.
blood donation
84.
employees will be provided with time off to donate blood. there will be no
deduction from paid leave credits for this purpose.
mature age employees |
| AIHW-Enterprise-Agreement.txt | 705 | travel | ruling on reasonable travel and meal allowance expense amounts. for the
purpose of this clause, meal period means any of the following periods: 6.00 am
to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm.
where an employee works overtime he or she will be entitled to an 8-hour break
plus reasonable travelling time before recommencing work. if an employee is
required to resume or continue work without having had the required break, then
payment at double time will be made for the time worked until the employee has
had the required break.
(iii)
78.
79.
80.
81.
82.
83.
blood donation
84.
employees will be provided with time off to donate blood. there will be no
deduction from paid leave credits for this purpose.
mature age employees
85. |
| AIHW-Enterprise-Agreement.txt | 708 | overtime | where an employee works overtime he or she will be entitled to an 8-hour break
plus reasonable travelling time before recommencing work. if an employee is
required to resume or continue work without having had the required break, then
payment at double time will be made for the time worked until the employee has
had the required break.
(iii)
78.
79.
80.
81.
82.
83.
blood donation
84.
employees will be provided with time off to donate blood. there will be no
deduction from paid leave credits for this purpose.
mature age employees
85.
the institute is committed to using ways of retaining access to the pool of skills
and knowledge valuable to the work of the institute possessed by staff that are |
| AIHW-Enterprise-Agreement.txt | 709 | travel | plus reasonable travelling time before recommencing work. if an employee is
required to resume or continue work without having had the required break, then
payment at double time will be made for the time worked until the employee has
had the required break.
(iii)
78.
79.
80.
81.
82.
83.
blood donation
84.
employees will be provided with time off to donate blood. there will be no
deduction from paid leave credits for this purpose.
mature age employees
85.
the institute is committed to using ways of retaining access to the pool of skills
and knowledge valuable to the work of the institute possessed by staff that are
nearing retirement age. subject to operational requirements, these include, but |
| AIHW-Enterprise-Agreement.txt | 893 | maternity leave | as provided under the maternity leave act, cannot apply for personal/carer’s
leave during that period.
115. an employee who is entitled to leave with pay under the maternity leave act is
not entitled to personal/carer’s leave with pay for any period of paid maternity
leave.
employees receiving workers' compensation
116. an employee receiving workers' compensation for more than 45 weeks will
accrue personal/carer’s leave on the basis of hours actually worked.
compassionate leave
117. the director will approve leave with pay to an ongoing or non-ongoing employee
(but not an irregular or intermittent employee) on each occasion that a member of
the employee’s immediate family, a member of the employee’s household, or a
person who was clearly dependent on the employee for care, support and
attention:
(i)
contracts or develops a personal illness that poses a serious threat to his or
her life
(ii) sustains a personal injury that poses a serious threat to his or her life
(iii) dies.
118. an employee is entitled to three days paid leave for a bereavement and two days
on other occasions. the employee may take the period as a single period of leave
or any separate periods on which the employee and the director agree. the
director may grant further periods of leave for compassionate or bereavement
purposes as miscellaneous leave with or without pay on a case by case basis.
119. an employee who is engaged as an irregular or intermittent employee under
section 22(2)(c) of the public service act 1999, and in receipt of a casual
rates loading, may access three days of unpaid leave on each occasion that
compassionate leave is required.
_____________________________________________________________________________________ |
| AIHW-Enterprise-Agreement.txt | 895 | maternity leave | 115. an employee who is entitled to leave with pay under the maternity leave act is
not entitled to personal/carer’s leave with pay for any period of paid maternity
leave.
employees receiving workers' compensation
116. an employee receiving workers' compensation for more than 45 weeks will
accrue personal/carer’s leave on the basis of hours actually worked.
compassionate leave
117. the director will approve leave with pay to an ongoing or non-ongoing employee
(but not an irregular or intermittent employee) on each occasion that a member of
the employee’s immediate family, a member of the employee’s household, or a
person who was clearly dependent on the employee for care, support and
attention:
(i)
contracts or develops a personal illness that poses a serious threat to his or
her life
(ii) sustains a personal injury that poses a serious threat to his or her life
(iii) dies.
118. an employee is entitled to three days paid leave for a bereavement and two days
on other occasions. the employee may take the period as a single period of leave
or any separate periods on which the employee and the director agree. the
director may grant further periods of leave for compassionate or bereavement
purposes as miscellaneous leave with or without pay on a case by case basis.
119. an employee who is engaged as an irregular or intermittent employee under
section 22(2)(c) of the public service act 1999, and in receipt of a casual
rates loading, may access three days of unpaid leave on each occasion that
compassionate leave is required.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 13 |
| AIHW-Enterprise-Agreement.txt | 944 | long service leave | long service leave
125. long service leave will be provided to eligible employees in accordance with the
long service leave (commonwealth employees) act 1976.
126. the minimum period of any approved long service leave granted will be seven
calendar days at full pay (or 14 calendar days at half pay). periods of long service
leave cannot be broken with periods of annual leave, flex leave or leave without
pay except as provided for by legislation.
maternity leave
127. employees covered by this agreement will be entitled to maternity leave under
the terms of the maternity leave (commonwealth employees) act 1973.
128. employees eligible to receive paid leave under the maternity leave (commonwealth
employees) act 1973 are entitled to receive an additional four weeks of paid leave
to be taken continuous with the paid period of maternity leave, to count for
service for all purposes.
129. an employee may elect to spread the payment for the period of up to 16 weeks
paid maternity leave over a period of up to 32 weeks at half normal salary. a
maximum of 16 weeks paid leave will count as service.
adoption/foster leave
130. an employee who adopts or permanently fosters a child and has or will have
responsibility for the care of the child is entitled to 52 weeks parental leave,
commencing from the time of placement of the child, unless otherwise provided
by legislation.
131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half |
| AIHW-Enterprise-Agreement.txt | 945 | long service leave | 125. long service leave will be provided to eligible employees in accordance with the
long service leave (commonwealth employees) act 1976.
126. the minimum period of any approved long service leave granted will be seven
calendar days at full pay (or 14 calendar days at half pay). periods of long service
leave cannot be broken with periods of annual leave, flex leave or leave without
pay except as provided for by legislation.
maternity leave
127. employees covered by this agreement will be entitled to maternity leave under
the terms of the maternity leave (commonwealth employees) act 1973.
128. employees eligible to receive paid leave under the maternity leave (commonwealth
employees) act 1973 are entitled to receive an additional four weeks of paid leave
to be taken continuous with the paid period of maternity leave, to count for
service for all purposes.
129. an employee may elect to spread the payment for the period of up to 16 weeks
paid maternity leave over a period of up to 32 weeks at half normal salary. a
maximum of 16 weeks paid leave will count as service.
adoption/foster leave
130. an employee who adopts or permanently fosters a child and has or will have
responsibility for the care of the child is entitled to 52 weeks parental leave,
commencing from the time of placement of the child, unless otherwise provided
by legislation.
131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service. |
| AIHW-Enterprise-Agreement.txt | 946 | long service leave | long service leave (commonwealth employees) act 1976.
126. the minimum period of any approved long service leave granted will be seven
calendar days at full pay (or 14 calendar days at half pay). periods of long service
leave cannot be broken with periods of annual leave, flex leave or leave without
pay except as provided for by legislation.
maternity leave
127. employees covered by this agreement will be entitled to maternity leave under
the terms of the maternity leave (commonwealth employees) act 1973.
128. employees eligible to receive paid leave under the maternity leave (commonwealth
employees) act 1973 are entitled to receive an additional four weeks of paid leave
to be taken continuous with the paid period of maternity leave, to count for
service for all purposes.
129. an employee may elect to spread the payment for the period of up to 16 weeks
paid maternity leave over a period of up to 32 weeks at half normal salary. a
maximum of 16 weeks paid leave will count as service.
adoption/foster leave
130. an employee who adopts or permanently fosters a child and has or will have
responsibility for the care of the child is entitled to 52 weeks parental leave,
commencing from the time of placement of the child, unless otherwise provided
by legislation.
131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child. |
| AIHW-Enterprise-Agreement.txt | 947 | long service leave | 126. the minimum period of any approved long service leave granted will be seven
calendar days at full pay (or 14 calendar days at half pay). periods of long service
leave cannot be broken with periods of annual leave, flex leave or leave without
pay except as provided for by legislation.
maternity leave
127. employees covered by this agreement will be entitled to maternity leave under
the terms of the maternity leave (commonwealth employees) act 1973.
128. employees eligible to receive paid leave under the maternity leave (commonwealth
employees) act 1973 are entitled to receive an additional four weeks of paid leave
to be taken continuous with the paid period of maternity leave, to count for
service for all purposes.
129. an employee may elect to spread the payment for the period of up to 16 weeks
paid maternity leave over a period of up to 32 weeks at half normal salary. a
maximum of 16 weeks paid leave will count as service.
adoption/foster leave
130. an employee who adopts or permanently fosters a child and has or will have
responsibility for the care of the child is entitled to 52 weeks parental leave,
commencing from the time of placement of the child, unless otherwise provided
by legislation.
131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child.
_____________________________________________________________________________________ |
| AIHW-Enterprise-Agreement.txt | 952 | maternity leave | maternity leave
127. employees covered by this agreement will be entitled to maternity leave under
the terms of the maternity leave (commonwealth employees) act 1973.
128. employees eligible to receive paid leave under the maternity leave (commonwealth
employees) act 1973 are entitled to receive an additional four weeks of paid leave
to be taken continuous with the paid period of maternity leave, to count for
service for all purposes.
129. an employee may elect to spread the payment for the period of up to 16 weeks
paid maternity leave over a period of up to 32 weeks at half normal salary. a
maximum of 16 weeks paid leave will count as service.
adoption/foster leave
130. an employee who adopts or permanently fosters a child and has or will have
responsibility for the care of the child is entitled to 52 weeks parental leave,
commencing from the time of placement of the child, unless otherwise provided
by legislation.
131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 14
supporting partner leave
134. within 66 weeks of the birth or adoption or fostering of a child, an employee who |
| AIHW-Enterprise-Agreement.txt | 953 | maternity leave | 127. employees covered by this agreement will be entitled to maternity leave under
the terms of the maternity leave (commonwealth employees) act 1973.
128. employees eligible to receive paid leave under the maternity leave (commonwealth
employees) act 1973 are entitled to receive an additional four weeks of paid leave
to be taken continuous with the paid period of maternity leave, to count for
service for all purposes.
129. an employee may elect to spread the payment for the period of up to 16 weeks
paid maternity leave over a period of up to 32 weeks at half normal salary. a
maximum of 16 weeks paid leave will count as service.
adoption/foster leave
130. an employee who adopts or permanently fosters a child and has or will have
responsibility for the care of the child is entitled to 52 weeks parental leave,
commencing from the time of placement of the child, unless otherwise provided
by legislation.
131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 14
supporting partner leave
134. within 66 weeks of the birth or adoption or fostering of a child, an employee who
is the child’s non-primary carer and stands in a domestic or household |
| AIHW-Enterprise-Agreement.txt | 954 | maternity leave | the terms of the maternity leave (commonwealth employees) act 1973.
128. employees eligible to receive paid leave under the maternity leave (commonwealth
employees) act 1973 are entitled to receive an additional four weeks of paid leave
to be taken continuous with the paid period of maternity leave, to count for
service for all purposes.
129. an employee may elect to spread the payment for the period of up to 16 weeks
paid maternity leave over a period of up to 32 weeks at half normal salary. a
maximum of 16 weeks paid leave will count as service.
adoption/foster leave
130. an employee who adopts or permanently fosters a child and has or will have
responsibility for the care of the child is entitled to 52 weeks parental leave,
commencing from the time of placement of the child, unless otherwise provided
by legislation.
131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 14
supporting partner leave
134. within 66 weeks of the birth or adoption or fostering of a child, an employee who
is the child’s non-primary carer and stands in a domestic or household
relationship with the child is entitled to be granted three weeks leave with pay. |
| AIHW-Enterprise-Agreement.txt | 955 | maternity leave | 128. employees eligible to receive paid leave under the maternity leave (commonwealth
employees) act 1973 are entitled to receive an additional four weeks of paid leave
to be taken continuous with the paid period of maternity leave, to count for
service for all purposes.
129. an employee may elect to spread the payment for the period of up to 16 weeks
paid maternity leave over a period of up to 32 weeks at half normal salary. a
maximum of 16 weeks paid leave will count as service.
adoption/foster leave
130. an employee who adopts or permanently fosters a child and has or will have
responsibility for the care of the child is entitled to 52 weeks parental leave,
commencing from the time of placement of the child, unless otherwise provided
by legislation.
131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 14
supporting partner leave
134. within 66 weeks of the birth or adoption or fostering of a child, an employee who
is the child’s non-primary carer and stands in a domestic or household
relationship with the child is entitled to be granted three weeks leave with pay.
where the employee has completed at least 12 months of continuous service with |
| AIHW-Enterprise-Agreement.txt | 957 | maternity leave | to be taken continuous with the paid period of maternity leave, to count for
service for all purposes.
129. an employee may elect to spread the payment for the period of up to 16 weeks
paid maternity leave over a period of up to 32 weeks at half normal salary. a
maximum of 16 weeks paid leave will count as service.
adoption/foster leave
130. an employee who adopts or permanently fosters a child and has or will have
responsibility for the care of the child is entitled to 52 weeks parental leave,
commencing from the time of placement of the child, unless otherwise provided
by legislation.
131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 14
supporting partner leave
134. within 66 weeks of the birth or adoption or fostering of a child, an employee who
is the child’s non-primary carer and stands in a domestic or household
relationship with the child is entitled to be granted three weeks leave with pay.
where the employee has completed at least 12 months of continuous service with
the aps, the employee is entitled to an additional one week’s leave with pay (for
a total of four weeks leave with pay). |
| AIHW-Enterprise-Agreement.txt | 960 | maternity leave | paid maternity leave over a period of up to 32 weeks at half normal salary. a
maximum of 16 weeks paid leave will count as service.
adoption/foster leave
130. an employee who adopts or permanently fosters a child and has or will have
responsibility for the care of the child is entitled to 52 weeks parental leave,
commencing from the time of placement of the child, unless otherwise provided
by legislation.
131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 14
supporting partner leave
134. within 66 weeks of the birth or adoption or fostering of a child, an employee who
is the child’s non-primary carer and stands in a domestic or household
relationship with the child is entitled to be granted three weeks leave with pay.
where the employee has completed at least 12 months of continuous service with
the aps, the employee is entitled to an additional one week’s leave with pay (for
a total of four weeks leave with pay).
135. in the case of adopting or fostering of a child the period of paid leave is available
to start from the date one week before the placement of the child.
|
| AIHW-Enterprise-Agreement.txt | 965 | parental leave | responsibility for the care of the child is entitled to 52 weeks parental leave,
commencing from the time of placement of the child, unless otherwise provided
by legislation.
131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 14
supporting partner leave
134. within 66 weeks of the birth or adoption or fostering of a child, an employee who
is the child’s non-primary carer and stands in a domestic or household
relationship with the child is entitled to be granted three weeks leave with pay.
where the employee has completed at least 12 months of continuous service with
the aps, the employee is entitled to an additional one week’s leave with pay (for
a total of four weeks leave with pay).
135. in the case of adopting or fostering of a child the period of paid leave is available
to start from the date one week before the placement of the child.
parental leave without pay
136. on ending the initial 52 weeks of maternity or parental (for the purpose of
adoption or foster placement) leave, employees are entitled, on request, to an
extension of unpaid parental leave for a further period of up to 52 weeks.
137. if the leave is not taken in a continuous period, the employee must, where |
| AIHW-Enterprise-Agreement.txt | 968 | parental leave | 131. up to 16 weeks of this parental leave will be paid leave, provided the employee
satisfies the same qualifying requirements as those of a pregnant employee to
receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 14
supporting partner leave
134. within 66 weeks of the birth or adoption or fostering of a child, an employee who
is the child’s non-primary carer and stands in a domestic or household
relationship with the child is entitled to be granted three weeks leave with pay.
where the employee has completed at least 12 months of continuous service with
the aps, the employee is entitled to an additional one week’s leave with pay (for
a total of four weeks leave with pay).
135. in the case of adopting or fostering of a child the period of paid leave is available
to start from the date one week before the placement of the child.
parental leave without pay
136. on ending the initial 52 weeks of maternity or parental (for the purpose of
adoption or foster placement) leave, employees are entitled, on request, to an
extension of unpaid parental leave for a further period of up to 52 weeks.
137. if the leave is not taken in a continuous period, the employee must, where
practical, give at least two weeks’ notice of their intention to take further unpaid
parental leave.
|
| AIHW-Enterprise-Agreement.txt | 970 | maternity leave | receive paid leave in accordance with the maternity leave (commonwealth
employees) act 1973.
132. an employee may elect to spread the payment for the period of up to 16 weeks
paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 14
supporting partner leave
134. within 66 weeks of the birth or adoption or fostering of a child, an employee who
is the child’s non-primary carer and stands in a domestic or household
relationship with the child is entitled to be granted three weeks leave with pay.
where the employee has completed at least 12 months of continuous service with
the aps, the employee is entitled to an additional one week’s leave with pay (for
a total of four weeks leave with pay).
135. in the case of adopting or fostering of a child the period of paid leave is available
to start from the date one week before the placement of the child.
parental leave without pay
136. on ending the initial 52 weeks of maternity or parental (for the purpose of
adoption or foster placement) leave, employees are entitled, on request, to an
extension of unpaid parental leave for a further period of up to 52 weeks.
137. if the leave is not taken in a continuous period, the employee must, where
practical, give at least two weeks’ notice of their intention to take further unpaid
parental leave.
return to work after parental leave
138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to |
| AIHW-Enterprise-Agreement.txt | 973 | parental leave | paid parental leave over a period of up to 32 weeks at a rate no less than half
normal salary. a maximum of 16 weeks paid leave will count as service.
133. paid leave is available from the date one week before the placement of the child.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 14
supporting partner leave
134. within 66 weeks of the birth or adoption or fostering of a child, an employee who
is the child’s non-primary carer and stands in a domestic or household
relationship with the child is entitled to be granted three weeks leave with pay.
where the employee has completed at least 12 months of continuous service with
the aps, the employee is entitled to an additional one week’s leave with pay (for
a total of four weeks leave with pay).
135. in the case of adopting or fostering of a child the period of paid leave is available
to start from the date one week before the placement of the child.
parental leave without pay
136. on ending the initial 52 weeks of maternity or parental (for the purpose of
adoption or foster placement) leave, employees are entitled, on request, to an
extension of unpaid parental leave for a further period of up to 52 weeks.
137. if the leave is not taken in a continuous period, the employee must, where
practical, give at least two weeks’ notice of their intention to take further unpaid
parental leave.
return to work after parental leave
138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to
return to an available position for which the employee is qualified and suited, at
the same classification and pay as applied prior to the parental leave taken.
where this is not practical, other duties will be sought, with the redeployment, |
| AIHW-Enterprise-Agreement.txt | 990 | parental leave | parental leave without pay
136. on ending the initial 52 weeks of maternity or parental (for the purpose of
adoption or foster placement) leave, employees are entitled, on request, to an
extension of unpaid parental leave for a further period of up to 52 weeks.
137. if the leave is not taken in a continuous period, the employee must, where
practical, give at least two weeks’ notice of their intention to take further unpaid
parental leave.
return to work after parental leave
138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to
return to an available position for which the employee is qualified and suited, at
the same classification and pay as applied prior to the parental leave taken.
where this is not practical, other duties will be sought, with the redeployment,
reduction and redundancy provisions applying to any placement.
flexible work arrangements for parents
139. in addition to the provisions of the fair work act 2009 that permit employees to
request a change in working conditions, an employee who has completed at least
12 months of continuous qualifying service and has responsibility for the care of a
child under school age or a child under 18 who has a disability will be provided
with access to regular part-time work where the requested work pattern is at least
three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25
hours per week spread over four or five days.
140. where an employee as described in the preceding clause requests a work pattern
that is less than three full-time days or less than 25 hours per week spread over
four or five days, the request for part-time hours will be subject to approval in
accordance with legislation and clauses 68-71 of this agreement.
leave for adf reserve and continuous full time service
141. an employee may be granted leave (with or without pay) to enable the employee |
| AIHW-Enterprise-Agreement.txt | 993 | parental leave | extension of unpaid parental leave for a further period of up to 52 weeks.
137. if the leave is not taken in a continuous period, the employee must, where
practical, give at least two weeks’ notice of their intention to take further unpaid
parental leave.
return to work after parental leave
138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to
return to an available position for which the employee is qualified and suited, at
the same classification and pay as applied prior to the parental leave taken.
where this is not practical, other duties will be sought, with the redeployment,
reduction and redundancy provisions applying to any placement.
flexible work arrangements for parents
139. in addition to the provisions of the fair work act 2009 that permit employees to
request a change in working conditions, an employee who has completed at least
12 months of continuous qualifying service and has responsibility for the care of a
child under school age or a child under 18 who has a disability will be provided
with access to regular part-time work where the requested work pattern is at least
three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25
hours per week spread over four or five days.
140. where an employee as described in the preceding clause requests a work pattern
that is less than three full-time days or less than 25 hours per week spread over
four or five days, the request for part-time hours will be subject to approval in
accordance with legislation and clauses 68-71 of this agreement.
leave for adf reserve and continuous full time service
141. an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
142. an employee is entitled to adf reserve leave with pay for up to four weeks |
| AIHW-Enterprise-Agreement.txt | 996 | parental leave | parental leave.
return to work after parental leave
138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to
return to an available position for which the employee is qualified and suited, at
the same classification and pay as applied prior to the parental leave taken.
where this is not practical, other duties will be sought, with the redeployment,
reduction and redundancy provisions applying to any placement.
flexible work arrangements for parents
139. in addition to the provisions of the fair work act 2009 that permit employees to
request a change in working conditions, an employee who has completed at least
12 months of continuous qualifying service and has responsibility for the care of a
child under school age or a child under 18 who has a disability will be provided
with access to regular part-time work where the requested work pattern is at least
three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25
hours per week spread over four or five days.
140. where an employee as described in the preceding clause requests a work pattern
that is less than three full-time days or less than 25 hours per week spread over
four or five days, the request for part-time hours will be subject to approval in
accordance with legislation and clauses 68-71 of this agreement.
leave for adf reserve and continuous full time service
141. an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
142. an employee is entitled to adf reserve leave with pay for up to four weeks
during each financial year for the purpose of fulfilling service in the adf reserve.
these purposes include training and operational duty as required.
143. during the employee’s first year of adf reserve service, a further two weeks |
| AIHW-Enterprise-Agreement.txt | 998 | parental leave | return to work after parental leave
138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to
return to an available position for which the employee is qualified and suited, at
the same classification and pay as applied prior to the parental leave taken.
where this is not practical, other duties will be sought, with the redeployment,
reduction and redundancy provisions applying to any placement.
flexible work arrangements for parents
139. in addition to the provisions of the fair work act 2009 that permit employees to
request a change in working conditions, an employee who has completed at least
12 months of continuous qualifying service and has responsibility for the care of a
child under school age or a child under 18 who has a disability will be provided
with access to regular part-time work where the requested work pattern is at least
three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25
hours per week spread over four or five days.
140. where an employee as described in the preceding clause requests a work pattern
that is less than three full-time days or less than 25 hours per week spread over
four or five days, the request for part-time hours will be subject to approval in
accordance with legislation and clauses 68-71 of this agreement.
leave for adf reserve and continuous full time service
141. an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
142. an employee is entitled to adf reserve leave with pay for up to four weeks
during each financial year for the purpose of fulfilling service in the adf reserve.
these purposes include training and operational duty as required.
143. during the employee’s first year of adf reserve service, a further two weeks
paid leave may be granted to facilitate participation in additional adf reserve
training, including induction requirements. |
| AIHW-Enterprise-Agreement.txt | 999 | parental leave | 138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to
return to an available position for which the employee is qualified and suited, at
the same classification and pay as applied prior to the parental leave taken.
where this is not practical, other duties will be sought, with the redeployment,
reduction and redundancy provisions applying to any placement.
flexible work arrangements for parents
139. in addition to the provisions of the fair work act 2009 that permit employees to
request a change in working conditions, an employee who has completed at least
12 months of continuous qualifying service and has responsibility for the care of a
child under school age or a child under 18 who has a disability will be provided
with access to regular part-time work where the requested work pattern is at least
three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25
hours per week spread over four or five days.
140. where an employee as described in the preceding clause requests a work pattern
that is less than three full-time days or less than 25 hours per week spread over
four or five days, the request for part-time hours will be subject to approval in
accordance with legislation and clauses 68-71 of this agreement.
leave for adf reserve and continuous full time service
141. an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
142. an employee is entitled to adf reserve leave with pay for up to four weeks
during each financial year for the purpose of fulfilling service in the adf reserve.
these purposes include training and operational duty as required.
143. during the employee’s first year of adf reserve service, a further two weeks
paid leave may be granted to facilitate participation in additional adf reserve
training, including induction requirements.
_____________________________________________________________________________________ |
| AIHW-Enterprise-Agreement.txt | 1001 | parental leave | the same classification and pay as applied prior to the parental leave taken.
where this is not practical, other duties will be sought, with the redeployment,
reduction and redundancy provisions applying to any placement.
flexible work arrangements for parents
139. in addition to the provisions of the fair work act 2009 that permit employees to
request a change in working conditions, an employee who has completed at least
12 months of continuous qualifying service and has responsibility for the care of a
child under school age or a child under 18 who has a disability will be provided
with access to regular part-time work where the requested work pattern is at least
three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25
hours per week spread over four or five days.
140. where an employee as described in the preceding clause requests a work pattern
that is less than three full-time days or less than 25 hours per week spread over
four or five days, the request for part-time hours will be subject to approval in
accordance with legislation and clauses 68-71 of this agreement.
leave for adf reserve and continuous full time service
141. an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
142. an employee is entitled to adf reserve leave with pay for up to four weeks
during each financial year for the purpose of fulfilling service in the adf reserve.
these purposes include training and operational duty as required.
143. during the employee’s first year of adf reserve service, a further two weeks
paid leave may be granted to facilitate participation in additional adf reserve
training, including induction requirements.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 15 |
| AIHW-Enterprise-Agreement.txt | 1005 | flexible work arrangements | flexible work arrangements for parents
139. in addition to the provisions of the fair work act 2009 that permit employees to
request a change in working conditions, an employee who has completed at least
12 months of continuous qualifying service and has responsibility for the care of a
child under school age or a child under 18 who has a disability will be provided
with access to regular part-time work where the requested work pattern is at least
three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25
hours per week spread over four or five days.
140. where an employee as described in the preceding clause requests a work pattern
that is less than three full-time days or less than 25 hours per week spread over
four or five days, the request for part-time hours will be subject to approval in
accordance with legislation and clauses 68-71 of this agreement.
leave for adf reserve and continuous full time service
141. an employee may be granted leave (with or without pay) to enable the employee
to fulfil australian defence force (adf) reserve and continuous full time
service (cfts) or cadet force obligations.
142. an employee is entitled to adf reserve leave with pay for up to four weeks
during each financial year for the purpose of fulfilling service in the adf reserve.
these purposes include training and operational duty as required.
143. during the employee’s first year of adf reserve service, a further two weeks
paid leave may be granted to facilitate participation in additional adf reserve
training, including induction requirements.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 15
144. with the exception of the additional two weeks in the first year of service, leave
can be accumulated and taken over a period of two years, to enable the employee
to undertake training as a member of the adf reserves. |
| AIHW-Enterprise-Agreement.txt | 1045 | long service leave | 148. eligible employees may also apply for annual leave, long service leave,
miscellaneous leave without pay, top-up pay or they may use flextime for the
purpose of fulfilling adf reserve or cfts obligations.
149. employees are to notify their manager at the earliest opportunity once the dates
for adf reserve or cfts activities are known and/or changed.
150. employees will continue to access other benefits (such as studies assistance) and
are eligible for pay-point advancement during period of defence reserves leave.
war service sick leave
151. employees may be eligible to be granted war service sick leave while unfit for
duty because of a war-caused condition.
152. a war-caused condition means an injury or disease of an employee that has been
determined under the relevant legislation to be war-caused or defence-caused.
153. eligible employees will accrue a special credit of nine weeks on commencement
in the aps and an annual credit of three weeks for each year of aps service.
unused credits will accumulate to a maximum of nine weeks.
154. the special credit must be used before the annual credits. where an employee's
war service sick leave credits have expired, personal/carer’s leave provisions will
apply.
155. approval of a grant of war service sick leave will be subject to the provision of a
medical certificate stating the nature of the medical condition and a statement
from the department of veterans' affairs stating the medical condition is a warcaused condition.
156. leave that counts as service for personal/carer’s leave purposes will count as
service for war service sick leave purposes.
cultural leave for aboriginal and torres strait islander employees
157. aboriginal and torres strait islander employees are entitled to two days paid
leave each year to participate in naidoc week activities or other cultural or
ceremonial events.
158. the director may approve further requests for aboriginal and torres strait |
| AIHW-Enterprise-Agreement.txt | 1046 | flextime | miscellaneous leave without pay, top-up pay or they may use flextime for the
purpose of fulfilling adf reserve or cfts obligations.
149. employees are to notify their manager at the earliest opportunity once the dates
for adf reserve or cfts activities are known and/or changed.
150. employees will continue to access other benefits (such as studies assistance) and
are eligible for pay-point advancement during period of defence reserves leave.
war service sick leave
151. employees may be eligible to be granted war service sick leave while unfit for
duty because of a war-caused condition.
152. a war-caused condition means an injury or disease of an employee that has been
determined under the relevant legislation to be war-caused or defence-caused.
153. eligible employees will accrue a special credit of nine weeks on commencement
in the aps and an annual credit of three weeks for each year of aps service.
unused credits will accumulate to a maximum of nine weeks.
154. the special credit must be used before the annual credits. where an employee's
war service sick leave credits have expired, personal/carer’s leave provisions will
apply.
155. approval of a grant of war service sick leave will be subject to the provision of a
medical certificate stating the nature of the medical condition and a statement
from the department of veterans' affairs stating the medical condition is a warcaused condition.
156. leave that counts as service for personal/carer’s leave purposes will count as
service for war service sick leave purposes.
cultural leave for aboriginal and torres strait islander employees
157. aboriginal and torres strait islander employees are entitled to two days paid
leave each year to participate in naidoc week activities or other cultural or
ceremonial events.
158. the director may approve further requests for aboriginal and torres strait
islander employees to participate in cultural or ceremonial events or fulfil cultural |
| AIHW-Enterprise-Agreement.txt | 1100 | travel | b. reasonable travelling time associated with the activity
c. reasonable rest time immediately following the activity
(ii) where the activity is emergency management, the absence is due to:
a. regular training
b. all emergency service responses
c. reasonable rest time immediately following the activity
d. attendance at ceremonial duties
(iii) the employee’s absence is reasonable in all the circumstances.
miscellaneous leave
162. the director may grant leave not provided for elsewhere to an employee for a
purpose that the director considers to be in the interests of the institute, having
regard to operational requirements. further information is in the leave
guidelines.
163. miscellaneous leave may be granted:
(i)
for the period requested or for another period
(ii) with or without pay
(iii) subject to conditions.
164. where an employee is granted miscellaneous leave without pay (lwop), the
director will determine whether the period of lwop counts as service for the
purposes of annual and personal leave entitlements.
public holidays
165. consistent with section 115 of the fair work act 2009, employees will be entitled
to the following public holidays:
(i) new year's day (1 january)
(ii) australia day (26 january)
(iii) good friday
(iv) easter monday |
| AIHW-Enterprise-Agreement.txt | 1159 | maternity leave | service or maternity leave there is no entitlement to receive payment as a public
holiday. payment for that day would be in accordance with the entitlement for
that form of leave (e.g. if on long service leave on half pay, payment is on half
pay).
christmas closure
171. the institute will be closed on ordinary business days between christmas day
and new year’s day.
172. employees are entitled to be absent with pay for the working days during
christmas closure. payment for such absences will be made in accordance with an
employee’s usual ordinary hours of work for that day. however, where an
employee would otherwise be absent on leave on that day, the rate of payment
will be in accordance with the payment for that leave entitlement.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 18
section 5 – remuneration
salary increases
173. all salaries will increase by 3.0% with effect from the date of commencement of
this agreement. all salaries will increase by a further 2.0% 12 months after
commencement, and a further 1.0% 24 months after commencement.
salary rates
174. attachment a.1 – salaries details the salary rates payable to employees for the
duration of this agreement.
175. for members of the commonwealth superannuation scheme (css) and the
public sector superannuation (pss) defined benefit scheme (pssdb), these rates
are salaries for the purposes of superannuation, leave, severance benefit and |
| AIHW-Enterprise-Agreement.txt | 1161 | long service leave | that form of leave (e.g. if on long service leave on half pay, payment is on half
pay).
christmas closure
171. the institute will be closed on ordinary business days between christmas day
and new year’s day.
172. employees are entitled to be absent with pay for the working days during
christmas closure. payment for such absences will be made in accordance with an
employee’s usual ordinary hours of work for that day. however, where an
employee would otherwise be absent on leave on that day, the rate of payment
will be in accordance with the payment for that leave entitlement.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 18
section 5 – remuneration
salary increases
173. all salaries will increase by 3.0% with effect from the date of commencement of
this agreement. all salaries will increase by a further 2.0% 12 months after
commencement, and a further 1.0% 24 months after commencement.
salary rates
174. attachment a.1 – salaries details the salary rates payable to employees for the
duration of this agreement.
175. for members of the commonwealth superannuation scheme (css) and the
public sector superannuation (pss) defined benefit scheme (pssdb), these rates
are salaries for the purposes of superannuation, leave, severance benefit and
termination payments. for members of the pss accumulation plan (pssap) and
other superannuation schemes, these rates are salaries for the purposes of leave, |
| AIHW-Enterprise-Agreement.txt | 1211 | salary packaging | salary packaging
180. employees may choose to sacrifice a proportion of the salary component of their
remuneration package consistent with the institute’s salary packaging guidelines.
181. all fringe benefits taxes and administrative costs that are incurred because of the
salary packaging arrangements will be met by the employee on a salary sacrifice
basis.
182. when an employee enters into a salary sacrifice arrangement, salary for all
purposes will be the pre-sacrifice salary rate.
superannuation
183. the institute will make compulsory employer superannuation contributions as
required by the applicable legislation and fund requirements. the
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 19
superannuation salary will not be reduced by any amounts that the employee
chooses to salary sacrifice.
184. employer contributions to the pssap will be the rate specified by the rules of
pssap but not less than 15.4% of the employee’s superannuation salary,
calculated according to the ordinary time earnings method. employer
contributions for employees in other accumulation scheme plans will be at the
same rate as for pssap. this will not be reduced by any other contributions made
through salary sacrifice arrangements. this clause does not apply where a
superannuation fund cannot accept employer superannuation contributions (e.g.
unable to accept contributions for people aged over 75).
185. during periods of paid parental leave (which includes maternity, adoption, foster
and partner leave), employer contributions to all complying accumulation
superannuation funds including pssap will continue at the rate payable in the
full pay period immediately prior to commencing parental leave. |
| AIHW-Enterprise-Agreement.txt | 1213 | salary packaging | remuneration package consistent with the institute’s salary packaging guidelines.
181. all fringe benefits taxes and administrative costs that are incurred because of the
salary packaging arrangements will be met by the employee on a salary sacrifice
basis.
182. when an employee enters into a salary sacrifice arrangement, salary for all
purposes will be the pre-sacrifice salary rate.
superannuation
183. the institute will make compulsory employer superannuation contributions as
required by the applicable legislation and fund requirements. the
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 19
superannuation salary will not be reduced by any amounts that the employee
chooses to salary sacrifice.
184. employer contributions to the pssap will be the rate specified by the rules of
pssap but not less than 15.4% of the employee’s superannuation salary,
calculated according to the ordinary time earnings method. employer
contributions for employees in other accumulation scheme plans will be at the
same rate as for pssap. this will not be reduced by any other contributions made
through salary sacrifice arrangements. this clause does not apply where a
superannuation fund cannot accept employer superannuation contributions (e.g.
unable to accept contributions for people aged over 75).
185. during periods of paid parental leave (which includes maternity, adoption, foster
and partner leave), employer contributions to all complying accumulation
superannuation funds including pssap will continue at the rate payable in the
full pay period immediately prior to commencing parental leave.
186. the director may choose to limit superannuation choice to complying
superannuation funds that allow contributions to be paid through fortnightly |
| AIHW-Enterprise-Agreement.txt | 1215 | salary packaging | salary packaging arrangements will be met by the employee on a salary sacrifice
basis.
182. when an employee enters into a salary sacrifice arrangement, salary for all
purposes will be the pre-sacrifice salary rate.
superannuation
183. the institute will make compulsory employer superannuation contributions as
required by the applicable legislation and fund requirements. the
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 19
superannuation salary will not be reduced by any amounts that the employee
chooses to salary sacrifice.
184. employer contributions to the pssap will be the rate specified by the rules of
pssap but not less than 15.4% of the employee’s superannuation salary,
calculated according to the ordinary time earnings method. employer
contributions for employees in other accumulation scheme plans will be at the
same rate as for pssap. this will not be reduced by any other contributions made
through salary sacrifice arrangements. this clause does not apply where a
superannuation fund cannot accept employer superannuation contributions (e.g.
unable to accept contributions for people aged over 75).
185. during periods of paid parental leave (which includes maternity, adoption, foster
and partner leave), employer contributions to all complying accumulation
superannuation funds including pssap will continue at the rate payable in the
full pay period immediately prior to commencing parental leave.
186. the director may choose to limit superannuation choice to complying
superannuation funds that allow contributions to be paid through fortnightly
electronic funds transfer (eft) with data uploaded from an electronic batch file.
any fees associated with eft will be borne by the institute. any other fees |
| AIHW-Enterprise-Agreement.txt | 1237 | parental leave | 185. during periods of paid parental leave (which includes maternity, adoption, foster
and partner leave), employer contributions to all complying accumulation
superannuation funds including pssap will continue at the rate payable in the
full pay period immediately prior to commencing parental leave.
186. the director may choose to limit superannuation choice to complying
superannuation funds that allow contributions to be paid through fortnightly
electronic funds transfer (eft) with data uploaded from an electronic batch file.
any fees associated with eft will be borne by the institute. any other fees
applied by a chosen fund associated with the administration of superannuation
contributions will be borne by the employee.
salary on commencement or promotion
187. where an employee commences work with the institute, salary will be payable at
the minimum point of the salary range applicable to the classification of the job.
in exceptional circumstances, the director may approve the payment of a salary
above the minimum pay-point, having regard to the experience, qualifications
and skills of the employee.
188. where an employee is promoted within the institute, salary will be payable at
either the minimum point of the salary range applicable to the classification of the
job, or at a higher pay-point if they have already attained that level through
temporary performance as per the pay-point advancement rules in clause 199.
the director may approve the payment of a salary above the minimum pay-point
where the employee has performed satisfactorily at that level in the aihw on a
temporary basis for a total period of at least six months in the previous two years.
189. the director may decide that an existing aps employee moving to the institute at
the same classification level whose current salary exceeds the maximum paypoint in the aihw for that classification will be maintained on that salary on
commencement. this salary will not be subject to any increases under this
agreement until such time that the highest pay-point of the employee’s
classification becomes higher than the employee’s salary, at which time the
employee will move to the next pay-point. |
| AIHW-Enterprise-Agreement.txt | 1240 | parental leave | full pay period immediately prior to commencing parental leave.
186. the director may choose to limit superannuation choice to complying
superannuation funds that allow contributions to be paid through fortnightly
electronic funds transfer (eft) with data uploaded from an electronic batch file.
any fees associated with eft will be borne by the institute. any other fees
applied by a chosen fund associated with the administration of superannuation
contributions will be borne by the employee.
salary on commencement or promotion
187. where an employee commences work with the institute, salary will be payable at
the minimum point of the salary range applicable to the classification of the job.
in exceptional circumstances, the director may approve the payment of a salary
above the minimum pay-point, having regard to the experience, qualifications
and skills of the employee.
188. where an employee is promoted within the institute, salary will be payable at
either the minimum point of the salary range applicable to the classification of the
job, or at a higher pay-point if they have already attained that level through
temporary performance as per the pay-point advancement rules in clause 199.
the director may approve the payment of a salary above the minimum pay-point
where the employee has performed satisfactorily at that level in the aihw on a
temporary basis for a total period of at least six months in the previous two years.
189. the director may decide that an existing aps employee moving to the institute at
the same classification level whose current salary exceeds the maximum paypoint in the aihw for that classification will be maintained on that salary on
commencement. this salary will not be subject to any increases under this
agreement until such time that the highest pay-point of the employee’s
classification becomes higher than the employee’s salary, at which time the
employee will move to the next pay-point.
pay-point advancement rules
190. employees are eligible for advancement to the next pay-point on either 1 march |
| AIHW-Enterprise-Agreement.txt | 1367 | travel | travelling allowances and expenses
206. the institute will meet all fair and reasonable costs, as determined by the
director, associated with official domestic and international travel while an
employee is on official duty. further information is in the aihw travel policy and
guidelines.
207. where an employee is required to travel on official business and is away from
home overnight, the institute will pay an allowance for meals and incidental
expenses to cover incidental transport/parking, meals, private telephone and
other costs. these amounts will be the appropriate rates as published in the
annual taxation ruling covering reasonable travel and meal allowance expense
amounts.
208. an employee who is required to travel on official business but is not absent
overnight may claim reimbursement of reasonable expenses including meals
incurred during their absence.
209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for
travel periods in excess of two weeks, refer to clause 210 (temporary relocation
assistance).
temporary relocation assistance for employees
210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is
required to work in a location other than the city in which their normal place of
work is located, the director may approve a package of assistance, effective from
the day on which an employee commenced work at the new location, to meet the
additional costs incurred as a result of the employee being temporarily relocated.
reimbursement of fares
211. where an employee becomes critically or dangerously ill while he or she is
travelling on official business, and a member of the employee’s immediate family
travels to visit the critically or dangerously ill employee, the institute will, where
requested and supplied with medical evidence, reimburse the member of the |
| AIHW-Enterprise-Agreement.txt | 1369 | travel | director, associated with official domestic and international travel while an
employee is on official duty. further information is in the aihw travel policy and
guidelines.
207. where an employee is required to travel on official business and is away from
home overnight, the institute will pay an allowance for meals and incidental
expenses to cover incidental transport/parking, meals, private telephone and
other costs. these amounts will be the appropriate rates as published in the
annual taxation ruling covering reasonable travel and meal allowance expense
amounts.
208. an employee who is required to travel on official business but is not absent
overnight may claim reimbursement of reasonable expenses including meals
incurred during their absence.
209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for
travel periods in excess of two weeks, refer to clause 210 (temporary relocation
assistance).
temporary relocation assistance for employees
210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is
required to work in a location other than the city in which their normal place of
work is located, the director may approve a package of assistance, effective from
the day on which an employee commenced work at the new location, to meet the
additional costs incurred as a result of the employee being temporarily relocated.
reimbursement of fares
211. where an employee becomes critically or dangerously ill while he or she is
travelling on official business, and a member of the employee’s immediate family
travels to visit the critically or dangerously ill employee, the institute will, where
requested and supplied with medical evidence, reimburse the member of the
employee’s immediate family for reasonable travel costs.
|
| AIHW-Enterprise-Agreement.txt | 1370 | travel | employee is on official duty. further information is in the aihw travel policy and
guidelines.
207. where an employee is required to travel on official business and is away from
home overnight, the institute will pay an allowance for meals and incidental
expenses to cover incidental transport/parking, meals, private telephone and
other costs. these amounts will be the appropriate rates as published in the
annual taxation ruling covering reasonable travel and meal allowance expense
amounts.
208. an employee who is required to travel on official business but is not absent
overnight may claim reimbursement of reasonable expenses including meals
incurred during their absence.
209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for
travel periods in excess of two weeks, refer to clause 210 (temporary relocation
assistance).
temporary relocation assistance for employees
210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is
required to work in a location other than the city in which their normal place of
work is located, the director may approve a package of assistance, effective from
the day on which an employee commenced work at the new location, to meet the
additional costs incurred as a result of the employee being temporarily relocated.
reimbursement of fares
211. where an employee becomes critically or dangerously ill while he or she is
travelling on official business, and a member of the employee’s immediate family
travels to visit the critically or dangerously ill employee, the institute will, where
requested and supplied with medical evidence, reimburse the member of the
employee’s immediate family for reasonable travel costs.
overseas travelling allowances |
| AIHW-Enterprise-Agreement.txt | 1372 | travel | 207. where an employee is required to travel on official business and is away from
home overnight, the institute will pay an allowance for meals and incidental
expenses to cover incidental transport/parking, meals, private telephone and
other costs. these amounts will be the appropriate rates as published in the
annual taxation ruling covering reasonable travel and meal allowance expense
amounts.
208. an employee who is required to travel on official business but is not absent
overnight may claim reimbursement of reasonable expenses including meals
incurred during their absence.
209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for
travel periods in excess of two weeks, refer to clause 210 (temporary relocation
assistance).
temporary relocation assistance for employees
210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is
required to work in a location other than the city in which their normal place of
work is located, the director may approve a package of assistance, effective from
the day on which an employee commenced work at the new location, to meet the
additional costs incurred as a result of the employee being temporarily relocated.
reimbursement of fares
211. where an employee becomes critically or dangerously ill while he or she is
travelling on official business, and a member of the employee’s immediate family
travels to visit the critically or dangerously ill employee, the institute will, where
requested and supplied with medical evidence, reimburse the member of the
employee’s immediate family for reasonable travel costs.
overseas travelling allowances
212. where an employee is required to travel overseas on official business, he or she
will be: |
| AIHW-Enterprise-Agreement.txt | 1376 | travel | annual taxation ruling covering reasonable travel and meal allowance expense
amounts.
208. an employee who is required to travel on official business but is not absent
overnight may claim reimbursement of reasonable expenses including meals
incurred during their absence.
209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for
travel periods in excess of two weeks, refer to clause 210 (temporary relocation
assistance).
temporary relocation assistance for employees
210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is
required to work in a location other than the city in which their normal place of
work is located, the director may approve a package of assistance, effective from
the day on which an employee commenced work at the new location, to meet the
additional costs incurred as a result of the employee being temporarily relocated.
reimbursement of fares
211. where an employee becomes critically or dangerously ill while he or she is
travelling on official business, and a member of the employee’s immediate family
travels to visit the critically or dangerously ill employee, the institute will, where
requested and supplied with medical evidence, reimburse the member of the
employee’s immediate family for reasonable travel costs.
overseas travelling allowances
212. where an employee is required to travel overseas on official business, he or she
will be:
(i) reimbursed for reasonable costs, as determined by the director, associated
with preparations for overseas travel including passport, visas,
inoculations, etc.
(ii) eligible to travel at the relevant class of air travel set out in clause 214 |
| AIHW-Enterprise-Agreement.txt | 1378 | travel | 208. an employee who is required to travel on official business but is not absent
overnight may claim reimbursement of reasonable expenses including meals
incurred during their absence.
209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for
travel periods in excess of two weeks, refer to clause 210 (temporary relocation
assistance).
temporary relocation assistance for employees
210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is
required to work in a location other than the city in which their normal place of
work is located, the director may approve a package of assistance, effective from
the day on which an employee commenced work at the new location, to meet the
additional costs incurred as a result of the employee being temporarily relocated.
reimbursement of fares
211. where an employee becomes critically or dangerously ill while he or she is
travelling on official business, and a member of the employee’s immediate family
travels to visit the critically or dangerously ill employee, the institute will, where
requested and supplied with medical evidence, reimburse the member of the
employee’s immediate family for reasonable travel costs.
overseas travelling allowances
212. where an employee is required to travel overseas on official business, he or she
will be:
(i) reimbursed for reasonable costs, as determined by the director, associated
with preparations for overseas travel including passport, visas,
inoculations, etc.
(ii) eligible to travel at the relevant class of air travel set out in clause 214
(iii) provided with accommodation paid for by the institute
(iv) paid an overseas travelling allowance for meals and incidental expenses |
| AIHW-Enterprise-Agreement.txt | 1382 | travel | travel periods in excess of two weeks, refer to clause 210 (temporary relocation
assistance).
temporary relocation assistance for employees
210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is
required to work in a location other than the city in which their normal place of
work is located, the director may approve a package of assistance, effective from
the day on which an employee commenced work at the new location, to meet the
additional costs incurred as a result of the employee being temporarily relocated.
reimbursement of fares
211. where an employee becomes critically or dangerously ill while he or she is
travelling on official business, and a member of the employee’s immediate family
travels to visit the critically or dangerously ill employee, the institute will, where
requested and supplied with medical evidence, reimburse the member of the
employee’s immediate family for reasonable travel costs.
overseas travelling allowances
212. where an employee is required to travel overseas on official business, he or she
will be:
(i) reimbursed for reasonable costs, as determined by the director, associated
with preparations for overseas travel including passport, visas,
inoculations, etc.
(ii) eligible to travel at the relevant class of air travel set out in clause 214
(iii) provided with accommodation paid for by the institute
(iv) paid an overseas travelling allowance for meals and incidental expenses
equal to the australian taxation office reasonable amount for the relevant
country, applicable at the time of travel, less a deduction for meals
provided.
213. the director may, subject to the presentation of receipts or other evidence and |
| AIHW-Enterprise-Agreement.txt | 1394 | travel | travelling on official business, and a member of the employee’s immediate family
travels to visit the critically or dangerously ill employee, the institute will, where
requested and supplied with medical evidence, reimburse the member of the
employee’s immediate family for reasonable travel costs.
overseas travelling allowances
212. where an employee is required to travel overseas on official business, he or she
will be:
(i) reimbursed for reasonable costs, as determined by the director, associated
with preparations for overseas travel including passport, visas,
inoculations, etc.
(ii) eligible to travel at the relevant class of air travel set out in clause 214
(iii) provided with accommodation paid for by the institute
(iv) paid an overseas travelling allowance for meals and incidental expenses
equal to the australian taxation office reasonable amount for the relevant
country, applicable at the time of travel, less a deduction for meals
provided.
213. the director may, subject to the presentation of receipts or other evidence and
appropriate justification, approve an additional payment in circumstances where
an employee has incurred additional reasonable costs.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 23
class of travel
214. economy class travel will normally be used where an employee is required to
travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other |
| AIHW-Enterprise-Agreement.txt | 1395 | travel | travels to visit the critically or dangerously ill employee, the institute will, where
requested and supplied with medical evidence, reimburse the member of the
employee’s immediate family for reasonable travel costs.
overseas travelling allowances
212. where an employee is required to travel overseas on official business, he or she
will be:
(i) reimbursed for reasonable costs, as determined by the director, associated
with preparations for overseas travel including passport, visas,
inoculations, etc.
(ii) eligible to travel at the relevant class of air travel set out in clause 214
(iii) provided with accommodation paid for by the institute
(iv) paid an overseas travelling allowance for meals and incidental expenses
equal to the australian taxation office reasonable amount for the relevant
country, applicable at the time of travel, less a deduction for meals
provided.
213. the director may, subject to the presentation of receipts or other evidence and
appropriate justification, approve an additional payment in circumstances where
an employee has incurred additional reasonable costs.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 23
class of travel
214. economy class travel will normally be used where an employee is required to
travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes |
| AIHW-Enterprise-Agreement.txt | 1397 | travel | employee’s immediate family for reasonable travel costs.
overseas travelling allowances
212. where an employee is required to travel overseas on official business, he or she
will be:
(i) reimbursed for reasonable costs, as determined by the director, associated
with preparations for overseas travel including passport, visas,
inoculations, etc.
(ii) eligible to travel at the relevant class of air travel set out in clause 214
(iii) provided with accommodation paid for by the institute
(iv) paid an overseas travelling allowance for meals and incidental expenses
equal to the australian taxation office reasonable amount for the relevant
country, applicable at the time of travel, less a deduction for meals
provided.
213. the director may, subject to the presentation of receipts or other evidence and
appropriate justification, approve an additional payment in circumstances where
an employee has incurred additional reasonable costs.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 23
class of travel
214. economy class travel will normally be used where an employee is required to
travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
|
| AIHW-Enterprise-Agreement.txt | 1399 | travel | overseas travelling allowances
212. where an employee is required to travel overseas on official business, he or she
will be:
(i) reimbursed for reasonable costs, as determined by the director, associated
with preparations for overseas travel including passport, visas,
inoculations, etc.
(ii) eligible to travel at the relevant class of air travel set out in clause 214
(iii) provided with accommodation paid for by the institute
(iv) paid an overseas travelling allowance for meals and incidental expenses
equal to the australian taxation office reasonable amount for the relevant
country, applicable at the time of travel, less a deduction for meals
provided.
213. the director may, subject to the presentation of receipts or other evidence and
appropriate justification, approve an additional payment in circumstances where
an employee has incurred additional reasonable costs.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 23
class of travel
214. economy class travel will normally be used where an employee is required to
travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of |
| AIHW-Enterprise-Agreement.txt | 1400 | travel | 212. where an employee is required to travel overseas on official business, he or she
will be:
(i) reimbursed for reasonable costs, as determined by the director, associated
with preparations for overseas travel including passport, visas,
inoculations, etc.
(ii) eligible to travel at the relevant class of air travel set out in clause 214
(iii) provided with accommodation paid for by the institute
(iv) paid an overseas travelling allowance for meals and incidental expenses
equal to the australian taxation office reasonable amount for the relevant
country, applicable at the time of travel, less a deduction for meals
provided.
213. the director may, subject to the presentation of receipts or other evidence and
appropriate justification, approve an additional payment in circumstances where
an employee has incurred additional reasonable costs.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 23
class of travel
214. economy class travel will normally be used where an employee is required to
travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of
a car owned or hired by the employee at their own expense for official purposes, |
| AIHW-Enterprise-Agreement.txt | 1403 | travel | with preparations for overseas travel including passport, visas,
inoculations, etc.
(ii) eligible to travel at the relevant class of air travel set out in clause 214
(iii) provided with accommodation paid for by the institute
(iv) paid an overseas travelling allowance for meals and incidental expenses
equal to the australian taxation office reasonable amount for the relevant
country, applicable at the time of travel, less a deduction for meals
provided.
213. the director may, subject to the presentation of receipts or other evidence and
appropriate justification, approve an additional payment in circumstances where
an employee has incurred additional reasonable costs.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 23
class of travel
214. economy class travel will normally be used where an employee is required to
travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of
a car owned or hired by the employee at their own expense for official purposes,
where the director considers that this will be cost-effective for the institute. this
allowance will be paid in accordance with the rates set by the tax assessment
regulations 1997. |
| AIHW-Enterprise-Agreement.txt | 1405 | travel | (ii) eligible to travel at the relevant class of air travel set out in clause 214
(iii) provided with accommodation paid for by the institute
(iv) paid an overseas travelling allowance for meals and incidental expenses
equal to the australian taxation office reasonable amount for the relevant
country, applicable at the time of travel, less a deduction for meals
provided.
213. the director may, subject to the presentation of receipts or other evidence and
appropriate justification, approve an additional payment in circumstances where
an employee has incurred additional reasonable costs.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 23
class of travel
214. economy class travel will normally be used where an employee is required to
travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of
a car owned or hired by the employee at their own expense for official purposes,
where the director considers that this will be cost-effective for the institute. this
allowance will be paid in accordance with the rates set by the tax assessment
regulations 1997.
loss, damage and indemnity |
| AIHW-Enterprise-Agreement.txt | 1407 | travel | (iv) paid an overseas travelling allowance for meals and incidental expenses
equal to the australian taxation office reasonable amount for the relevant
country, applicable at the time of travel, less a deduction for meals
provided.
213. the director may, subject to the presentation of receipts or other evidence and
appropriate justification, approve an additional payment in circumstances where
an employee has incurred additional reasonable costs.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 23
class of travel
214. economy class travel will normally be used where an employee is required to
travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of
a car owned or hired by the employee at their own expense for official purposes,
where the director considers that this will be cost-effective for the institute. this
allowance will be paid in accordance with the rates set by the tax assessment
regulations 1997.
loss, damage and indemnity
217. where an employee incurs out-of-pocket expenses due to loss or damage to
clothing or personal effects which occurred in the course of his or her work, the |
| AIHW-Enterprise-Agreement.txt | 1409 | travel | country, applicable at the time of travel, less a deduction for meals
provided.
213. the director may, subject to the presentation of receipts or other evidence and
appropriate justification, approve an additional payment in circumstances where
an employee has incurred additional reasonable costs.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 23
class of travel
214. economy class travel will normally be used where an employee is required to
travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of
a car owned or hired by the employee at their own expense for official purposes,
where the director considers that this will be cost-effective for the institute. this
allowance will be paid in accordance with the rates set by the tax assessment
regulations 1997.
loss, damage and indemnity
217. where an employee incurs out-of-pocket expenses due to loss or damage to
clothing or personal effects which occurred in the course of his or her work, the
director will approve reimbursement where the director considers
reimbursement is justified and receipts or other acceptable documentary evidence |
| AIHW-Enterprise-Agreement.txt | 1418 | travel | class of travel
214. economy class travel will normally be used where an employee is required to
travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of
a car owned or hired by the employee at their own expense for official purposes,
where the director considers that this will be cost-effective for the institute. this
allowance will be paid in accordance with the rates set by the tax assessment
regulations 1997.
loss, damage and indemnity
217. where an employee incurs out-of-pocket expenses due to loss or damage to
clothing or personal effects which occurred in the course of his or her work, the
director will approve reimbursement where the director considers
reimbursement is justified and receipts or other acceptable documentary evidence
has been provided.
corporate role allowances
218. an allowance will be paid to an employee undertaking the designated corporate
roles of first aid officer, emergency warden, harassment contact officer
(hco), health and safety representative (hsr) and emergency out-of-hours
contact officer. an employee will receive an allowance for each corporate role
undertaken, but will not undertake more than one corporate role at a time unless
approved to do so by the director. |
| AIHW-Enterprise-Agreement.txt | 1419 | travel | 214. economy class travel will normally be used where an employee is required to
travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of
a car owned or hired by the employee at their own expense for official purposes,
where the director considers that this will be cost-effective for the institute. this
allowance will be paid in accordance with the rates set by the tax assessment
regulations 1997.
loss, damage and indemnity
217. where an employee incurs out-of-pocket expenses due to loss or damage to
clothing or personal effects which occurred in the course of his or her work, the
director will approve reimbursement where the director considers
reimbursement is justified and receipts or other acceptable documentary evidence
has been provided.
corporate role allowances
218. an allowance will be paid to an employee undertaking the designated corporate
roles of first aid officer, emergency warden, harassment contact officer
(hco), health and safety representative (hsr) and emergency out-of-hours
contact officer. an employee will receive an allowance for each corporate role
undertaken, but will not undertake more than one corporate role at a time unless
approved to do so by the director.
first aid officer |
| AIHW-Enterprise-Agreement.txt | 1420 | travel | travel by air on official business except where the director determines otherwise
for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of
a car owned or hired by the employee at their own expense for official purposes,
where the director considers that this will be cost-effective for the institute. this
allowance will be paid in accordance with the rates set by the tax assessment
regulations 1997.
loss, damage and indemnity
217. where an employee incurs out-of-pocket expenses due to loss or damage to
clothing or personal effects which occurred in the course of his or her work, the
director will approve reimbursement where the director considers
reimbursement is justified and receipts or other acceptable documentary evidence
has been provided.
corporate role allowances
218. an allowance will be paid to an employee undertaking the designated corporate
roles of first aid officer, emergency warden, harassment contact officer
(hco), health and safety representative (hsr) and emergency out-of-hours
contact officer. an employee will receive an allowance for each corporate role
undertaken, but will not undertake more than one corporate role at a time unless
approved to do so by the director.
first aid officer
219. where the director is satisfied that an employee possesses a first aid certificate |
| AIHW-Enterprise-Agreement.txt | 1421 | travel | for reasons of, but not limited to, employee health or disability, distance travelled
and time changes involved.
215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of
a car owned or hired by the employee at their own expense for official purposes,
where the director considers that this will be cost-effective for the institute. this
allowance will be paid in accordance with the rates set by the tax assessment
regulations 1997.
loss, damage and indemnity
217. where an employee incurs out-of-pocket expenses due to loss or damage to
clothing or personal effects which occurred in the course of his or her work, the
director will approve reimbursement where the director considers
reimbursement is justified and receipts or other acceptable documentary evidence
has been provided.
corporate role allowances
218. an allowance will be paid to an employee undertaking the designated corporate
roles of first aid officer, emergency warden, harassment contact officer
(hco), health and safety representative (hsr) and emergency out-of-hours
contact officer. an employee will receive an allowance for each corporate role
undertaken, but will not undertake more than one corporate role at a time unless
approved to do so by the director.
first aid officer
219. where the director is satisfied that an employee possesses a first aid certificate
and continuing ability commensurate with that qualification and the employee |
| AIHW-Enterprise-Agreement.txt | 1423 | travel | 215. the director may approve rest periods for an employee travelling overseas (other
than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of
a car owned or hired by the employee at their own expense for official purposes,
where the director considers that this will be cost-effective for the institute. this
allowance will be paid in accordance with the rates set by the tax assessment
regulations 1997.
loss, damage and indemnity
217. where an employee incurs out-of-pocket expenses due to loss or damage to
clothing or personal effects which occurred in the course of his or her work, the
director will approve reimbursement where the director considers
reimbursement is justified and receipts or other acceptable documentary evidence
has been provided.
corporate role allowances
218. an allowance will be paid to an employee undertaking the designated corporate
roles of first aid officer, emergency warden, harassment contact officer
(hco), health and safety representative (hsr) and emergency out-of-hours
contact officer. an employee will receive an allowance for each corporate role
undertaken, but will not undertake more than one corporate role at a time unless
approved to do so by the director.
first aid officer
219. where the director is satisfied that an employee possesses a first aid certificate
and continuing ability commensurate with that qualification and the employee
has been appointed to first aid duties, the employee will be paid an allowance of
$26.00 per fortnight. |
| AIHW-Enterprise-Agreement.txt | 1424 | travel | than to new zealand) having regard to distance travelled and time changes
involved.
motor vehicle allowance
216. the director may approve payment of an allowance to an employee for the use of
a car owned or hired by the employee at their own expense for official purposes,
where the director considers that this will be cost-effective for the institute. this
allowance will be paid in accordance with the rates set by the tax assessment
regulations 1997.
loss, damage and indemnity
217. where an employee incurs out-of-pocket expenses due to loss or damage to
clothing or personal effects which occurred in the course of his or her work, the
director will approve reimbursement where the director considers
reimbursement is justified and receipts or other acceptable documentary evidence
has been provided.
corporate role allowances
218. an allowance will be paid to an employee undertaking the designated corporate
roles of first aid officer, emergency warden, harassment contact officer
(hco), health and safety representative (hsr) and emergency out-of-hours
contact officer. an employee will receive an allowance for each corporate role
undertaken, but will not undertake more than one corporate role at a time unless
approved to do so by the director.
first aid officer
219. where the director is satisfied that an employee possesses a first aid certificate
and continuing ability commensurate with that qualification and the employee
has been appointed to first aid duties, the employee will be paid an allowance of
$26.00 per fortnight.
emergency warden |
| AIHW-Enterprise-Agreement.txt | 1481 | travel | of work and any time necessarily spent travelling to and from the institute will be
at the relevant overtime rates with a minimum of two hours paid on each
occasion. the minimum does not apply if the attendance is immediately followed
by a normal working day.
working with screen based equipment
225. the institute will provide for eyesight testing and a contribution towards
expenses for prescribed eyesight correction to all employees who, as an integral
part of their duties, are required to operate screen based equipment.
226. where eyewear is prescribed specifically for use with screen-based equipment,
the director will contribute towards the expense (where not otherwise
reimbursed under medicare or private health insurance arrangements) by means
of reimbursement, up to:
(i)
$110.00 for single vision lenses
(ii) $190.00 for multifocal lenses.
further information is in the guidelines for eyesight testing and eyewear
reimbursement.
memberships of professional associations
227. the institute will reimburse or pay for the cost of annual membership fees of
professional associations up to $850 a year where membership of the association
is an essential requirement for the position. the institute may reimburse or pay
up to $42 a year per employee towards annual membership of other professional
associations relevant to the employee’s work at the institute.
healthy lifestyle payment
228. in recognition of the benefits of a healthy lifestyle, a reimbursement of up to $299
for each year ending on 31 march (relevant year) will be provided to qualifying
employees for equipment, clothing, footwear and accessories purchased to assist |
| AIHW-Enterprise-Agreement.txt | 1482 | overtime | at the relevant overtime rates with a minimum of two hours paid on each
occasion. the minimum does not apply if the attendance is immediately followed
by a normal working day.
working with screen based equipment
225. the institute will provide for eyesight testing and a contribution towards
expenses for prescribed eyesight correction to all employees who, as an integral
part of their duties, are required to operate screen based equipment.
226. where eyewear is prescribed specifically for use with screen-based equipment,
the director will contribute towards the expense (where not otherwise
reimbursed under medicare or private health insurance arrangements) by means
of reimbursement, up to:
(i)
$110.00 for single vision lenses
(ii) $190.00 for multifocal lenses.
further information is in the guidelines for eyesight testing and eyewear
reimbursement.
memberships of professional associations
227. the institute will reimburse or pay for the cost of annual membership fees of
professional associations up to $850 a year where membership of the association
is an essential requirement for the position. the institute may reimburse or pay
up to $42 a year per employee towards annual membership of other professional
associations relevant to the employee’s work at the institute.
healthy lifestyle payment
228. in recognition of the benefits of a healthy lifestyle, a reimbursement of up to $299
for each year ending on 31 march (relevant year) will be provided to qualifying
employees for equipment, clothing, footwear and accessories purchased to assist
them participate in healthy lifestyle activities. |
| AIHW-Enterprise-Agreement.txt | 1635 | long service leave | (ii) government service as defined in section 10 of the long service leave
(commonwealth employees) act 1976
(iii) service with the commonwealth (other than service with a joint
commonwealth-state body corporate in which the commonwealth does
not have a controlling interest) which is recognised for long service leave
purposes
(iv) service with the australian defence forces
(v) aps service immediately preceding deemed resignation (as defined under
the repealed section 49 of the public service act 1922), if the service has not
previously been recognised for severance pay purposes
(vi) service in another organisation where an employee was transferred from
the aps to that organisation with a transfer of function or an employee
engaged by that organisation on work within a function is appointed as a
result of the transfer of that function to the aps and such service is
recognised for long service leave purposes.
249. absences from work which do not count as service for any purpose will not count
as service for severance pay purposes. additionally, any period of service which
ceased:
(i)
through termination on the following grounds:
a. the employee lacks, or has lost, an essential qualification for
performing his or her duties
b. non-performance, or underperformance, of duties
c. inability to perform duties because of physical or mental incapacity
d. failure to satisfactorily complete an entry level training course
e. failure to meet a condition imposed under subsection 22(6) of the
public service act 1999
f. a breach of the code of conduct
(ii) on a ground equivalent to a ground listed in subparagraph (i) above under
the repealed public service act 1922 |
| AIHW-Enterprise-Agreement.txt | 1639 | long service leave | not have a controlling interest) which is recognised for long service leave
purposes
(iv) service with the australian defence forces
(v) aps service immediately preceding deemed resignation (as defined under
the repealed section 49 of the public service act 1922), if the service has not
previously been recognised for severance pay purposes
(vi) service in another organisation where an employee was transferred from
the aps to that organisation with a transfer of function or an employee
engaged by that organisation on work within a function is appointed as a
result of the transfer of that function to the aps and such service is
recognised for long service leave purposes.
249. absences from work which do not count as service for any purpose will not count
as service for severance pay purposes. additionally, any period of service which
ceased:
(i)
through termination on the following grounds:
a. the employee lacks, or has lost, an essential qualification for
performing his or her duties
b. non-performance, or underperformance, of duties
c. inability to perform duties because of physical or mental incapacity
d. failure to satisfactorily complete an entry level training course
e. failure to meet a condition imposed under subsection 22(6) of the
public service act 1999
f. a breach of the code of conduct
(ii) on a ground equivalent to a ground listed in subparagraph (i) above under
the repealed public service act 1922
(iii) through voluntary retirement at or above the minimum retiring age
applicable to the employee
(iv) with the payment of a redundancy benefit or similar payment or an
employer-financed retirement benefit |
| AIHW-Enterprise-Agreement.txt | 1649 | long service leave | recognised for long service leave purposes.
249. absences from work which do not count as service for any purpose will not count
as service for severance pay purposes. additionally, any period of service which
ceased:
(i)
through termination on the following grounds:
a. the employee lacks, or has lost, an essential qualification for
performing his or her duties
b. non-performance, or underperformance, of duties
c. inability to perform duties because of physical or mental incapacity
d. failure to satisfactorily complete an entry level training course
e. failure to meet a condition imposed under subsection 22(6) of the
public service act 1999
f. a breach of the code of conduct
(ii) on a ground equivalent to a ground listed in subparagraph (i) above under
the repealed public service act 1922
(iii) through voluntary retirement at or above the minimum retiring age
applicable to the employee
(iv) with the payment of a redundancy benefit or similar payment or an
employer-financed retirement benefit
will not count as service for severance pay purposes.
rate of payment: severance benefit
250. for the purpose of calculating any payment under clause 244, salary will include:
(i)
the employee's salary
(ii) higher duties allowance, where the employee has been receiving the
allowance for a continuous period of at least 12 months immediately
preceding the date on which the employee is given notice of termination
(iii) other allowances in the nature of salary which are paid during periods of |
| AIHW-Enterprise-Agreement.txt | 1723 | travel | 257. if requested by the excess employee, the institute will meet reasonable travel and
incidental expenses incurred exclusively for the purpose of seeking alternative
employment in australia, where these are not met by the prospective employer.
258. the retention periods specified in clause 251 and the notice period specified in
clause 261 will be extended by any periods of personal leave supported by
medical evidence which is taken during these periods, up to a maximum of 18
days.
259. where the director believes there is insufficient productive work available for an
excess employee within the agency during the retention period and that there is
no reasonable redeployment prospects in the aps, the director may (subject to
clause 260) terminate the employee’s employment under section 29 of the public
service act 1999 and pay the balance of the retention period as a lump sum
comprising:
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 29
(i)
the balance of the retention period (as shortened for the nes under clause
252) and this payment will be taken to include payment in lieu of notice of
termination of employment
(ii) the employee’s nes entitlement to redundancy pay.
260. except, where agreed by the employee, the employee’s employment will not be
terminated within three months of the start of the retention period.
261. the excess employee will be given four weeks’ notice (or five weeks’ notice for an
employee over 45 years with at least five years of continuous service). the
specified period of notice will, as far as practicable, be concurrent with the
retention periods.
|
| AIHW-Enterprise-Agreement.txt | 1952 | overtime | overtime, severance and termination payments. where salary
sacrifice arrangements and/or purchased leave arrangements are in
place, the employee’s salary will be determined as if the
arrangement/s had not been entered into.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 34
signatures
by signing below the employer and the unions bound by the agreement signify their
agreement to its terms.
on behalf of the australian
institute of health and
welfare
barry sandison
director
on behalf of the community
and public sector union
beth vincent-pietsch
deputy secretary
australian institute of health and welfare
1 thynne street
fern hill park
bruce act 2601
community and public sector union
level 1 |
| AIHW-Enterprise-Agreement.txt | 2200 | overtime | overtime formulae
the hourly rate for overtime payment will be calculated using the following formulae:
time and a half rate
annual salary
x
313
6
.
x
prescribed weekly hours*
3.
2
before overtime is payable
double time rate
annual salary
x
313
6
|
| AIHW-Enterprise-Agreement.txt | 2201 | overtime | the hourly rate for overtime payment will be calculated using the following formulae:
time and a half rate
annual salary
x
313
6
.
x
prescribed weekly hours*
3.
2
before overtime is payable
double time rate
annual salary
x
313
6
. |
| AIHW-Enterprise-Agreement.txt | 2220 | overtime | before overtime is payable
double time rate
annual salary
x
313
6
.
x
prescribed weekly hours*
2.
1
before overtime is payable
double time and a half rate
annual salary
313
x
6
.
|
| AIHW-Enterprise-Agreement.txt | 2239 | overtime | before overtime is payable
double time and a half rate
annual salary
313
x
6
.
prescribed weekly hours*
x
5.
2
before overtime is payable
*
for the purpose of calculating the formulae, prescribed weekly hours before overtime is payable
will be 38 hours 5 minutes. the exception is overtime worked on sunday and outside ordinary
hours on public holidays by employees whose weekly hours are 37 hours 5 minutes when
prescribed weekly hours before overtime is payable will be 37 hours 5 minutes.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 37 |
| AIHW-Enterprise-Agreement.txt | 2257 | overtime | before overtime is payable
*
for the purpose of calculating the formulae, prescribed weekly hours before overtime is payable
will be 38 hours 5 minutes. the exception is overtime worked on sunday and outside ordinary
hours on public holidays by employees whose weekly hours are 37 hours 5 minutes when
prescribed weekly hours before overtime is payable will be 37 hours 5 minutes.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 37
attachment b - supported salary payments for
employees with a disability
workers eligible for a supported wage
b.1
these provisions define the conditions, which will apply to employees who because of
the effects of a disability are eligible for a supported wage under the terms of this
agreement. in the context of these provisions, the following definitions will apply:
supported wage system
means the commonwealth government system to
promote employment for people who cannot work
at full wages because of a disability, as documented
in supported wage system handbook.
approved assessor
|
| AIHW-Enterprise-Agreement.txt | 2261 | overtime | for the purpose of calculating the formulae, prescribed weekly hours before overtime is payable
will be 38 hours 5 minutes. the exception is overtime worked on sunday and outside ordinary
hours on public holidays by employees whose weekly hours are 37 hours 5 minutes when
prescribed weekly hours before overtime is payable will be 37 hours 5 minutes.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 37
attachment b - supported salary payments for
employees with a disability
workers eligible for a supported wage
b.1
these provisions define the conditions, which will apply to employees who because of
the effects of a disability are eligible for a supported wage under the terms of this
agreement. in the context of these provisions, the following definitions will apply:
supported wage system
means the commonwealth government system to
promote employment for people who cannot work
at full wages because of a disability, as documented
in supported wage system handbook.
approved assessor
means a person accredited by the managing unit
established by the commonwealth under the
supported wage system to perform assessments of
an individual's productive capacity within the |
| AIHW-Enterprise-Agreement.txt | 2262 | overtime | will be 38 hours 5 minutes. the exception is overtime worked on sunday and outside ordinary
hours on public holidays by employees whose weekly hours are 37 hours 5 minutes when
prescribed weekly hours before overtime is payable will be 37 hours 5 minutes.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 37
attachment b - supported salary payments for
employees with a disability
workers eligible for a supported wage
b.1
these provisions define the conditions, which will apply to employees who because of
the effects of a disability are eligible for a supported wage under the terms of this
agreement. in the context of these provisions, the following definitions will apply:
supported wage system
means the commonwealth government system to
promote employment for people who cannot work
at full wages because of a disability, as documented
in supported wage system handbook.
approved assessor
means a person accredited by the managing unit
established by the commonwealth under the
supported wage system to perform assessments of
an individual's productive capacity within the
supported wage system. |
| AIHW-Enterprise-Agreement.txt | 2264 | overtime | prescribed weekly hours before overtime is payable will be 37 hours 5 minutes.
_____________________________________________________________________________________
australian institute of health and welfare enterprise agreement 2016
page 37
attachment b - supported salary payments for
employees with a disability
workers eligible for a supported wage
b.1
these provisions define the conditions, which will apply to employees who because of
the effects of a disability are eligible for a supported wage under the terms of this
agreement. in the context of these provisions, the following definitions will apply:
supported wage system
means the commonwealth government system to
promote employment for people who cannot work
at full wages because of a disability, as documented
in supported wage system handbook.
approved assessor
means a person accredited by the managing unit
established by the commonwealth under the
supported wage system to perform assessments of
an individual's productive capacity within the
supported wage system.
assessment instrument |